There are many challenges in understanding employee engagement. How are departments and work teams transformed into a high performing units; units that are able to impact the company's bottom line? How can proper measurements be determined; measurements that can pinpoint this desired "high performing" behavior? Even when we have measured engagement the real test is finding ways to improve it. Employee engagement goes beyond the human resources function and is driven by a partnership with the senior leadership team to influence employees "to go the extra mile".
Workshop Overview:
- Explore what it means for employees to be engaged
- Identify assessment and metric options
- Learn practical implementation ideas that have been used by some of the best companies.
- Connect and network with your peers in this interactive session.
Attend this workshop and you will:
- Gain a better understanding of what it means to be engaged
- Understand the types of measurements that can be used to evaluate the engagement of your workforce
- Learn practical implementation tools
Registration:
- Members: $60 per person, $75 by check made payable to growBOLD at the door
- Non-Member: $120 per person, $150 by check made payable to growBOLD at the door
As a thank you to our host, Genentech Employees are welcome to attend at no charge. Pre-registration is requested.
____________________________
Session Topics:
1. Reframing the Concept of Employee Engagement - Steve Night
Engagement is a buzzword for many HR and business leaders. But what does the term really mean? At times the concept of engagement seems so elastic that it is no longer helpful as a framework for driving superior business results. This presentation will clarify the meaning of employee engagement and propose a functional definition to insure that your engagement initiative builds employee commitment around key business priorities.
2. Practical guidance on building a solid employee engagement survey - Doug Klein
Participants will learn how engagement surveys can differ from other organizational survey efforts (in terms of purpose, content and impact) while getting a solid foundation on what needs to be covered in a successful engagement survey program. Participants will be invited to rate their own survey programs and receive a tailored analysis comparing their program to industry benchmarks.
3. Defining and Assessing Best People Practices - Lindsay Nelson
Fortune’s Best Companies to Work for and the Best Small & Medium Companies to Work for (published in HR Magazine) share strong commonalities of high-trust cultures and strong, well-aligned people practices. Learn how employees across a wide range of organizations define a great place to work, examples of practices that set the best companies apart, and how to review practices in light of your own organization’s unique culture.
4. Engaging Talent During a Slower Growth Period - Jodi Krause
Discover how Cisco structured a successful engagement initiative by setting up both a foundation and infrastructure that defines and measures employee engagement. Learn to identify engagement drivers for different employee populations and delve deeper into low-cost strategies for improving employee engagement such as organizational alignment, development and recognition.
____________________________
Speaker Bios:
Steve Knight
Steve Knight is Executive Vice President, Senior Consultant and Partner at Integral Talent Systems, Inc. (ITS), a talent management-consulting firm based in Palo Alto, California. Through the use of innovative products, tools and services, ITS supports organizations that are striving to develop a workplace culture and environment that attracts, engages, and retains top talent. Steve has more than 25 years of experience in consulting on talent engagement, retention, leadership, and management development. He has served organizations such as Wyeth Pharmaceuticals, Xoma, Alkermes, Cerus, Amazon.com, Oracle, Hewlett Packard, KLA -Tencor, Interpublic Group, and McKesson as well as many other organizations.
Doug Klein
Doug Klein is one of three Principal Members at Sirota Survey Intelligence and serves as Sirota's President. His clients have included Allegis Group, Allergan, American Express, Bank of America, BP, Dell, Intuit, Microsoft, SmithKline Beecham, TD Bank Financial Group, and Westfield. Prior to joining Sirota, Doug consulted to Time-Warner in their Circulation Research Area and to AT&T on management assessment centers. Over the years, he has developed specific strategies for helping organizations integrate survey data from their multiple constituencies (e.g., customers and employees) with business results in order to determine action priorities.
Lindsay Nelson
Lindsay Nelson, MSOD is a Consultant for Great Place to Work® Institute, based in San Francisco. Lindsay brings a systems-based philosophy of consulting to the Institute, helping organizations to align workplace culture with strategy and business purpose to enable positive change in both cultural and organizational success. Lindsay has worked with clients in a diverse spectrum of industries on workplace assessment, analysis and the design of action plans. She has extensive knowledge of best workplaces and best people practices, which she employs to help organizations sharpen their own unique practices and cultures.
Jodi Krause
Jodi Krause currently works at Cisco as a Director of Organization Development where she leads organizational change and strategy development initiatives for their engineering organization of over 22,000 employees located in over 100 countries. She works closely with the senior executive team on their group effectiveness, as well as leading projects around strategic business initiatives such as employee engagement, culture change, and inclusion & diversity. In her previous position at Cisco, Jodi was a senior HR manager supporting the software technology groups. Prior to joining Cisco in 2004, Jodi worked in various HR management positions with Intuit, GE, and Westinghouse.
____________________________
 |
HR Certification Institute Credit:
This program, has been approved for 2.5 (General) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
|
|
LOADING . . .
This event has ended.
