The Engage for Success website went live on in November (2012) with case studies, tools and information and details of events where you can share good practice on employee engagement. It was developed by the Engage for Success taskforce, co-chaired by David MacLeod and Nita Clarke. They were commissioned in 2009 by the Department of Business, Innovation and Skills to produce a report on employee engagement in the UK. At a meeting in November (2012) of 300 HR leaders discussed how to "tackle the UK's employee engagement deficit". People management reported that Macleod and Clarke said:
"We have all now seen the evidence: engaging employees is good for personal well-being, central for organisational success and vital for growth of UK plc as we all meet the challenges of recession and global competition. It is now important to take this out into work places across the country and really make a difference."
Among the speakers were: Archie Norman ITV chairman; Jo Swinson, minister for employment relations; Tanith Dodge, director of HR at Marks & Spencer; Doug McIldowie, Group HR director at GKN plc; and Louise Brownhill, head of engagement at PricewaterhouseCoopers.
Welcome to my latest round-up of HR strategy related content.
More on employee engagement
on Employee Engagement.
General HR strategy
When I mentioned HR thinker Dave Ulrich recently on social media I was asked if Ulrich was still relevant today. A good question. In books published over the last five years Ulrich has been developing his ideas on core HR competences, and HR from the outside in, which proposes that HR give customers and investors a say in how people are managed in an organisation.
Meanwhile, HR blogger Neil Morrison has a view on HR's customers, in a post on his Change Effect blog called "Customers can be wrong". He's not challenging Ulrich as such but it's interesting to look at the pitfalls of giving customers too much say.
Read on for articles on leadership, HR data, HR and social media, HR strategy and employee recognition.
HR data and metrics
By Kris Dunn on HR Capitalist.
HR and social media
SHRM/GLOBOFORCE survey shows link between employee recognition and lower turnover levels, and that higher levels of spending on recognition deliver stronger financial results. Companies with employee recognition programmes experienced a 22 percent lower turnover rate versus organisations without a recognition programme. The survey also looked at succession planning and performance reviews.