Employee engagement survey

Presentation of results of survey held for officers

1

Employee engagement is the extent to which employees are committed to the Company, believe in the values of the Company, feel pride in working for their boss or managers, and are motivated to go the “extra mile”.

2

Engaged employees…
• Stay-Employees intend to remain in the
Company

• Say-Employees speak well about the
Company

• Strive-Employees ready to work beyond
call of duty
3

• Engaged employee understands what the Company is trying to achieve & helps it make happen.The need for Employee Engagement survey • Employee engagement drives the employee toward cognitive & emotional commitment to the organization. • Employee engagement influences • Employee performance • Retention • And “discretionary effort” 4 .

Employee Engagement.Cause & Effect Employee behavior Drivers of engagement Employee Engagement Organizational performance 5 .

You love your job. Do your very best Negative or sarcastic attitude about work Critical of leaders or peers. Looking for a Spend time at work taking care of personal needs. 6 . Look for ways to find blame. Stick to what you know and take few risks. Feel stretched beyond comfort zone Take personal satisfaction in the quality of work See many barriers Do just enough to to better results get by and not get outside of personal in trouble. It’s better than no It’s just a job Work can be stressful but also rewarding and fun. Pay is a big reason why stay Constantly learning and taking calculated risks. control Rarely stretched by new assignments. Speak Poorly about the company.How engaged are the employees? Actively Disengaged Disengaged Passively Engaged Fully Engaged Bored and frustrated at work Often feel underutilized Do as you are told Do Strictly what’s required.

His involvement is not so much because of the extrinsic rewards but because of intrinsic satisfaction derived from carrying out his job.Measures of employee engagement • Job involvement • Engaged employee is totally engaged in the job assigned to him. values and goals and those of the organization. 7 . • Organizational Commitment • Employee identifies with the organization and there is perfect harmony between his beliefs.

processes & people.Drivers of engagement Work-life balance-Whether the organization is helping to maintain work-life balance Career opportunity-Opportunities for individual growth Communication-Open & transparent communication channels. .Adequate facilities for training & overall devpt. impartial &systematic in their dealings besides empowering subordinates & providing timely feedback Learning & development. Recognition-Practice of recognition & appreciation of employees who come up with creative ideas Stakeholders-The extent to which organization is discharging its responsibilities to its stakeholders Benefits-Monetary or non-monetary benefits over & above pay. Learning organization-Organization pursues goal of continuous improvement of its products.horizontal as well as vertical Leadership-Leaders are objective.Not the absolute quantum. 8 Co-workers-Adequate mutual trust & understanding among fellow employees Decision making-Empowerment & support down the line to take decisions HR alignment-HR function is aligned with corporate plans & business strategy of IndianOil Job content-Employees find job content intrinsically satisfying. but in relative value. Pay-Perceived attractiveness of pay & allowances.

25%) • Questionnaire • Specially customized • 80 items • Pilot study at 3 locations • Number of locations covered• Grades covered-A to F • Typical respondent-43 years old with 18 years experience 9 .Methodology • Conducted by IMI • In two phases-officers & workmen • Officers survey completed-workmen’s started • Sample size-1482 (14.

10 .

Rated High Benefits Stake holders Job content Co workers Scope for some improvement Learning org: Communication Recognition Career opportunity Needs much improvement Decision making Work-life balance Pay Leadership Learning & Devp HR alignment 11 .Corporate level findings • Prevalence of fairly high level of engagement.

Corporate level findings • Out of 14 drivers. 7 critical ones identified • • • • • • • Job content Co workers Pay Career opportunities Stakeholders HR alignment Benefits 12 .

• Career opportunity & HR alignment offer scope for improvement • Pay. all 7 to be improved. needs to be improved.Corporate level findings • Though job content has scored quite well. • For optimum benefit. 13 . scores lowest. being the single most important driver.

