Employee Engagement Initiative

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“EMPLOYEE ENGAGEMENT INITIATIVE” AT LARSEN & TOUBRO, KANSBAHAL WORKS BY ANURAG CHAKRABORTY

description

Intenships : Employment Engagement in L&T ,Kansbahal Works,Odisha

Transcript of Employee Engagement Initiative

Page 1: Employee Engagement Initiative

“EMPLOYEE ENGAGEMENT INITIATIVE”

AT LARSEN & TOUBRO, KANSBAHAL WORKS

BYANURAG CHAKRABORTY

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Aspects of Employee Engagement

There are mainly three aspects : The employees and their own unique

psychological makeup and experience.

The employers and their ability to create the conditions that promote employee engagement.

Interaction between employees at all levels.

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“WHY” Employee Engagement??

To achieve high performance levels and superior business results.

It builds passion, commitment and alignment with the organization’s strategies and goals.

Increases employees’ trust in the organization.

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Continued…

Creates a sense of loyalty in a competitive environment.

Provides a high-energy working environment Boosts business growth.

Makes the employees effective brand ambassadors for the company.

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Categories of ‘Employee Engagement’

Highly Engaged Engaged and Dis-Engaged

Highly Engaged--“Highly Engaged" employees are builders. They're naturally curious about their company and their place in it. They work with passion and they drive innovation and move their organization forward.

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Employee Engagement Survey AT KANSBAHAL

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Objectives of the Project :

Employee Engagement practices in a well established manufacturing unit “L&T Kansbahal.”

To evaluate the effectiveness of the Employee Engagement.

To find out the Engagement levels of the Employees with the current system. 

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SAMPLE

Selection: As the objective of the project is to study the Employee Engagement to know the perception of the Employees, sample is selected.

Size: A sample size of 47 is drawn, where the respondents are the Employees who work across different departments.(C.T.Cell,PG1-PSM,Accounts,Foundry,Assembly,etc)

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PRIMARY DATA COLLECTION

Primary data for the purpose of our survey will be collected : A Pilot survey of minimum 50 employees of

L&T ,Kansbahal. A questionnaire consisting 40 questions explained

precisely. By Mailing the questionnaire to the respondents

with a request to return after completing the same. Through Personal Interview of few employees

Both the methods will help to understand the respondents ability to large extent.

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QUESTIONNAIRE

Quest

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The Questions were segmented into different categories:

a) My Jobb) Trainingc) Careerd) Work Environmente) Appraisalf) Recognitiong) Immediate Superiorh) Mentorship andi) Company

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Engagement Status

Now to understand the overall status we have taken (approx. value)

Acceptance Factor- 80% [(84+54+54+93+89+49+83+69+6

6)/9] = 72.22%Whereas:Non acceptance factor [(16+46+45+7+9+51+15+31+33)/9]

= 27.33%

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Areas:1. Training2. Career3. Recognition4. Mentorship5. Company

As per my benchmark it is less than 80%, so people are not Engaged.

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Analysis of Engagement Level of Overall Dept. L&T, Kansbahal.

Analysis of Overall Department for Employee Engagement,L&T,Kansbahal

SL.No. CATEGORY Higly Engaged Engaged Disengaged1 MY JOB 82 14 4.22 TRAINING 54 32 143 CAREER 54.1 31.7 14.24 WORK ENVIRONMENT 74.8 20 5.25 APPRAISAL 88.9 9 2.16 RECOGNITION 63.8 25.9 10.37 IMMEDIATE SUPERIOR and TEAM 83.82 12.75 3.398 MENTORSHIP/LEADERSHIP 71.3 17.9 9.919 COMPANY 66.56 26.9 6.3

PERCENTAGE OF Engaged Employee(%)

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TRAINING:

Proper identification of training needs.

Convincing people that age is not a barrier for training.

Employee with longer period of services should be made aware of the benefits of Training during last part of the job.

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CAREER:

Proper Career opportunities have to be created .

Challenging Assignments The person who are feeling stagnant in their

current position should be given an opportunity in other location or sister concerns of L&T.

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RECOGNITION:

Proper system of non-monetary rewards like “Employee of the Year”, ”Appreciation for the cost –consciousness” and System of “Catch them right” ,should be introduced.

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MENTORSHIP/LEADERSHIP

A mentor or superior should create an environment of “Element of Commitment” on their decisions.

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THANKYOU For your Attention