Mba fpx5090-nicole garcia-assessment 2 transcript
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Capella University**We aren't endorsed by this school
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HRM-FPX 5090
Subject
Management
Date
Dec 22, 2024
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10
Uploaded by MagistrateMorningLobster25
What is Employee Engagement -Slide 2In today's work environment, employees are increasingly looking for more than just a conventional 9-to-5 job; they want to feel a significant connection to their work (Brook, 2021). Afundamental element of employee engagement is acknowledging their worth. Individuals require reassurance that their efforts are recognized and valued, which boosts motivation and job satisfaction. Effective communication is vital for promoting engagement. Employees thrive on transparency and open conversations with leaders and peers, which foster trust and a collaborative atmosphere. Those who feel informed and included are more likely to engage actively. A clearly outlined career path is also crucial for individuals pursuing professional advancement. Employees seek opportunities to gain new skills and envision a clear trajectory within the organization. Showing a dedication to their development boosts engagement and helpsretain top talent. Valuing employees, maintaining clear communication, and providing a defined career path cultivate an environment where employees are dedicated to their roles and invested in the organization's success.current employee engagement situation -Slide 3In today's workplace, employers must tailor their offerings to fit the specific needs of their employees. This customization is significant when managing the challenges of diverse generational dynamics within the workforce. Success in this environment hinges on adaptability and maintaining a flexible mindset. However, there are noticeable gaps in organizational commitment to employee development, leading to feelings of neglect among staff. Many employees feel unrecognized for their contributions, which can foster a lack of management concern for their well-being. This disconnect can manifest in various forms, including unrealistic expectations, partiality, and micromanagement, resulting in distractions and, ultimately, exhaustion.On the managerial side, implementing initiatives catering to distinct generations can prove costly. Many managers find that traditional methodologies, particularly those favored by Baby Boomers, are becoming outdated and less effective. Customizing recruitment processes for each generation can be impractical, often leaving managers feeling disconnected from their teams. They may focus more on maintaining paper records rather than fostering engagement, which only exacerbates issues related to a lack of resources and unrealistic performance metrics. This excessive workload can lead to increased turnover, creating a cycle that is difficult to break.In summary, addressing these challenges requires flexibility, a commitment to development, and a more engaged approach to understanding and supporting the workforce's diverse needs.Generations -Slide 4CapraTek is struggling to keep its employees happy. The company has four age groups: Generation Z, Millennials, Generation X, and Baby Boomers. Each group has different needs and feelings about work. Millennials, in particular, are becoming unhappy and quitting their jobs more often, leaving at a rate three times higher than Baby Boomers and Generation X.Because of this, CapraTek's leaders and human resources need to find ways to improve
job satisfaction for Millennials. Additionally, fewer Baby Boomers are applying for promotions, indicating unhappiness. This information will help choose a good survey to understand how employees feel. By gathering this feedback, CapraTek can work on solutions to keep all employees engaged and satisfied.Baby Boomers are less satisfied with their jobs and show little interest in pursuing promotions at CapraTek. This trend poses challenges for maintaining employee engagement and satisfaction in this group, raising concerns among human resources professionals about the low number of promotion applications.To address this, CapraTek should gather information on Baby Boomers' motivations and preferences and identify the disconnect between them and their supervisors and current development plans.DataPath, Inc. notes that Baby Boomers are often motivated by status, job roles, and benefits. They typically have a strong work ethic and identify themselves through professional success, seeking employers that align with their values (2019).Furthermore, Baby Boomers have varying comfort levels with technology, as many were already in the workforce when the internet became widespread. This diversity in attitudes can influence job satisfaction in today's digital workplace. (DataPath, Inc.: Benefits Strategies for Baby Boomers in the Workplace, 2019). While becoming less visible in the workforce, Generation X still values face-to-face interactions and has a strong work ethic. They play many leadership roles and are skilled at mentoring others due to their experience.However, reliable data about Generation