EMPLOYEE ENGAGEMENT PROGRAM 12 Ags 2015
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Transcript of EMPLOYEE ENGAGEMENT PROGRAM 12 Ags 2015
8/12/2015
1
PROGRAM EMPLOYEE ENGAGEMENT
Employee Engagement oleh Human Inc.
Human Inc. didirikan untuk membantu organisasi menciptakan
sebuah budaya ‘EMPLOYEE ENGAGEMENT’ dengan cara
melakukan penilaian, identifikasi dan penerapan suatu budaya
ENGAGEMENT dalam organisasi.
Kami menggunakan metodologi yang sudah terbukti dari PARA
PAKAR EMPLOYEE ENGAGEMENT di AS.
Human Inc. People:
1. Coach Suwito Sumargo (GBT & Action Coach)
2. Coach Ruaniwati Tjio (Dash Images & Action Coach)
3. Coach Ishak Iman Ibrahim (CHRP, CTDDP, CLC)
4. Coach Sujatmiko Donohadi (CQA, CLC, CMDISCA)
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EMPLOYEE ENGAGEMENT?
A life time?
EMPLOYEE ENGAGEMENT?
A Satisfied employee might be happy BUT NOT NECESSARILY
ENGAGED
Satisfied employee??
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EMPLOYEE ENGAGEMENT?
In fact:FEWER than 20% of workers are TRULLY
ENGAGE
TANDA-TANDA ORGANISASI DENGAN EMPLOYEE DISENGAGED
Tidak menyadari adanyamasalah di area mereka
Malas untukbelajar hal-hal baru
Tidak termotivasi untukmenguasai tanggungjawab utama mereka
Tidak Pro-aktif dalammenyelesaikan masalahketika mereka melihatnya
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Tidak bersediamemberikan lebih(waktu dan energi) kepada organisasi
Tingkat AbsenKaryawan yang tinggi
Tingkat Turn-Over Karyawan yang
tinggi
TANDA-TANDA ORGANISASI DENGAN EMPLOYEE DISENGAGED
Produktivitas rendah
TANDA-TANDA ORGANISASI DENGAN EMPLOYEE DISENGAGED
Tingkat frustasi di antara karyawan dan
pemimpin
Pemimpin seringkali ragumemperkenalkan ide/sistem
baru karena sulit sekalimenggerakkan karyawan
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what are THE EFFECTS of LOW ENGAGEMENT?
DIS-INTERESTLow engagement leads to …
77% of employeeDIS-LIKE their current
job
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what are THE EFFECTS of LOW ENGAGEMENT?
LOW PRODUCTIVITYLow engagement leads to …
Low productivity is costing companies
what are THE EFFECTS of LOW ENGAGEMENT?
STRESS
Low engagement leads to …
39% of DIS-engaged employees suffer work related stress
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DEFINISI DARI EMPLOYEE ENGAGEMENT
Employee Engagement adalah sebuahkondisi di mana KARYAWAN dalam suatuorganisasi:
• Terlibat secara aktif baik intelektual dan emosional dalam organisasi mereka
• Bekerja dengan antusias dan pro-aktifmelakukan yang terbaik untukorganisasi
• Selalu mencari cara/kesempatan untukmelakukan penyempurnaan dalampekerjaan mereka
Berdasarkan legenda, seorang
pembersih di NASA, ketika ditanya apa
yang sedang mereka lakukan,
menjawab: “Saya sedang membantumenempatkan orang di bulan"
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FAKTA-FAKTA TERKAIT EMPLOYEE ENGAGEMENT
lebih berkomitmen untuk menyukseskan organisasi
lebih mungkin untuk memberikan usulan perbaikan
lebih mungkin untuk merekomendasikan organisasi sebagai tempat
bekerja pilihan
lebih mungkin karyawan yang Dis-Engaged untuk mengundurkan
diri.
Lebih mungkin pimpinan yang Dis-Engaged menyebabkan anak
buahnya juga Dis-Engaged
480%250%370%
4x
3x
FAKTA-FAKTA TERKAIT EMPLOYEE ENGAGEMENT
Pimpinan yang buruk menyebabkan terjadinya ACTIVE DIS-ENGAGEMENT dan merugikan perusahaan
Karyawan dalam suatu organisasi dikategorikan Dis-Engaged
Karyawan dikategorikan Passive Dis-Engaged (Penonton)
Karyawan dikategorikan Active Dis-Engaged (Sinking your boat)
70%52%18%
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Kinerja Keuangan Employee Engaged Organisasi *)
*) Employee Engagement, William H. Macey, page 17
There are 3 things that commonlycause employee dis-engagement
SOURCE of PEOPLE DIS-
ENGAGEMENT
ANONYMITY
*) The Three Signs of A Miserable Job, Patrick Lencioni
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People cannot be fulfilled in their work
if they are not known. All human beings need to be
understood & appreciated for their unique qualities by
someone in a position of authority.
ANONYMITY(tidak dikenal)
Everyone needs to know that their job matters, to someone. Anyone. Connection between the work &
the satisfaction of another person / group.
