Chapter 1 : Drivers of Employee Engagement

• Job Satisfaction
  • Understanding the role of job satisfaction in engagement
  • Factors contributing to job satisfaction (work environment, job role, etc.)
• Leadership and Management
  • The impact of leadership style on employee engagement
  • Best practices for effective management and leadership
• Recognition and Rewards
  • Importance of recognizing and rewarding employees
  • Different types of recognition programs (monetary, non-monetary)
• Career Development
  • Opportunities for growth and development as a driver of engagement
  • Creating career development plans for employees
• Work-Life Balance
  • The importance of work-life balance in maintaining engagement
  • Implementing flexible work arrangements and policies
• Communication and Feedback
  • Role of transparent and open communication
  • Establishing regular feedback mechanisms

Chapter 2 : Measuring and Improving Engagement

• Employee Engagement Surveys
  • Designing and administering surveys to measure engagement
  • Key questions to include in engagement surveys
• Focus Groups and Interviews
  • Conducting focus groups and interviews to gather qualitative data
  • Analyzing responses for actionable insights
• Engagement Metrics and Analytics
  • Identifying key metrics to track engagement (e.g., employee NPS, turnover rates)
  • Using analytics tools to interpret data and identify trends
• Action Planning
  • Developing action plans based on survey results and feedback
  • Implementing and tracking improvements
• Continuous Improvement
  • Regularly updating engagement strategies based on feedback
  • Ensuring ongoing monitoring and adjustment

Chapter 3 : Engagement Models

• The Aon Hewitt Engagement Model
  • Engagement Drivers
    • Employee value proposition, work environment, rewards and recognition, career opportunities
  • Engagement Outcomes
    • Say, Stay, Strive model: Employees speak positively about the organization, desire to remain, and put in extra effort
• The Gallup Q12 Model
  • 12 Key Drivers of Engagement
    • Includes factors such as having the right materials and equipment, feeling cared for by managers, and opportunities for growth
• The Zinger Model
  • Ten Blocks of Engagement
    • Building blocks such as community, meaningful work, and recognition

Chapter 4 : Types of Engagement Activities

• Downward Engagement
  • Leadership Communication
    • Regular updates from leadership on company goals and performance
    • Town hall meetings, newsletters, and executive Q&A sessions
  • Feedback Mechanisms
    • Surveys, suggestion boxes, and direct feedback channels
• Upward Engagement
  • Employee Voice Programs
    • Platforms for employees to share ideas and concerns
    • Involving employees in decision-making processes
  • Mentorship Programs
    • Pairing employees with mentors to provide guidance and support
• Horizontal Engagement
  • Team Building Activities
    • Activities that promote teamwork and collaboration
    • Social events, team challenges, and group projects
  • Cross-Functional Projects
    • Encouraging collaboration between different departments
    • Projects that require input and cooperation from various teams

Chapter 4 : Retention Strategies

• Identifying Retention Risks
  • Recognizing early signs of disengagement and turnover risk
  • Using data and analytics to identify at-risk employees
• Developing Retention Programs
  • Creating targeted retention programs for high-risk groups
  • Strategies for increasing loyalty and reducing turnover
• Mentorship and Career Development
  • Implementing mentorship programs to support employee growth
  • Providing clear career progression paths

Chapter 5 : Employee Value Proposition (EVP)

• Creating a Compelling EVP
  • Defining the key elements of an EVP
  • Aligning the EVP with organizational values and culture
• Communicating and Promoting EVP
  • Effectively communicating the EVP to current and prospective employees
  • Using EVP in recruitment marketing and employer branding
• Measuring the Impact of EVP
  • Assessing the effectiveness of the EVP in attracting and retaining talent
  • Continuously refining the EVP based on feedback and results

Chapter 1 : Pre-Onboarding Preparation

• Paperwork and Documentation
  • Collecting necessary documents (e.g., ID proof, employment contracts, tax forms)
  • Setting up employee profiles in HR systems
• Welcome Kit
  • Preparing a welcome kit (company handbook, benefits information, company swag)
  • Providing necessary equipment and access credentials (e.g., laptop, email accounts)

Chapter 1 : Day One Orientation

• Introduction to the Company
  • Company history, mission, values, and culture
  • Overview of organizational structure and key personnel
• Workplace Tour
  • Familiarizing new hires with the office layout, facilities, and amenities
• Meeting the Team
  • Introducing new hires to their colleagues and managers
  • Conducting team-building activities to facilitate integration

Chapter 2 : Training and Development

• Initial Training Sessions
  • Job-specific training and role expectations
  • Overview of tools and systems used
• Compliance and Safety Training
  • Mandatory compliance training (e.g., data protection, workplace safety)
  • Company policies and procedures
• Buddy System
  • Assigning a mentor or buddy to new hires for support and guidance
  • Regular check-ins and feedback sessions with the buddy