X employees is lacking because no surveys havebeen conducted. As a result, CapraTek's HR team cannot assess their engagement levels, which is concerning as it may lead to missed issues affecting the organization's success.Additionally, the HR team will not know if current engagement strategies are effective without researching Generation X's motivations and needs. Recently, HR found that Generation X employees value independence and flexibility, and employers who support diversity and provide career growth opportunities and wellness benefits (Rise, 2021). To enhance engagement among this group, the organization should align its strategies with these preferences.Millennials comprise about one-third of the workforce and prefer evaluations based on their performance rather than their hours worked. They value self-empowerment, take initiative to find solutions, and are adept at using technology with little oversight.To enhance Millennial engagement at CapraTek, Human Resources and leadership should explore their motivators. Research suggests that Millennials are primarily driven by competitive compensation, a healthy work-life balance, and financial planning benefits (Jones, 2018). Additionally, they seek effective training programs, access to leaders, clear communication, collaborative problem-solving opportunities, and a supportive work culture.Millennials want to feel recognized for their contributions. Without proper support and engagement strategies early in their employment, the organization may struggle to retain them, as they may feel unmotivated or unsupported.The company has also recognized challenges related to workspace setup, which differ across generations. Addressing these preferences is vital for fostering an engaging and productive environment for all employees, especially Millennials.Generation Z prefers collaborative and participatory work environments. This group faces retention challenges in entry-level and mid-level positions and has different expectations
for organizational support, especially regarding career growth. They favor visual communicationand are highly reliant on technology. Generation Z excels in team settings where they can think creatively and solve problems. To manage them effectively, it is important to demonstrate intellectual humility.CapraTek is beginning to engage with Generation Z employees, resulting in a limited understanding of their needs and motivations. This unique engagement style requires thorough research to understand their attitudes, needs, and goals. Studies indicate that Generation Z employees are likelier to stay with organizations offering customized career development plans (Survey: When It Comes to Recruiting Gen Z, Meet Them on Their Terms, 2019). They also seek recognition, advancement opportunities, engaging initiatives, and freedom in their work (Mitchell, 2016).As more Generation Z individuals enter the workforce, their needs may evolve. Therefore, HR and organizational leaders must continue researching and surveying this demographic to develop effective engagement strategies tailored to their preferences.The HR team has prepared a presentation for leadership to address employee engagementissues within the organization. This presentation will outline the challenges and the steps HR plans to take to improve employee engagement across all four generations.First, the HR team will state the goals of the engagement study, which aims to identify areas for improvement and measure employee satisfaction. Next, the team will explain how to select the best survey questions to gather relevant feedback from different generational perspectives.The presentation will also cover the research tools needed to collect data aligned with the organization's goals. Finally, HR will estimate the budget, timeline, and resources required to implement the engagement strategy. These efforts aim to foster a more engaged and productive workforce that values contributions from all employees.Workplace E n v i r o n m e n tC h a l l e n g e s - S l i d e 5The modern workplace faces challenges that affect productivity and teamwork among employees of various generations. One key issue is the office layout. Many open-space designs do not accommodate different age groups. Older employees may need quieter areas to work effectively, while younger employees often prefer collaborative environments. This mismatch can hinder productivity (Dul & Ceylan, 2011).Technology use also presents challenges. As companies adopt new tools, employees' comfort levels vary. Younger workers may quickly adapt to new applications, while older employees might struggle, affecting collaboration and efficiency (Masiello, 2023).Communication styles differ across generations, leading to misunderstandings. Each generation has preferred methods—some may favor in-person conversations, while others prefer emails or messaging apps. These differences can create barriers to teamwork.Organizations should address these challenges to foster a productive work environment by designing accommodating workspaces, providing technology training, and promoting open communication. This approach can enhance collaboration and improve overall productivity.
