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Employee Engagement, One of the Effective HR Strategies


19 June 2024
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One of the determining factors for company stability and success is employee engagement. Behind the company's reputation and success as seen from the outside, it cannot be denied that the active role of the employees is also involved.

So, what is included in employee engagement as an effective HR strategy to support successful company branding?

This concept, which was first popularized by  Gallup Consultants in 2004, is an attempt to understand the relationship between companies and their employees. This thing can be measured both qualitatively and quantitatively.

So what is its role that is called one of the efforts that HR can make to build the success and stability of the company? Read this article to the end to understand the concept, okay?

The Important Role of Employee Engagement

Even though the aim is to contribute to the success and maintain the stability of the company, employee engagement can be seen from two sides, namely the perspective of the company and the employee.

From a company perspective, employee engagement is an effort to assess how loyal employees are at work. This loyalty is not only assessed based on the work completed, but also includes the duration of the work and its quality.

Apart from that, companies also want to know whether employees feel proud of what they do for the company.

Meanwhile, from an employee's perspective, employee engagement is an effort to realize their role in the company. This needs to be known so that the company can continue to support employees so that they remain enthusiastic about working.

Apart from that, it can also foster a sense of having contributed to the company while working at the company.

It can be concluded that employee engagement is not only concerned with the company, but also seen from the employee's perspective. However, basically there is only one goal, namely to help maintain the stability and success of the organization within the company.

Strategy to Increase Employee Engagement

There are several strategies for increasing employee engagement within the company. This strategy certainly needs to be tried for those of you who want to measure how successful this concept is in the company.

The following is the strategy:

Intense Communication

Establishing intense communication can foster a sense of trust between the company and employees, as well as team members and managers. In employee engagement, communication needs to be two-way and intense to understand the company's position and employee opinions.

Some examples of building intense communication are as follows:

  • Hold regular meetings to share important matters within the company and let employees understand the state of the company.
  • Create communication channels that are easily accessible, for example mailing lists, communication groups for short messages or groups on the office communication channels used.
  • Create a digital form for suggestions and criticism when the company holds activities for employees. This is useful for understanding whether employees enjoy or have other input for the program provided.

Rewarding Positive Contributions

Getting to know employees well, appreciating achievements and providing opportunities for self-development is one of the employee engagement efforts. With this, employees feel more positively appreciated and motivated to work harder or be more comfortable in the company.

Opportunities for Self-Transformation

In an era of intense business competition, giving employees the opportunity to transform themselves can be an employee engagement effort provided by the company. By providing opportunities for self-transformation for employees, it can make employees more persistent and improve their skills.

This can certainly help the company in the end. Some examples of self-transformation opportunities for employees are as follows:

  • Providing challenging projects for employees who like challenges at work.
  • Organize training both according to duties and to develop other skills.
  • Make a clear career plan for each employee so that they have a clear picture and make their performance better and more enthusiastic.

Benefits of Employee Engagement

In general, the benefits of employee engagement are improving work results in the company. However, there are several quite significant benefits that can be generated by people engagement as an HR strategy, namely;

Absenteeism Rates Decreased

Employees who feel engaged or feel connected tend to be loyal to their jobs and the company where they work. This is because he may be more motivated and also find the work environment pleasant.

Positive engagement between employees and the company will help improve the percentage of employee attendance.

Increasing Employee Production

What makes a significant difference with employee engagement? Another thing that is quite profitable is increasing the production of employee work.

If this can be applied to the majority of employees, it can certainly speed up the process of realizing the company's vision and mission.

Extending Employee Service Period

Employees will tend to stay in a company if they feel appreciated. This way of appreciating employees is one of the employee engagement efforts.

Employees who feel involved and appreciated will be more enthusiastic about working. As a result, employees will stay in a company for a long time because they believe they can grow together.

Employee engagement is only one of the efforts made by the company through HR. To do this requires skills in leadership and resource management.

These two things are important points and can be learned at prasmul-eli!

Currently, prasmul-eli is opening a short program that will provide material regarding leadership skill development, resource management, innovation strategies and much more. The short program at Prasmul-Eli also presents presenters who are experienced in their fields.
With this, of course you will get a lot of insight. Interested in joining this program? Click this link for further information!

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Human resource management or HRM (Human Resources Management) is something that is important for business owners to know.

The reason is, a good company has three resources, namely; physical resources, financial resources, and human resources. Acting as a driving force, human resources must be managed well for the sustainability of the company.

Moreover, a successful company depends on the quality of its human resources. This makes good HRM necessary to achieve company goals.

Understand more about what is meant by HRM, its functions and benefits for your company in the following review.

Understanding HRM

HRM or Human Resources Management is the activity of organizing and managing employees in a company to implement the vision, mission and business goals.