Chapter 3 : 30-60-90 Day Plan with SMART Goals

• 30-Day Plan
  • Orientation and Learning
    • Learning about the company, culture, and job responsibilities
    • Setting short-term goals for initial learning and adaptation
  • SMART Goals
    • Specific: Complete all mandatory training sessions
    • Measurable: Attend and pass all compliance tests
    • Achievable: Schedule one-on-one meetings with team members
    • Relevant: Understand the company’s mission and values
    • Time-bound: Achieve within the first 30 days
• 60-Day Plan
  • Integration and Contribution
    • Beginning to contribute to team projects and meetings
    • Developing relationships with colleagues and stakeholders
  • SMART Goals
    • Specific: Participate in at least two team projects
    • Measurable: Contribute to team meetings with actionable ideas
    • Achievable: Schedule regular check-ins with the manager
    • Relevant: Apply job-specific skills learned during training
    • Time-bound: Achieve within the first 60 days
• 90-Day Plan
  • Independence and Performance
    • Taking full ownership of job responsibilities
    • Demonstrating competence and achieving performance benchmarks
  • SMART Goals
    • Specific: Complete a major project or task independently
    • Measurable: Meet or exceed performance benchmarks
    • Achievable: Receive positive feedback from the manager
    • Relevant: Contribute to achieving team objectives
    • Time-bound: Achieve within the first 90 days

Chapter 4 : Ongoing Support

• Regular Check-ins
  • Scheduling regular check-ins with managers and buddies
  • Addressing any questions or concerns
• Continuous Feedback
  • Providing continuous feedback on performance and progress
  • Adjusting goals and expectations as needed

Chapter 5 : Feedback and Evaluation

• Collecting Feedback
  • Gathering feedback from new hires on their onboarding experience
• Evaluating Onboarding Effectiveness
  • Measuring the success of the onboarding program
  • Making improvements based on feedback

Chapter 1 : Resignation and Termination Procedures

• Resignation Process
  • Accepting resignations and processing paperwork
  • Ensuring a smooth transition for the departing employee
• Termination Process
  • Conducting terminations with sensitivity and legality
  • Managing the administrative aspects of termination

Chapter 2 : Exit Interviews

• Conducting Exit Interviews
  • Scheduling and conducting exit interviews
  • Asking relevant questions to gather meaningful feedback
• Analyzing Feedback
  • Identifying patterns and trends in exit interview data
  • Using feedback to improve organizational practices

Chapter 3 : Knowledge Transfer

• Ensuring Continuity
  • Transferring knowledge and responsibilities to remaining team members
  • Documenting key information and processes
• Succession Planning
  • Implementing succession plans for critical roles
  • Identifying and preparing potential successors

Chapter 4 : Final Settlements

• Processing Final Pay and Benefits
  • Calculating and disbursing final paychecks
  • Managing benefits termination and transition
• Returning Company Property
  • Collecting company property (e.g., laptops, access cards)
  • Ensuring all assets are returned

Chapter 5 : Post-Exit Follow-Up

• Maintaining Alumni Relations
  • Keeping in touch with former employees
  • Leveraging alumni networks for future opportunities

Chapter 1 : Introduction to Grievance Management

• Definition and Importance
  • Understanding what constitutes a grievance
  • Importance of effective grievance management
• Types of Grievances
  • Common grievances in the workplace (e.g., discrimination, harassment, unfair treatment)

Chapter 2 : Grievance Management Framework

• Framework Overview
  • Steps involved in the grievance management process
  • Roles and responsibilities of HR and management
• Establishing a Grievance Policy
  • Key components of an effective grievance policy
  • Communicating the policy to employees
• Grievance Procedures
  • Formal and informal grievance procedures
  • Step-by-step process for handling grievances

Chapter 3 : Grievance Handling Process

• Step 1: Receiving a Grievance
  • Methods for lodging a grievance (e.g., written, verbal)
  • Initial response and acknowledgment
• Step 2: Investigation
  • Conducting a thorough and unbiased investigation
  • Collecting and documenting evidence
• Step 3: Resolution
  • Evaluating findings and determining appropriate actions
  • Communicating the resolution to the involved parties
• Step 4: Follow-Up
  • Monitoring the situation post-resolution
  • Ensuring no retaliation and checking for ongoing issues

Chapter 5 : Grievance Handling Committee

• Role and Composition
  • Purpose and importance of a grievance handling committee
  • Selecting committee members (HR, management, employee representatives)
• Committee Responsibilities
  • Reviewing grievances and ensuring fair investigation
  • Making recommendations for resolution
• Committee Procedures
  • Regular meetings and case review processes
  • Ensuring confidentiality and impartiality

Chapter 6 : Legal Aspects of Grievance Management

• Understanding Employment Laws
  • Key employment laws relevant to grievance management (e.g., anti-discrimination laws, labor laws)
  • Legal rights and protections for employees
• Compliance and Documentation
  • Maintaining proper documentation for legal compliance
  • Handling grievances in accordance with legal requirements
• Role of Legal Counsel
  • When to involve legal counsel in the grievance process
  • Understanding the implications of legal advice and decisions

Chapter 7 : Best Practices in Grievance Management

• Building a Positive Workplace Culture
  • Promoting open communication and trust
  • Encouraging early resolution of issues
• Training and Development
  • Providing training for managers and HR on handling grievances
  • Developing skills for effective conflict resolution
• Continuous Improvement
  • Regularly reviewing and updating grievance policies and procedures
  • Gathering feedback to improve the grievance management process

Chapter 8  : Case Studies and Practical Applications

• Analyzing Real-World Scenarios
  • Examining case studies of grievance handling
  • Lessons learned from successful and unsuccessful grievance resolutions