Determine the levels of engagement -Slide 6To evaluate employee engagement and commitment, Human Resources (HR) and leadership teams must set clear goals for the engagement study. The main goal should be to assess employee engagement levels and their commitment to the company. Vance emphasizes that having a defined goal helps HR create practical survey questions that gather honest employee feedback about their engagement and alignment with the company's mission and values.Analyzing this data will help HR identify successful engagement methods and areas for improvement, guiding leadership in making informed decisions to enhance the work environment. Achieving this goal is crucial for establishing a strong foundation for the study and supporting future objectives.The second goal should encourage behavior changes among middle- and senior-level employees (Ghuman, 2016). This is important because the study's results will affect how managers interact with their teams. Promoting a supportive workplace culture can help retain valuable talent, especially as millennial employees leave entry- and mid-level positions.For instance, the engagement study can provide feedback to supervisors like Karla, helping her understand employee challenges and their impact on engagement. This will guide herin setting realistic expectations and recognizing team contributions. An open feedback loop will build trust and enhance productivity. CapraTek should design the study to change behaviors among middle- and senior-level employees by incorporating their feedback in decision-making.Another goal of the engagement study is to create a survey with questions that resonate with employees of all ages. The survey's success depends on well-crafted questions that encourage honest responses. The Society for Human Resource Management (SHRM) states that these questions should accurately measure employees' purpose, dedication, and drive (n.d.). Analyzing survey data will inform engagement activities for different age groups.Well-designed questions will help employees feel valued (SHRM, n.d.). A survey that reflects their experiences will yield valuable insights for improving engagement. HR and leadership should encourage full participation in the survey. After data collection, the HR team can connect findings with performance metrics to develop relevant programs.Lastly, the engagement study should promote a culture supporting employees' professional goals while enhancing the company's objectives. Grab argues that engagement initiatives can motivate career development (1996). For example, requiring leadership training can help managers build connections and develop tailored plans.These initiatives will encourage employees to invest in their growth and success. Additionally, incorporating feedback from past employee experiences will ensure that new strategies are based on valuable insights from pulse surveys. This approach will foster an environment where employees can pursue their goals while supporting the organization's vision (Vance, n.d.).Data gathered via employee surveys -Slide 7CapraTek is facing significant challenges with employee engagement, potentially impacting performance, productivity, and morale. These issues can be addressed using data from employee surveys, which will offer insights into satisfaction and engagement while promoting a sense of appreciation and inclusion among staff. Judd, O'Rourke, and Grant (2018) highlight that
actively soliciting employee feedback demonstrates that CapraTek values their perspectives, significantly enhancing overall morale.Implementing an employee survey helps acknowledge successes within the organization, boosting morale and encouraging management to show genuine appreciation for their teams' efforts. When employees feel valued, they are more likely to engage positively and actively in initiatives. The survey data also provides crucial insights into employee sentiments, allowing organizations to address engagement issues and enhance overall performance by understanding the factors that motivate or demotivate staff (Vance, n.d.).If survey results show that employees view management as a barrier to engagement, this can guide the implementation of targeted leadership development programs. The main goal of collecting employee engagement data is to identify and address knowledge gaps at the leadershiplevel, as employees often hesitate to voice concerns for fear of negative repercussions from their supervisors. (Judd et al., 2018). CapraTek must design and implement employee engagement surveys to gather accurate and honest feedback. This will help identify issues that affect employee satisfaction but are often uncommunicated to supervisors.The survey data will also reveal generational differences among employees, highlighting different preferences for engagement strategies. For instance, millennials may favor online training, while baby boomers might prefer in-person sessions. Understanding these preferences iscrucial for creating effective engagement initiatives. By using survey data to address knowledge gaps at the managerial level, CapraTek can enhance engagement and cultivate a more inclusive workplace culture. To tackle engagement issues