IRRELEVANCE(tidak berguna)
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Employee need to be able to gauge their progress and level of contribution for
themselves. Tangible means for assessing success or failure
IM-MEASUREMENT(tidak ada umpan balik)
ANONYMITY
IRRELEVANCE
IM-MEASUREMENTHilangkan 3 faktor
Employee Disengagement
Ciptakan sebuahBudaya Employee
Engagement
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KONSEP EMPLOYEE ENGAGEMENT
#1 Karyawanmempunyaikemampuan
untuk engage
#2 Karyawanmempunyai
alasan/ motivasiuntuk ‘engage’
#3 Karyawanmempunyai
kebebasan untuk‘engage’
#4 Karyawantahu bagaimana
‘engage’
Phase 4• Preparing• Training and • Implementing the Tools
of Employee Engagement
Phase 1• Utrecht Work Engagement
Scale Assessment• Powerful Workshop and
Assessment of Leaders and Employees on 3 Sources of Employee Disengagement
Phase 3Creating Action Plan to Eliminate 3 Sources of Employee Disengagement
Phase 2• Discussion• Brainstorming &• Coaching with
Leaders
Metodologi Mengelola Employee Engagement
Phase 0 – Utrecht Work Engagement Scale (UWES) Assessment
• Menilai PRE-Work Engagement Level sebuah organisasi
Phase 1 – Introduction & Assessment of Employee Disengagement
• Powerful Workshop: Managing Employee Engagement for Leaders
• Penilaian Sumber Utama dari Employee Dis-Engagement (Supervisor, Manager, Director) – Penilaian Sendiri & Penilaian Anak Buah
Phase 2 – Reporting and Discussion on Assessment Results
• Melaporkan hasil penilaian
• Diskusi dengan Manajer dan Direktur terkait hasil penilaian dan jurangantara penilaian diri dan penilaian anak buah
• Diskusi dengan Manajer dan Direktur terkait sistem dan budayaorganisasi yang harus diperbaiki untuk meningkatkan Engagement
Karyawanmempunyaikemampuan
untuk ‘engage’
Karyawanmempunyai
alasan /motivasiuntuk ‘engage’
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Phase 3 – Bridging Gap of Employee Dis-Engagement Factors
• Membuat Rencana Kerja untuk mengurangi atau menghilangkansumber Employee Disengagement
Phase 4 – Implementing the Action Plan
• Workshop, Training, Coaching & Mentoring berdasarkan rencanakerja (contoh: 5 Bahasa Apresiasi Karyawan untuk MemerangiAnonymity, Irrelevance and Immeasurable)
• Menilai dan memperbaiki sistem dan budaya organisasi
• Pemantauan Rencana Kerja
• Pelaporan kepada Manajemen
Phase 0 – Utrecht Work Engagement Scale (UWES) Assessment
• Penilaian POST-Work Engagement Level
• Tindakan Perbaikan
Karyawanmempunyai
kebebasan untukengage
Karyawan tahubagaimana untuk
engage
Metodologi Mengelola Employee EngagementK
UN
CI K
EBER
HA
SILA
N
KOMITMEN TOP MANAJEMEN
KOMITMEN PARA LEADER
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Profil Singkat Coach – Ishak Iman Ibrahim
Professional Certification:
• Certified Human Resources Professional
• Certified Training Designer & Delivery Professional
• Certified Employee Disengagement Analyst – Target Group Consulting, USA
Expertise:
Organization Development, Training & Development, Performance Management, Compensation & Benefit , Sales & Marketing
Organization:
Human Inc. – Senior Partner
Profil Singkat Coach – Ruaniwati
Professional Certification:
• Certified Business Coach - Action Coach
• Certified Employee Disengagement Analyst – Target Group Consulting, USA
Expertise:
• Promotion, marketing & business consultant
• Business owner, international business coach, high pressure management roles, and implementation of new use of operating systems, products and sales techniques
Organization:
Action Coach (Bara Coaching) – Business Coach
Human Inc. – Senior Partner
Dash Image – Founder & Director
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Profil Singkat Coach – Sujatmiko DonohadiProfessional Certification:
• Certified Quality Assurance
• Certified Trainer
• Certified Leadership Coach
• Certified Master DISC Analyst
• Candidate Certified Employee Engagement Facilitator – Employee Engagement Institure, USA
• Certified Employee Disengagement Analyst – Target Group Consulting, USA
Expertise:
System and Process development, Balanced Scorecard, Key Performance Indicator, Leadership Coaching, Behavior Analyst for Recruitment and Team Forming, Creating and Facilitating an Employee Engagement Culture within company
Organization:
Dash Consult – Managing Partner
Human Inc. – Senior Partner
Thank You
CONTACT PERSON:
Ishak Iman Ibrahim, MM, MH (CHRP, CTDDP) M: 0851-057-24005/08885-104-500; email: [email protected]
Sujatmiko Donohadi, ST (CQA, CLC, CMDISCA)M: 0855-3021-998; email: [email protected]