Top HR directors get behind employee engagement movement

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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. 

You can follow John Ingham’s discussion of the HR competences in a series of recent blogs on his Strategic HCM blog. 

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. 

Talent management

Hays Global Skills Index 2012: Chronic skills shortages despite high unemployment, by Tom Newcombe on HR magazine.

Looming imbalances in global labor pools could make it harder for some companies to find enough skilled workers and for some less-skilled workers to find jobs, say Richard Dobbs, Susan Lund and Anu Madgavkar on McKinsey Quarterly. 

Read on for articles on leadership, HR data, HR and social media, HR strategy and employee recognition. 

Leadership

HR data and metrics 

By Kris Dunn on HR Capitalist. 

XpertHR’s HR data round-up for November 2012 looks at why it’s time for HR to get to grips with data. By Michael Carty on XpertHR.

Mergers and acquisitions

6 Big Mergers That Were Killed by Culture (And How to Stop it from Killing Yours), by Darcy Jacobsen on Human Capital League on Globoforce Blog.  

HR and social media

Internet Advertising Bureau research reveals that 55% of UK organisations have adapted their business strategies to become more social. The study also shows that 27% of employees don’t know how their social media success is measured 

Socialized” by Mark Fidelman –  a book on building a social business, reviewed by Gautam Ghosh on Talent and Social Business. 

BigData in HR: Why it’s Here and What it Means, by By Josh Bersin  on Bersin & Associates blog. 

An HR and Social Media Survey Shows Fears of Impact on Productivity. The two biggest factors on why companies block access to social media websites were “security threats” (77% important) and “decreased productivity for employees” (67% important).

Employee recognition

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. 

Corporate values

Hey Leaders: No One Values Bland Corporate Values, by Anil Saxena on Linked 2 Leadership. 

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