ORGANIZATION DEVELOPMENT
Employee Engagement
Employee Engagement is about driving superior organisational performance through a range of people management initiatives that result in employees going beyond the call of duty to meet and exceed the expectations of their employers.
The Enablers of Employee Engagement include :
- Leadership that gives a ‘strong strategic narrative about the organisation, where it’s come from and where it’s going’.
- Line managers who motivate, empower and support their employees.
- Employee voice throughout the organisation, to challenge or reinforce the status quo and involvement of employees in decision making.
- ‘Organisational integrity’: stated values are embedded into organisational culture; what we say is what we do.
Please fill the form to request for an appointment to discuss further about an employee engagement solution for your organisation.
Useful resources :
Talent Management
Talent Management Initiative will result in creation of a Dashboard for CEOs where they can get an overview about their workforce to make decisions in line with business plan of the organisation.
Please refer to the model below for an overview of the process.
Succession Planning
Succession planning is a process for identifying and developing internal people with the potential to fill key business leadership positions in the company. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available.
It is the organisational response to quick, sudden / surprise losses of key talent. If a key person is suddenly lost due to death, disability or resignation, it may take a long time to find a suitable replacement.
Succession planning is not the same as replacement planning, one is about planning for the best case scenario where as the other one is about planning for the worst case scenario. Succession planning is internal whereas the replacement planning may involve external candidates.