effectively, CapraTek should:1. Identify Key Factors: Analyze and prioritize what matters most to employees, such as work-life balance and career development.2. Conduct Drivers Analysis: Identify the main influences on engagement to uncover motivational factors and barriers.3. Create Ongoing Feedback Forums: Establish platforms for employees to share their thoughts and suggestions, fostering ongoing communication and transparency.go als of Employee E n g a g e m e n tR e s e a r c h - S l i d e 8Organizations should focus on increasing workplace satisfaction to improve employee performance and morale. First, they must identify the root causes of retention and job satisfaction across different generations. Older employees may prioritize job security, while younger employees often seek rapid career growth.Organizations must recognize the specific needs of each generation regarding work environment, career opportunities, and organizational support. With this knowledge, HR professionals can create targeted strategies, such as offering flexible work options for younger employees and mentorship programs for more experienced staff.This approach will help develop tailored retention strategies for Millennial and Generation Z employees, ultimately fostering a workplace that meets diverse needs and enhances engagement and productivity (Schaufeli & Bakker, 2004).selecting the appropriate engagement survey -Slide 9The primary purpose of an employee engagement survey is to assess employee engagement, including job satisfaction, feelings about responsibilities, organizational culture,
and specific needs that must be met. Creating relevant and focused questions is essential for achieving this goal. First, the organization must determine who will develop the questions and whether any previous questions can be reused. According to the Society for Human Resource Management (SHRM), HR professionals typically create these questions, often in collaboration with organizational leaders (2017). This teamwork ensures that the questions apply to the currentworkforce. Additionally, using CapraTek's HR team will tailor the questions to the organization'sneeds and reduce costs compared to hiring outside help.After establishing who will create the questions, the next step is determining the survey format. This will help HR professionals decide how to phrase questions and how employees will respond (SHRM, 2017). They must consider whether to use a numerical scale or allow open and closed questions. For example, closed questions may be best since open-ended questions can generate excessive responses, complicating data analysis (SHRM, 2017). Given that the organization has difficulty retaining employees from specific demographics, it is vital to include questions that help identify practical solutions without asking sensitive questions about gender, race, or age (SHRM, 2017). Instead, CapraTek can ask about employees' preferred work styles, such as their satisfaction with online project completion.Deciding on the survey format will also clarify how many questions to include. HR has discussed using a pulse survey, which generally has fewer questions due to its more frequent administration (Qualtrics EmployeeXM Team, 2023). Companies usually aim to include 30 to 50questions to gather detailed insights while avoiding confusing questions (SHRM, 2017). CapraTek should consider including 5 to 15 questions. This smaller number can provide ongoingfeedback and quickly address engagement issues (Qualtrics EmployeeXM Team, 2023).The next step is brainstorming questions that align with the survey's objectives. These questions should focus on providing clear insights into the employee experience. This involves creating questions in three areas: engagement, core themes, and additional themes (Qualtrics EmployeeXM Team, 2022). Engagement questions will measure factors like commitment and motivation, while core-themed questions will identify areas that harm engagement, such as autonomy and communication (Qualtrics EmployeeXM Team, 2022). Lastly, the organization may want questions about recent company or industry events (Qualtrics EmployeeXM Team, 2022). Addressing these areas will help gather the information needed to meet the survey's objectives.the engagement survey -Slide 10Choosing the right survey tool is essential for CapraTek and requires careful consideration. The primary goal should be to increase employee participation while demonstrating key features. CapraTek must evaluate user-friendly survey tools.Employees are less likely to participate if the survey is complicated or time-consuming (Forbes Human Resources Council, 2020). Therefore, the engagement survey tool should simplify the process. A straightforward design will encourage participation and help measure employee engagement effectively, especially with planned pulse surveys.The tool should also be easy for HR team members to navigate to streamline data collection. The survey should present data in various formats, including employee location, supervisor, division, and position. This information will assist the HR team in analyzing feedback from all 360 employees and understanding their engagement and satisfaction levels.
