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Engagement Talent: Mihaela Joian

This document discusses talent engagement in the workplace. It begins by introducing the author and their experience in human resources. It then defines talent engagement as the relationship between an organization and its employees, describing an engaged employee as taking pride in their work and wanting the organization to succeed. Several studies are referenced showing that only 32% of employees are engaged, while over 50% are not engaged and 17% are actively disengaged. The document outlines some of the key pillars for building engagement, including trust, understanding employees, clear career paths, and having fun together. It concludes by discussing ways to measure engagement, such as retention, satisfaction, productivity, loyalty, and financial metrics.

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0% found this document useful (0 votes)

57 views55 pages

Engagement Talent: Mihaela Joian

Uploaded by

AdaAdutza

We take content rights seriously. If you suspect this is your content, claim it here.

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Download as PDF, TXT or read online on Scribd

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TALENT

ENGAGEMENT

Mihaela Joian
HR Manager @ Cegeka Romania
WORDS
THAT DESCRIBE ME BEST
WORDS
THAT DESCRIBE ME BEST

do create empower
+10 YEARS
experience in HR
in the following areas
+10 YEARS
experience in HR
in the following areas

Recruitment & Selection Compensation & Benefits

(executive search, headhunting) HR policies
Learning & Development HR workflow development
Performance management
TALENT
ENGAGEMENT
TALENT
ENGAGEMENT

recruit maintain develop

WHAT IS
ENGAGEMENT
TALENT ENGAGEMENT
TALENT ENGAGEMENT

Talent engagement describes the relationship

between an organization and its employees.
TALENT ENGAGEMENT
TALENT ENGAGEMENT

An "engaged employee" is one who is fully involved in

and enthusiastic about his or her work.
TALENT ENGAGEMENT
TALENT ENGAGEMENT

An engaged employee takes pride in his work, is committed, usually

exceeds dutys call and often takes positive action to strengthen the
organizations reputation and interests.
TALENT ENGAGEMENT
TALENT ENGAGEMENT

He s emotionally connected with the organization

and wants it to succeed.
WHY
MATTER
TALENT
ENGAGEMENT

32%
ENGAGED

Source - Gallup Study

TALENT
ENGAGEMENT

32% 50.8%
ENGAGED NOT ENGAGED

Source - Gallup Study

TALENT
ENGAGEMENT

32% 50.8% 17.2%

ENGAGED NOT ENGAGED ACTIVELY
DISENGAGED

Source - Gallup Study

New employees are
considerably more engaged

Source Quantum Workplace Study

New employees are
considerably more engaged

77.6%

<1 Years

Source Quantum Workplace Study

New employees are
considerably more engaged

77.6%

67.0%

<1 Years 1-2 Years

Source Quantum Workplace Study

New employees are
considerably more engaged

77.6%

67.0%

63.5%

<1 Years 1-2 Years 3-5 Years

Source Quantum Workplace Study

New employees are
considerably more engaged

77.6%

67.0%

63.5% 63.2%

<1 Years 1-2 Years 3-5 Years 6-9 Years

Source Quantum Workplace Study

New employees are
considerably more engaged

77.6%

67.0%
64.3%
63.5% 63.2%

<1 Years 1-2 Years 3-5 Years 6-9 Years 10-14 Years

Source Quantum Workplace Study

New employees are
considerably more engaged

77.6%

67.6%
67.0%
64.3%
63.5% 63.2%

<1 Years 1-2 Years 3-5 Years 6-9 Years 10-14 Years 15 Years+

Source Quantum Workplace Study

PILLARS OF
BUILD A TRUST
CULTURE
BUILD A TRUST
CULTURE
UNDERSTAND WHAT YOUR
EMPLOYEES THINK AND WANT
UNDERSTAND WHAT YOUR
EMPLOYEES THINK AND WANT
PROVIDE CLEAR CAREER PATHS
Younger employees will shift the definition of leadership
PROVIDE CLEAR CAREER PATHS
Younger employees will shift the definition of leadership
HAVING FUN
TOGETHER
HAVING FUN
TOGETHER
HAVING FUN
TOGETHER
HAVING FUN
TOGETHER
HAVING FUN
TOGETHER
HAVING FUN
TOGETHER
HAVING FUN
TOGETHER
ENGAGEMENT
DRIVERS
QUALITY WORK
OF LIFE

COMPANY
PRACTICES
ENGAGEMENT PEOPLE

TOTAL OPPORTUNITIES
REWARDS