WORKFORCE FOCUS Kay Kendall and Glenn Bodison propose five

“Conditions of Collaboration” that characterized a

WORKFORCE - refers to everyone who is actively culture of high performance:
involved in accomplishing the work of an
organization. 1. Respect
2. Values
Workforce Satisfaction is strongly related to 3. Purpose
customer satisfaction, and ultimately to business 4. Communication
performance. 5. Trust

Frederick W. Taylor - promulgate the departure Principles of Workplace Engagement and

from the craftmanship concept.(1990’s). Motivation
- He introduce a management approached
knowns as Scientific Management that Workforce Engagement
focuses on the idea of scientific selection of - refers to the extent of workforce
employees based on their capabilities. commitment, both emotional and
intellectual , to accomplishing the work,
Hawthorne Studies mission, an vision of the organization.
The Hawthorne Studies are credited with focusing - employees are motivated through exciting
managerial strategy on the socio-psychological work, responsibility, and recognition.
aspect of human behavior organizations.
Engagement means that workers find personal
Workforce Management also called Human meaning and motivation in their work.
Resource Management or HRM - this is an
organizational function which facilitates the most Top 10 Drivers of Workforce Engagement
valuable asset of the organization –its employees
1. Commitment to Organizational values
Three Stages of Employment Cycle 2. Knowing that customers are satisfied with
products and services.
1. Pre Hire - Planning , Job Analysis 3. Beliefs that opinions count
2. Hire - Recruitment and Selection 4. Clearly understand work expectations
3. Post Hiring - Training and Development 5. Understand of how personal contributions
Appraising ang managing performance help meet customer needs.
Compensation Health and Safety Separation 6. Being recognized and rewarded fairly
7. Knowing that senior leaders value the
Strategic Human Resource Management - is workforce
concerned with the contributions HR strategies 8. Being treated equally with respect
make organizational effectiveness, and how this 9. Being able to concentrate on the job and
contributions are accomplished. work processes
10. Alignment of personal work objectives to
High Performance Work Culture work plans
Performance - simply means the extent to which
individual contributes to achieving the goals and Employee Involvement (EI) - refers to any activity
objectives of an organization. by which employees participate in work related
decisions and improvement activities, with the
High Performance - refers to work approaches used objectives of tapping the creative energies of all
to systematically pursue ever-higher level of overall employees and improving their motivation.
organizational and human performance.
Employee Suggestion System - is a management Job Design – refers to responsibilities and task
tool for the submission, evaluation, and assigned to individuals.
implementation of an employee's idea to save cost,
increase quality, or improve other elements of work Job Design Characteristics:
such as safety.
1. Task Significance
MOTIVATION 2. Task Identity
3. Skill Variety
Saul W. Gellerman defined motivation as “the art 4. Autonomy
of creating conditions that allow every one of us, 5. Feedback from the Job
warts and all, to get his work done at his own peak
level efficiently.” Several common approaches to work design:

Motivation refers to the process that guides and 1. Job Enlargement

maintains behaviors that help employees work 2. Job Rotation
towards a particular goal or effectively perform 3. Job Enrichment
tasks.
EMPOWERMENT - simply means giving people
TWO MOST COMMON TYPE OF MOTIVATION authority.

 Extrinsic Motivation: This type of TEAMWORK

motivation refers to factors that are outside
of the person. Team – is a group who work together and
cooperate to share work and responsibility.
 Intrinsic Motivation: is a type of motivation
that occurs within the individual Teamwork breaks down the barriers among
individuals, departments, and line and staff
FACTORS OF MOTIVATION functions.

 Leadership Most Common Teams are:

 Recognition and Appreciation 1. Management Teams
 Meaning and Purpose 2. Natural Work Teams
 Positive Company Culture 3. Self-Managed Teams
 Professional Development Opportunities 4. Virtual Teams
 Job Enhancement Opportunities 5. Quality Circles
 Financial Benefits 6. Problem Solving Teams
 Flexible Work Schedules 7. Project Teams
 Pride
 Open Communication WORKPLACE ENVIRONMENT
 Staying up to date on Company Matters Employees are the key stakeholder of any
 Job Security organization. Health and Safety have always been
priorities in the most companies.
 A positive work environment
Workforce Learning and Development
WORK AND JOB DESIGN
Compensation and Recognition - refers to all
aspect of pay and reward, including promotions,
Work Design – refers to how employees are
bonuses, and recognition, either monetary and
organized in formal and informal units, such as
nonmonetary, individual or group.
department and teams
Performance Management Performance Appraisal
- is a process for subjectively evaluating the quality
of an employees work

ASSESSING WORKPLACE EFFECTIVENESS,

SATISFACTION, AND ENGAGEMENT

- Voice Of the Employee’s (VOE)

- Formal Surveys

MEASURING WORKFORCE ENGAGEMENT

Q12 –an instrument implemented by the GALLUP

ORGANIZATION

These include factors like knowing what is expected

in one’s work; having the right materials and
equipment to do the job, receiving recognition and
feedback on progress and development; having
opinions that count, feeling of importance of the
job; and opportunities to learn grow and develop.