CapraTek should consider survey tools that link data to business metrics to align survey results with company goals. A flexible metric option will help convert employee feedback into measurable data, crucial for assessing performance and engagement.Lastly, the survey tool must accommodate different completion methods, including mobile access, to ensure all employees can easily participate. While younger employees might favor mobile, older generations prefer desktop or paper formats. Providing these options will help maximize participation.In summary, making the survey accessible on mobile and desktop will cater to differentpreferences and enhance participation, allowing CapraTek to gather valuable insights to improve engagement and the overall organization.SLIDE 11 –desired employee engagement initiatives.CapraTek needs to identify the employee engagement initiatives it will implement. This should involve using collected data to create an effective engagement strategy with initiatives valued by employees and managers. According to the Leapsome Team, organizations can develop an action plan based on this information to improve employee engagement through targeted efforts (2022). HR professionals can analyze survey results to pinpoint areas for improvement and create resources to boost engagement. For example, CapraTek can see if learning programs, like training and mentoring, can address identified engagement issues. Seeking expert input in engagement initiatives will also help CapraTek take meaningful steps to enhance overall engagement.The fifth step is to set clear success metrics to evaluate how well the engagement strategyworks. The Leapsome Team emphasizes defining milestones within the plan to track progress effectively (2022). For example, CapraTek could retain 50% more millennial employees annually and increase training completion by 10% within the next quarter. These milestones will allow the employer to assess the impact of new efforts on employee engagement and productivity. CapraTek plans to conduct regular pulse surveys to gather quick employee feedback. These surveys will provide insights into engagement initiatives' effectiveness and help promptly identify challenges.Finally, the implementation plan includes conducting follow-ups to ensure the strategy meets organizational goals. A robust monitoring system is vital for holding HR professionals accountable for enhancing engagement (Leapsome, 2022). Monthly pulse surveys will collect real-time feedback on engagement initiatives. This frequent feedback will enable the HR team to track progress and address issues. CapraTek's team will also hold informal one-on-one and groupmeetings with employees to gain further insights. However, pulse surveys may yield more honestfeedback than meetings. Thus, CapraTek should combine monthly surveys with weekly team meetings while offering individual meetings to address specific concerns.SLIDE 12 – budget, time, and resourcesThis report outlines the budget, timeline, and resources necessary for CapraTek's employee engagement research strategy, utilizing data from other companies and various tools.CapraTek employs 360 individuals across three divisions located in two different areas. The budget must accommodate the costs associated with the engagement strategy while considering market trends and internal workforce challenges.
The first step is to identify key areas where employee engagement is lacking. By focusingon these issues, CapraTek can address its most pressing concerns. Russell (2020) suggests examining current problems to avoid budget mistakes. CapraTek needs to analyze engagement levels by age group, particularly since retaining millennial employees can be challenging. Hannig (2020) notes that hiring for vacant positions incurs significant expenses. By reviewing turnover rates, CapraTek can determine whether investing in training is more cost-effective than frequently hiring new employees.For baby boomers, the HR department should allocate resources for training programs that enhance communication and teamwork, ultimately improving engagement and employee satisfaction (DataPath, Inc., 2019). Additionally, HR must budget for a reliable survey tool to collect employee feedback.Hannig emphasizes the importance of assessing current challenges and evaluating the effectiveness of recruitment, training, and compensation budgets (2020). CapraTek should use survey data to understand engagement factors and why baby boomers may not be pursuing advancement opportunities. This information will aid in estimating the necessary resources. Developing a detailed budget is crucial for addressing engagement challenges.With a workforce of 360, CapraTek requires a budget that reflects its operational needs. To set benchmarks, HR should investigate the engagement budgets of similar companies (Applauz Recognition Team, n.d.). According to a 2017 study by WorldatWork, allocating 1% to 3% of payroll for employee engagement initiatives is recommended, with some companies increasing that allocation to 10%. With an annual payroll of $900,000, CapraTek should set aside at least $18,000 (2%) for recruitment, training, wellness programs, and technology or consider a more significant allocation of $90,000 (10%).Dividing the budget quarterly would provide approximately $22,500 for engagement initiatives each quarter, which amounts to $62.50 per employee or $250 annually. Senior executives must approve this budget to ensure funding for improvement initiatives.The budget must also cover the costs of training, courses, mentoring, benefits, wellness programs, and survey management technology cSurveyMonkey's Premier Plan costs $75 monthly for engagement surveys and takes five weeks and six months to implement. Other alternatives include Typeform.com, which charges $83, and Limesurveys.org, which charges $74 monthly. Each survey will take about seven weeks to implement and will occur twice a year, involving at least three staff members. Software costs are expected to range between $1,000 and $2,000. Surveys will be distributed biannually, with HR managing their creation and compiling the results, which should take no more than two hours every six months. Employees will have one week to respond; survey participation will be mandatory.SLIDE 13 –implementing a systemA company is formed when a group of people come together to achieve something collectively that they could not accomplish individually. This collaborative effort contributes to society, a notion that may seem trite but is fundamental (Packard, 2010).CapraTek is launching an initiative to improve employee engagement among different generations in the organization. This effort recognizes each generation's unique goals and perspectives, from Baby Boomers to Generation Z, and how these affect employee experiences.