HRM is reliable enough to maintain the smoothness and efficiency of business, both for small and large scale companies.

Activities include recruitment, training, compensation, retention and employee motivation.

HRM Function in the Company

The following is a more complete explanation of the HRM function in the company, including:

Recruitment and selection

A company's HRM holds responsibility for planning, advertising, selecting and recruiting employees as needed.

This process includes interviews, assessments, and selecting the most suitable employees for the available positions.

Training and development

The second HRM function is as a designer and implementer of training programs.

The training provided must be able to improve employee skills, knowledge and competence.

For example, HRM plans training that involves employees from various departments to learn and master the latest software.

The program includes hands-on training sessions, case studies, and real projects that require employees to apply their new knowledge in the context of everyday work.

This series of training will increase employee productivity which will ultimately result in the company's progress.

Performance manager

Performance management is an important HRM task that involves assessing employee performance. HRM sets goals, provides feedback, evaluates performance, and designs improvement plans.

For example, HRM can help in setting measurable performance goals and providing constructive feedback to employees.

By conducting regular evaluations, HRM can identify performance strengths and weaknesses, as well as design training programs to improve employee performance.

Communication intermediary

The next function of HRM in the company is as a communication intermediary between leaders and employees and vice versa.

Information such as policy announcements and company developments, as well as input on a problem, is usually communicated first to HRM.

For example, a company faces a policy change regarding flexible working hours. Before the official announcement to all employees, the company leadership conveys the information first to HRM.

HRM is then responsible for communicating the policy to all employees.

HRM not only conveys information, but also opens communication channels to receive input and questions from employees.

This creates transparency in the company's internal communications and helps manage change more effectively.

Employee welfare manager

HRM is also responsible for ensuring the safety, comfort of the work environment and security standards for employees.

Apart from that, HRM is tasked with handling employee benefits such as health insurance, leave and other welfare programs.

Employee position planning

HRM workforce planning is said to be successful if the company can maintain operational continuity well, including when someone leaves.

For example, when a senior level employee chooses to leave, the company can quickly find a replacement so that productivity is maintained.

Likewise, when a staff member is to be appointed senior, he or she will receive provisions first so that they are better prepared for their appointment.

Conflict management

HRM is a key role in handling conflict among team members or between the team and leadership. They can mediate, resolve disputes, and find solutions that support a harmonious work environment.

By mediating, they facilitate constructive discussions and reach an agreement that satisfies both parties. These actions help maintain a positive work atmosphere and support team productivity.

Benefits of HRM for Companies

If the HRM functions above run well, the company can obtain several benefits:

  • Play a role in achieving departmental or company targets as a whole which has an impact on increasing profits.
  • Appropriate placement of employees according to competency and company needs to maximize work results.
  • Maximum time management resulting in optimal productivity.
  • Facilitates the delegation process from leadership, so that employees can focus on carrying out their respective tasks.
  • Providing employees with a series of training to improve their abilities and skills in preparation for their next career level.

That's the information you need to know about what HRM is, its functions and benefits for your company. A good HRM system is one that is able to produce a solid, productive and profitable team for the company.

However, an HRM system that was successful 5-10 years ago is not necessarily still relevant today. An HR manager must keep up with various changes ranging from the way business is managed, technology, to the expectations of today's job seekers.

If you want to explore HR that is relevant today, follow the short program HR Today: Building Employee Excellence from Prasmul Eli.

In the two-day program, the scope of learning includes:

  • HR Today - What & Why, People Strategy
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  • Acquiring - DEI & EVP (Employer Branding)
  • Developing - Bench Strength & Reskilling Upskilling
  • Guest Speakers
  • Rewarding - total reward package
  • Maintaining - Well Being, Mental Health, Hybrid Working, Work Life & Play
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Register yourself via the following link to take this class!

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Complex Evaluation Methods:

Assessment Center assessors often evaluate not only the outcome of tasks, but also the process, interpersonal skills, decision-making, and other aspects of a candidate's behavior. AI, while capable of analyzing certain types of data and responses, may struggle to capture the complexity of interactions, discussions, expressions, gestures and the general context of human thought.

 Subjectivity and Context:

Assessment Center Assessors conduct assessments using analytical skills, real-world experience, intuition, and wisdom to assess situational context that is currently difficult for AI to accurately replicate. In addition, Assessors are able to read subtle cues, adapt evaluation criteria based on real-world observations, and provide holistic feedback that considers factors beyond quantitative calculations, including recognizing whether participants are using AI to respond within the Assessment Center.

 Ethical Considerations:

Using AI to make decisions in an Assessment Center process raises ethical issues related to bias, fairness, and transparency. Assessors who have been specifically trained in Assessment Centers are better equipped to deal with these ethical challenges, as they are already skilled and will ensure that assessments are fair and inclusive.

