TALENT

Talent Engagement

Talent engagement is the emotional commitment the

employee has to the organization and it’s goals.

o This emotional commitment means Engaged employees

are mentally and emotionally invested in their work and in
contributing to their employer’s success.
Framework of Talent Engagement
Engagement Process Model
1. Plan

5. Sustain
2. Survey
Engageme
nt and Communica
Resurvey te

4. 3.
Take Analyze
Action
 Key element to Engage
Employees
• Get to Know Your Employees.
• Provide Basic Training for Your Employees.
• Develop Your people.
• Recognize Your Employees.
• Encourage Teamwork.
• Build a Customer Focused Team Coach
Your Employees.
• Act On Employee Feedback
 Other HR solutions to achieve
Talent Engagement

• Regular performance feedback

• Clear employee objectives and
progress documentation
• Matching workers skills with the
job
• Rewarding workers, paid
vacation, gifts etc.
• Providing career planning
 Engagement impact

• Engaged employees share a common set of attitudes

and beliefs which, taken together, reflect a vital aspect
of organizational health.

Highly engaged companies are: Highly engaged workgroups

are:
• higher in revenue • higher retention
• more likely to have • higher in customer loyalty
above- average customer • more productive
loyalty • more profitable
• more likely to turn above-
average profits
Being An Engaged Employee
When employees care—when they are engaged—they
•Give 100%
•Go the extra mile
•Take personal responsibility & accountability
•Hold themselves to a higher standard
•Take pride in the quality of their work
•Feel that what they contribute matters to the success of
the organization
 Engaged Employees

Have strong Highly motivated

relationships to work hard
in organization

Stay – even for Go the extra

less money mile
 How to Measure Talent
Engagement
 Select a survey consulting firm to adapt an engagement
survey
to your organization.
 Link survey items to organization performance measures such
as profitability, quality, employee retention, customer loyalty,
etc.
 Use survey results to identify the key levers of engagement in
your organization.
 Customize performance measures for each business unit.
 Develop an Talent Engagement action plan for each unit.
 Measure engagement once a year to monitor progress.
Importance of Engagement
 Important for organizational
purpose
 Employee Satisfaction.
 Productivity.
 Retention & Recruitment.
 Innovation.
 Profitability.
 Other importance of engagement for
organization
• Increase competitive advantages than business
competitor
• Employees become more loyal
• Help to reduce the turn over rate
• Reduce time for production process
• Employees become more satisfied and concern about
achieving organization objective or goals as a result of
Talent Engagement
 Important for employees self

 Safety.
 Better health.
 Happiness.
 Pay and advancement.
 Better home life.
 Other Talent Engagement
importance to employee self
 Gain competitive advantage than other in the labor
market.
 Career development
 Find a path to reach the highest position of hierarchy
 Perform the task easily
 Increase satisfaction
 Increase motivation to perform well and doing task.
 TALENT
RETENTIO
N
 Talent Retention
A process in which the employees are
encouraged to remain with the organization for the
maximum period of time or until completion of the project.

Employee retention is beneficial for the

organization as well as the employee.
REASONS WHY EMPLOYEES LEAVE
•Job is not what the employee expected
•No growth opportunities
•Lack of appreciation
•Lack of trust and support
•Stress from overwork
•Compensation
•New job offers
•Physical strains
 IMPORTANCE OF
TALENT RETENTION
 The cost of turnover.

 Loss of company knowledge.

 Interruption of operations.

 Turnover leads to more turnovers.

 Goodwill of Company.

 Regaining efficiency.
 Talent Retention involves
five major things:

 Compensation

 Growth

 Environment

 Relationship

 Support
 TALENT RETENTION

STRATEGIES
Hire the right person in right place

 Empower the employee

 Make them realize that they are valuable for Organization

 Have faith in them, trust & respect them

 Provide information & knowledge

 Give feedback on performance.

 Recognize & appreciate their achievements.

 Keep their morale high

 Create healthy environment

 RECIPE OF RETENTION

Remunerate competitively
Encouragement and
expectations

Training and development

Annual review cycles
Inform and involve
Nurture
 MOST EFFECTIVE
RETENTION
INITIATIVES
 Competitive merit increase/salary
adjustment
 Career development opportunities
 Promoting qualified employee
 Increasing health care benefits
 Offering schedules conducive to
work life balance
 Bonuses
 GUIDELINES FOR INCREASING
JOB SATISFACTION
 Extrinsic Reward
Refers to motivation that comes from outside
an individual. The motivating factors are
external, or outside, rewards such as money or
praise. These rewards provide satisfaction and
pleasure that the task itself may not provide.
 EXTRINSIC REWARDS
 Reward must be meaningful and unique
 Reward must match individual preferences
 Link rewards to motivational behaviors
 Link rewards to performance

Examples:
Salary increase, gadgets, house loan and car loan
 Intrinsic Rewards

The personal satisfaction a person derives

from a sense of self-accomplishment related
to personal or business goals.

More powerful motivator in doing

responsibilities.
 INTRINSIC REWARDS

 Assign employees to jobs that meet their

needs for work characteristics
 Provide clear communication to employees
 Design fair reward allocation system
 Ensure supervisors provide a positive
environment
 Provide programs to enhance work-life
balance