Front Talent Employee Experience

Diagnostic

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Front Talent’s Employee
Experience Model
©FRONT TALENT 2020 – All rights reserved
 FRONT TALENT'S EMPLOYEE EXPERIENCE MODEL
Academic Research

We began by conducting an
exhaustive search of the
academic literature on
employee engagement
research and models.
This formed an initial
evidence-based and all-
inclusive foundation for any
future work.

We included all elements

influencing employee
engagement that can be
driven by the organisation
itself.

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 FRONT TALENT ENGAGEMENT MODEL
Competitors’ Model Analysis

We then examined previous engagement models by

competitors to identifty the most common overlaps and
any content gaps.

Engagement Models included those by;

Aon Hewitt, Mercer Sirota, David Zinger, Deloitte,
BlessingWhite, Gallup, Kenexa, Towers Watson, Maritz,
Burke Inc.
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We validated our framework with
various industry leaders.

Head – Human Resources CHRO/ SVP HR Vice President- Deputy CEO

and Administration Corporate Services

Vice President Talent Executive Director HR Manager

Sr. VP Human Capital
& Leadership Talent Acquisition

Senior HR Manager-OD& Regional People VP Human

Director of HR
Talent Management Partner Resources

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 Autonomy & Flexibility Responsibility & Outcome Challenge & Resources Variety & Enjoyment

Remuneration Incentives & Bonus Recognition Job Benefits & Package

Behaviourial Expectations Job Requirements Goals & Objectives Strategy & Performance

Hygeine, Safety & Work-Life Balance Ergonomics & Comfort Facilities & Recreation
Accessibility

Respect & Prosocial Compliance & Quality

Equality & Diversity Trust & Authenticity
Behaviour Standards

Value Matching Value Add

Ownership Conflict Management
(Vision, Mission & Values) (Impact & Achievement)

Peer Communication &

Common Goals Manager Support & Feedback Voice
Support

Learning & Development Progression & Growth Job Security Friendship & Camraderie

Empowerment & Trust Transparency & Mobility

Direction & Goal-Setting
Communication

Innovative & Forward Bureaucracy & Change

Organisational Performance Inspiring Leaders
Thinking Culture Agility

Performance & Talent

Peer Competence Leader Competence Person-Job Fit
Management

Brand & Reputation Customer Relations

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 FRONT TALENT'S EMPLOYEE EXPERIENCE MODEL
7
The Four Domains

Individual Role
The connection employees feel Job role characteristics, pay and
between each other, with their benefits and clarity around their
purpose and with their future with Individual Role place and contribution to the
the organisation organisation

Environment Organisation
The physical characteristics of the Levels and management of job
workspace and the less tangible areas performance, the behaviour of
comprising the organisational
Environment Organisation leaders and the organisations market
environment position

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 FRONT TALENT'S EMPLOYEE EXPERIENCE MODEL
8
Practical Recommendations (Examples)

Domain Factors Example Recommendations

Initiatives to diversify specific tasks and make the job more interesting and appealing

Role Introducing Rewards & Benefits schemes, incentives – Mechanisms for recognition

Setting clear expectations to employees, transparency, defined role (creating Job Descriptions)

Attending to hygiene, ergonomics, work-life balance and working space

Environment
Developing an authentic Corporate Culture, diversity, respect policies, fairness measures

CSR initiatives, opportunity for voice and impact, opportunity for achievement
Encouragement, opportunities for peer support (eg. Mentoring programs), chance for collaboration (eg.
Individual
Projects)
Opportunities for growth, learning and development, mobility, creating a sense of job security
Manager Self Efficacy: Training managers to nurture relationships with employees, changing management
style
Initiatives to target issues with brand, reputation, innovation, openness to change, market presence &
Organisation
structural decision making processes
Developing caliber within organization, both on behavioural and technical competencies, hiring qualified
talent

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 9

Options for Diagnosis

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 FRONT TALENT'S EMPLOYEE EXPERIENCE MODEL
10
Option A: Lite

Lite option is a survey to measure the domains and factors.

Specific questions are intended to assess the subfactors for
Front Talent’s Engagement Model.
The number of questions in the survey are from 44 to 88
questions to measure all subfactors. Each subfactor is
measured at least once.
Survey takes between 15-20 minutes. Surveys are designed
using TypeForm, for ease of use and convenience.

Simple and quick output. Analysis of aggregate results.

Ability to pre-select specific factors/subfactors.

Included in package:
• Design and execution of survey, collation of data, aggregation and final reports.
• Logistics and Project Management (including sending surveys to delegates and following up).

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 FRONT TALENT'S EMPLOYEE EXPERIENCE MODEL
11
Option B: Focus

Focus option relies on the direct interaction with delegates

to elicit the information in a face-to-face context (or virtual),
ensuring that no areas are left uncovered/missed.
Opportunity is given equally to all members of the focus
group through facilitated discussion.

Focus groups and areas would be determined based on the

output of the survey.

Analysis of aggregate results. Ability to pre-select specific

factors/subfactors.

Included in package:
• Design and execution of focus group, forms and facilitation exercises.
• Collation of data, aggregation and final reports.
• Focus groups
• Logistics and Project Management

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 12

Keep in touch
We look forward to working with you

Front Talent FZCO

Trade License no. 3083
“Formed pursuant to law no.2 of 1996 with
limited liability”
Member of the Dubai Chamber of Commerce

Address
Dubai Airport Freezone, Building 7WA, West
Wing, First Floor, 1037
Dubai, United Arab Emirates

Contact
Office Phone: +971 (4) 253 3516/7
Email: khaled.fathi@fronttalent.com
Mobile: +971 55 473 2211

/FrontTalent
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