07 64.33 59.Variable Organizational commitment Job Involvement Benefits Stake holders Job content Co-workers Learning organization Communication Recognition Score 67.67 65.93 54.93 53.60 51.93 Scope for improvement Work-life balance Pay 49.60 Needs much improvement 14 .27 67.87 65.20 55.33 Remarks Quite High Well looked after Career opportunity Leadership Learning & Development HR Alignment Decision making 56.93 65.47 56.47 47.67 56.

Division-wise 15 .

• Followed by • Refineries • R&D • Marketing • “Job content” and “Pay” are stable predictors of engagement across Divisions 16 .Inter-Divisional Comparison • Officers of Pipelines ranks highest in engagement.

4 58.2 48.5 58.3 66.0 65.5 50.5 56.2 69.93 53.7 64.5 54.5 71.6 54.3 52.2 53.5 48.4 68.7 62.3 65.2 65.4 55.8 56.6 46.7 46.9 63.1 68.60 17 HR Alignment Decision making Work-life balance Pay .93 49.3 63.0 64.2 Corporate 67.8 45.7 53.7 54.87 65.47 56.9 51.5 54.60 51.9 62.6 57.7 58.67 56.7 65.3 49.0 Job Involvement Benefits Stake holders Job content Co-workers Learning organization Communication Recognition Career opportunity Leadership Learning & Development 58.3 57.7 57.33 56.07 64.4 44.5 54.2 55.8 51.3 53.7 68.27 67.1 54.3 53.7 54.7 68.20 55.2 64.0 65.93 Remarks 71.6 54.47 47.2 60.3 62.93 65.7 64.0 54.67 65.9 58.8 56.Variable Organizational commitment Pipelines Refineries Marketing R&D 67.0 56.5 55.8 66.9 62.33 59.

Refineries Division 18 .

19 . • Panipat Refinery indicates the lowest engagement in the Division.Refineries Division • Scores higher in Communication and Decision making as compared to other Divisions.

5 62.0 65.7 54.4 59.1 62.9 56.0 63.1 69.4 66.9 52.2 59.2 61.8 74.7 48.2 65.6 48.7 61.0 50.7 63.5 60.1 56.5 55.4 53.7 65.8 66.1 60.7 67.7 58.9 50.3 68.7 65.7 68.9 62.3 62.5 64.5 53.9 72.0 64.8 48.7 68.8 56.5 20 Benefits Stake holders Job content Co-workers Learning organization Communication Recognition Career opportunity Leadership Learning & Development HR Alignment Decision making Work-life balance Pay .2 69.4 49.1 63.5 63.0 49.1 67.6 57.Variable Organizational commitment Job Involvement RefH Q Haldia Digboi Guwahat Mathura Barauni Gujarat Panipat Refineries Division 69.5 53.2 60.0 53.5 63.5 58.2 67.3 69.3 65.7 52.0 49.9 62.4 54.5 62.9 66.9 61.4 63.0 57.5 39.7 59.3 66.1 57.4 68.2 48.1 56.9 46.4 61.6 52.9 52.7 70.4 47.5 54.1 53.7 46.3 62.9 69.5 65.5 55.6 59.7 60.2 62.3 59.4 67.7 58.1 58.3 57.5 56.1 72.3 61.3 68.3 66.0 55.5 65.4 48.3 52.5 63.9 67.8 58.3 56.1 49.7 65.9 57.1 52.4 69.7 61.9 53.1 60.8 67.2 55.1 54.9 51.6 57.5 55.0 54.7 41.6 60.7 62.5 60.9 59.4 59.7 54.9 56.2 60.2 65.4 71.3 41.2 64.9 66.5 53.3 59.3 56.5 48.1 37.8 46.0 48.7 53.

Pipelines Division 21 .

Pipelines Division • Highest level of engagement • Western Region stands out as the highest rated • Officers in Construction set up show the least engagement in Pipelines. 22 .