 Candidate Experience:

Candidates will often feel much more comfortable interacting with humans in an Assessment Center process, as it involves more emotion, including empathy, understanding, and personalized feedback. The Assessment Center Assessor can provide a personal touch that may be difficult for AI to replicate effectively.

 Assessment Center is indeed a process that is more dominated by humans, the use of technology including AI in it, will indeed be very helpful in the administrative process, but not in the end result. In the end, human expertise and technological advances such as AI will produce a unique combination of efficient and effective processes, if used properly.

  

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Company Culture as the Key to Organizational Success
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Company culture is an invisible foundation, but is very determining in the success of an organization. Because in a business world full of competition, the success of a company is not only determined by a strong business strategy.

Corporate culture is the identity of an organization, including the values, beliefs and norms that shape the way employees work and interact. A positive culture can be a driving force in achieving the company's long-term goals and creating a productive and harmonious work environment.

Basically, this one thing is a reflection of the organization's vision and mission which is translated into daily actions and interactions between team members. When the culture is clear and consistently implemented, employees can be more connected to the company's goals and motivated to contribute optimally.

However, building and maintaining a positive company culture is not an easy task. Find out how by reading this article to the end.

The Importance of Company Culture

Here are some reasons why building a strong company culture is critical to business success.

Increase Performance and Productivity

A positive company culture can improve employee performance and productivity. When employees feel valued and are in a supportive environment, they tend to be more motivated to provide their best performance.

Studies show that companies with a strong culture have higher levels of employee engagement. This has a direct impact on increasing productivity.

Increasing Employee Loyalty

Employees who feel connected to the company's values ​​and goals tend to be more loyal. An inclusive and supportive company culture makes employees feel like they are part of something bigger.

Ultimately this process will reduce turnover and costs associated with recruiting and training new employees.

Creating a Strong Corporate Identity

Corporate culture helps shape a company's identity and reputation. A strong identity makes it easier for companies to attract the best talent and create a positive image in the eyes of customers and business partners.

For example, companies like Google and Zappos are known for their unique cultures that have become an integral part of their brands.

Steps to Building a Company Culture

After understanding the importance of having a strong company culture, the next step is knowing how to create and maintain one. The following are several strategic steps you can take to build a positive culture and support long-term success.

Determine Company Values ​​and Vision

The first step in building a company culture is defining the company's values ​​and vision.

These values ​​must reflect the principles that the company wants to uphold and guide every business decision. A company vision should provide a clear picture of the company's long-term goals and aspirations.

Effective Communication

Once the values ​​and vision are established, it is important to communicate them effectively to all employees. Open and transparent communication ensures that everyone in the company understands and imbues these values.

This can be done through training, regular meetings, and various internal communication channels.

Apply Values ​​in Daily Practice

Company values ​​must be integrated into all aspects of company operations, from the recruitment process to performance evaluation. Concrete examples of implementing these values ​​will help strengthen company culture.

For example, if one of the company's values ​​is innovation, then the company must provide space and resources for employees to innovate.

Recognition and Awards

Rewarding employees who contribute positively to company culture can motivate and strengthen desired values. An effective recognition program not only improves employee morale but also sends the message that the company values ​​and respects individual contributions.

Supportive Leadership

Leadership plays an important role in building and maintaining company culture. Leaders must be role models who reflect the company's values ​​in their daily actions. Authentic and inspiring leadership can create a positive and dynamic work environment.

The Impact of Corporate Culture on Business Success

Building a company culture also has a direct impact on business success. The following are some examples of the impact:

Innovation and Creativity

A company culture that encourages collaboration and creativity can produce sustainable innovation. Companies that give employees the freedom to innovate will be better prepared to face challenges and changes in the market.

Business Sustainability

A strong company culture helps create business stability and continuity. With motivated and loyal employees, companies can focus more on long-term development rather than having to constantly address internal problems.

Reputation and Competitiveness

A positive company culture builds a good reputation in the eyes of customers, business partners and society. This reputation increases a company's competitiveness in the market, enabling the company to attract and retain customers.

Adaptability

In an ever-changing business world, the ability to adapt is the key to success. A company culture that supports learning and adaptation helps companies to more easily navigate change and innovation in the marketplace.

Building a strong company culture is a long-term investment that brings many benefits to the company. A positive and strong culture will create a strong corporate identity, increase employee loyalty, and strengthen the company's reputation.

Apart from knowing about company culture, there are still many business aspects that need to be studied for organizational success. You can choose prasmul-eli which has several short program options.

With a learning duration of only 1-3 days, this program presents facilitators who are experts in their fields so you can gain new business insights and tricks.
What are you waiting for, contact prasmul-eli for more complete program information via this link!