Professional Documents
Culture Documents
14 July 2009
The Background
What is Employee Engagement?
Why is it important?
What is the level of Employee Engagement globally and in Malaysia
What drives Employee Engagement
What might be the impact of the economic crisis on Employee
Engagement
What can be done?
Summary
Leadership
Sustainable
Business Organisational People Business
Strategy Culture ‘Engagement’ Results
The degree to which employee’s think, feel and act in line with company goals. Includes the extend to
which employees go the extra mile in their work in the form of discretionary effort, creativity and energy.
Sales Absenteeism
.35
– .21
Employee
.18
Engagement
.21
Operating
Efficiency Customer
.19
Satisfaction
Customer
.xx = Correlation Coefficient Loyalty
Engaging and retaining Top Talent is critical for gaining competitive advantage
6%
8%
29% 21%
22% 24%
30%
41%
43%
The common themes that appear as drivers for each area are highlighted
– career advancement and organization reputation
Source: Towers Perrin Global Workforce Study 2007-2008 —
Malaysia
0% 0% 0%
No M&A Activity Company made an acquisition — Substantial impact on employees Company was acquired — Substantial impact on employees
Leadership 100%
Learning & Development 64%
Image Percentages indicate how often each
29%
category emerged as a top engagement
Empowerment 21% driver (i.e., Leadership was a top driver
Compensation & Benefits in all 14 organizations, 100%). Top-10
14% most frequent drivers shown.
Customer Focus 14%
Quality 14%
Performance Appraisal 14%
Working Relationships 7%
Operating Efficiency 7%
Towers Perrin is a global professional services firm that MANAGING PAY MANAGING BENEFITS USING DATA FOR
helps organisations around the world optimise Executive compensation strategy Benefit strategy and programme DECISION SUPPORT
performance through effective people, risk and financial and programme design design Web-based reporting through
management. Director compensation and Flexible benefits consulting Comp Online™
Our HR Services business provides global human plan design Global actuarial consulting Consistent Pan-European
resource consulting and related services that help our Broad-based rewards strategy Global benefits management databases
clients effectively manage their investment in people. Our and programme design Retirement financial management Executive Compensation
areas of focus include: Total rewards optimisation Corporate actuarial services Resources (ECR)™
Performance management Trustee actuarial services Industry sector specific data
Operational and Financial Effectiveness: Creating Job evaluation Compliance Customised surveys
an efficient and cost-effective financial, governance and Sales compensation and Pre and post M&A support
administrative infrastructure for people programmes. BUILDING AN EFFECTIVE
measurement Collective bargaining strategies
HR ORGANISATION
Total Rewards Effectiveness: Identifying the optimal Pre and post M&A support Asset consulting
HR function strategy
investment in, and mix of, pay, benefits and other rewards Business driver analysis and goal Asset/liability forecasts
HR function design
to attract, retain and engage employees, and designing setting Financial planning and education
HR sourcing strategy
programmes that deliver value for cost. Equity utilisation analysis and for employees
HR service delivery strategy
modelling
Human Resource Function Effectiveness: MANAGING CHANGE Web portal design and
Job evaluation and classification
Understanding the role, structure and capability of the HR Change strategy, leadership application development
Compensation administration
function in delivering the right environment and rewards, support and culture management Employee/manager
and the delivery mechanisms best suited for the company HEALTHCARE AND RISK Talent management, including self-service
and its needs. BENEFITS succession planning and HR technology
Health care strategy employee engagement Systems consulting
Workforce Effectiveness: Defining the people and skills Programme governance, HR and reward communication ERP (HRMS) implementation,
you need – and when and where you need them – and the measurement and monitoring Employee and organisation including Oracle/PeopleSoft
culture and environment required to sustain high Design and pricing research and SAP
performance. Care/disease management Culture and programme Administration
We approach all our work from a single perspective: Does Pharmacy benefit consulting assessments
OUTSOURCING THROUGH
it help deliver measurable business results to your Disability management Performance linkage analysis
EXCELLERATEHRO™
organisation? Dental and life insurance Implementing organisational
Benefit administration
consulting changes
Establishing a link from HR programmes, to employee Compensation management
Insured benefits Shared service and outsourced
behaviour, to business results guides everything we do – Payroll
consulting/broking service implementation
from helping companies manage people costs and risk, to Insured benefit administration Recruiting and staffing
Workforce analysis and planning
enhancing employee and organisational performance, to Workforce development
Absence and wellbeing strategies Pre and post M&A support
delivering HR services more efficiently, to managing small- Health and productivity Workforce administration
and large-scale change, particularly in a merger, management
acquisition or divestiture.
© 2009 Towers Perrin
Towers Perrin is a leading global Human Capital
consulting firm
Broad Based
Talent, Career Management, Assessment Center Design
Compensation, Job
Leadership Support and Process
Evaluation & Career Maps
Competency and
Business Performance Human Resources Delivery
Competency-based
Management and Organization
Application Design
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© 2009 Towers Perrin 20