9 70.3 66.4 47.5 65.3 68.8 52.3 62.0 55.4 68.6 61.9 71.6 58.9 58.3 64.6 54.2 62.5 57.5 56.1 63.5 62.1 64.9 68.8 62.4 67.0 60.7 62.2 53.7 56.7 Learning organization Communication Recognition Career opportunity Leadership Learning & Development HR Alignment Decision making Work-life balance 67.4 42.9 58.Variable Organizational commitment Job Involvement Benefits Stake holders Job content Co-workers WRPL NRPL ERPL PL-HO CONSTN PIPELINES DIVISION 76.9 60.4 55.7 58.0 67.0 53.2 46.2 69.4 60.6 75.9 52.3 59.4 58.5 58.5 71.5 50.3 23 Pay 52.6 65.9 72.2 66.3 50.0 56.7 68.7 69.1 56.7 54.4 61.1 68.5 56.9 61.1 70.0 74.4 60.3 51.3 69.3 62.7 53.7 67.3 71.5 55.7 68.9 64.7 71.9 51.7 55.3 .8 49.7 58.9 58.1 56.6 61.0 59.0 50.1 50.3 57.1 56.8 48.5 67.1 74.1 63.5 71.5 68.9 66.0 57.7 50.7 57.

Marketing Division 24 .

25 .Marketing Division • Eastern Region shows highest level of engagement • Followed by: • Southern Region • Western Region • Northern Region • Engagement level in Northern Region differs from the levels of other 3 Regions.

9 38.5 48.2 55.4 57.3 63.8 56.1 43.3 56.9 62.0 57.1 65.7 51.5 45.7 55.5 44.9 54.3 64.9 39.5 54.9 63.6 63.2 69.7 56.3 71.2 55.8 56.2 46.5 47.9 70.6 57.6 26 Pay .6 51.6 Work-life balance 49.8 46.9 56.8 67.5 56.4 64.0 64.1 57.1 56.Variable Organizational commitment Job Involvement Benefits Stake holders Job content Co-workers Eastern Region Southern Region Western Region Northern Region Marketing Division 70.2 54.7 62.1 57.5 55.4 65.2 59.3 49.8 63.0 46.1 67.3 67.5 51.6 65.8 50.8 63.0 54.1 65.5 65.2 59.2 56.5 57.2 55.5 Learning organization Communication Recognition Career opportunity Leadership Learning & Development HR Alignment Decision making 62.9 40.9 51.4 44.1 45.0 48.3 51.5 66.6 65.2 53.9 58.3 59.7 58.0 54.5 69.5 58.5 48.

8 41-50 57.5 Overall climate 50.5 Total 57.Age wise (Corporate) 22-30 31-40 54.4 27 .9 51-60 63.

3 59.3 56.4 71.5 63.2 61.2 53.4 56.9 60.3 53.9 62.3 62.9 55.0 62.6 58.Variable Organizational commitment Job Involvement Benefits Stake holders Job content Co-workers Learning organization Communication Recognition Career opportunity 22-30 31-40 41-50 51-60 Total 55.3 49.2 59.0 41.3 55.9 49.3 52.9 65.2 55.5 49.6 74.1 57.8 51.6 49.4 47.3 56.9 49.8 67.3 53.9 53.7 62.9 49.0 60.3 65.7 48.5 51.0 42.4 47.0 64.5 69.9 48.9 67.7 53.5 51.9 44.5 67.8 53.9 66.1 46.3 64.3 64.7 65.2 72.6 56.1 62.3 61.9 43.6 64.8 52.1 57.5 63.1 66.1 57.9 56.6 35.3 70.6 65.8 67.5 51.3 64.9 65.7 56.2 67.6 56.528 Leadership Learning & Development HR Alignment Decision making Work-life balance Pay .9 54.1 69.

Way forward • Findings already presented in EC • Findings to be made available in website • HR heads meeting convened to finalize action plan to improve engagement levels. • Such surveys to be repeated at regular intervals to measure changes 29 .

Thank you 30 .

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