CapraTek’s Human Resources team will conduct monthly pulse engagement surveys to align the engagement strategy with organizational goals and employee needs. These surveys will gather honest feedback on employee concerns and will be supported by a user-friendly survey tool that presents data.A budget has been allocated, setting aside at least 2% of payroll for each engagement category, totaling 10% for initiatives to boost employee satisfaction. This investment reflects CapraTek’s commitment to enhancing workforce engagement.The engagement study will focus on professional development and effective leadership tocreate a more involved workforce. CapraTek will distribute a short form to collect employee suggestions and hold town hall meetings for open communication.The engagement strategy consists of five phases: preparation, data collection, analysis, strategy development, and implementation, with timelines for each phase. Initial actions include securing executive approval, forming a diverse task force, and creating a communication plan to keep employees informed.CapraTek aims to improve employee retention, teamwork, and productivity by addressinggenerational differences. The goal is to foster a workplace culture that supports employees while aligning with the organization’s objectives, leading to a more engaged, productive, and satisfied workforce.Conclusion -Slide 14This presentation outlined how effective surveys can be created to improve our organization and engage employees. We will focus on cost-effectiveness, confidentiality, training opportunities, and a mentoring program to gather insights for growth. Recognizing that employees from different generations have varying needs, we plan to use survey platforms to boost participation.CapraTek will conduct a Pulse survey for two weeks, allowing employees to share their opinions on the work environment. Human Resources will then take two weeks to analyze the feedback and identify key concerns. Based on this feedback, HR will develop an Action Plan to address the issues. Listening to employee concerns is essential for enhancing satisfaction.CapraTek will also explore benefits that better meet employee needs. These surveys will occur every six months to maintain open communication. After six months, a follow-up survey will assess the effectiveness of the Action Plan and any changes made, aiming to create a more engaging work environment that values employee input.References -Slide 15Council, F. H. R. (2020, February 7). Council post: 13 key aspects to consider when selecting an employee engagement survey tool. Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2020/02/07/13-key-aspects-to-consider-when-selecting-an-employee-engagement-survey-tool/? sh=650d4f032759.Explorance. (2020, May 27). 5 reasons to CONDUCT employee Engagement surveys in your organization. Explorance. https://explorance.com/blog/5-key-
reasons-to-conduct-employee-engagement-surveys-2/#:~:text=The%20primary%20reason%20for%20issuing,employees%20are%20engaged%20or%20disengaged.Brook, J. (2021, January 15). Why is Employee Engagement Important to Company Success? https://socialchorus.com/blog/employee-engagement-key-to-company-success/DataPath, inc.: Benefits strategies for baby boomers in the workplace. (2019, Sep 21). News Bites - Private Companies http://library.capella.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fwire-feeds%2Fdatapath-inc-benefits-strategies-baby-boomers%2Fdocview%2F2345521465%2Fse-2%3Faccountid%3D27965Dul, J., & Ceylan, C. (2011). Work environments for employee creativity. Ergonomics, 54(1), 12-22. https://doi.org/10.1080/00140139.2010.542833Masiello, R. (2023, April 25). Technology’s Evolving Role In Today’s Workplace.Forbes. https://www.forbes.com/councils/forbestechcouncil/2023/04/25/technologys-evolving-role-in-todays-workplace/Packard, D. (2021). David Packard Quotes (Author of The HP Way). https://www.goodreads.com/author/quotes/146580.David_PackardPearce, N. (2024, April 4). Leading the 6-Generation Workforce. Harvard Business Review. https://hbr.org/2024/04/leading-the-6- generation-workforceSchaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293-315. https://doi.org/10.1002/job.248SurveyMonkey. (n.d.). Choose a plan that works for you. SurveyMonkey Plans and Pricing. https://www.surveymonkey.com/plans-and-pricing/?ut_ctatext=Pricing&ut_source=sem_lp&ut_source2=enterprise&ut_source3=d desktop-standalone-link