Scribd
Upload
31 views

Bannari Amman Institute of Technology, Sathyamangalam Department of EEE

The document discusses the workforce environment and engagement at Bannari Amman Institute of Technology. It covers several topics: 1. Workforce capability including strengths like ARC, DDP, API, communication skills, and new workforce members' qualifications and specializations. 2. Workforce engagement including elements like leadership, performance, motivation, workload sharing, and organizational culture with teamwork and meetings. 3. Assessment of workforce including API, DDP, correlation between engagement and organizational results, and learning and development with short, medium, and long term planning.

Uploaded by

Michael Campbell
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
31 views

Bannari Amman Institute of Technology, Sathyamangalam Department of EEE

The document discusses the workforce environment and engagement at Bannari Amman Institute of Technology. It covers several topics: 1. Workforce capability including strengths like ARC, DDP, API, communication skills, and new workforce members' qualifications and specializations. 2. Workforce engagement including elements like leadership, performance, motivation, workload sharing, and organizational culture with teamwork and meetings. 3. Assessment of workforce including API, DDP, correlation between engagement and organizational results, and learning and development with short, medium, and long term planning.

Uploaded by

Michael Campbell
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 18

Bannari Amman Institute of Technology,

Sathyamangalam
Department of EEE
5.1. Workforce Environment
5.1.A. Workforce Capability And Capacity

A.1.CAPABILITY and CAPACITY


Strength
ARC
DDP
API
FDP
Communication skill
5.1. Workforce Environment
5.1.A.Workforce Capability And Capacity

A.2.New WORKFORCE Members


Strength
Faculty qualification
Faculty area of specialization
Workforce religion
Language of communication
Workforce gender
Age group
Workforce from rural background
Workforce from urban
5.1.Workforce Environment
5.1.A.Workforce Capability And Capacity
A.3. Work Accomplishment
Strength
Team work under HOD
Systematic planner and Execution
5.1.Workforce Environment
5.1.A.Workforce Capability And Capacity

A.4. WORKFORCE Change Management


Strength
Faculty Training
Recruitment based on specialization
Facilitating research activities
Weakness
More technical in house program may be
conducted in recent development. ( Example IT
for power management, Energy storage systems,
Nano-grid etc.,)
Uniform system to be followed for new
recruitment and Career Advancement Scheme
Flexible time of working
Work at Home
Continuous lecture hours should be avoided
Compressed Work Week
Action Plan
Periodical in house program to be arranged and
included in DDP.
5.1.Workforce Environment
5.1.B. Workplace Environment
B.1.Workplace Environment
Strength
Green Campus
RO-Water supply,
24*7 power supply
Medical and Hospital facilities First Aid box
Group insurance
Medical and Hospital facilities
Campus is monitored by a surveillance camera.
Good lighting system
RFID ID cards for accessing entry
Weakness
Retiring Room
Medical Insurance
Workforce Environment
5.1.B. Workplace Environment
B.2.Workforce Policies and Benefits
Strength
Recruitment and promotional policy,
Research and development policy,
Faculty development policy and benefits are
available.
5.2. Workforce Engagement
5.2.A.WORKFORCE PERFORMANCE
A.1. Elements of ENGAGEMENT
Strength
Leadership skills of the workforce
Professional and personal growth of the
workforce
Performance of the workforce
Motivation
Workload sharing based on designation
CAS
Weakness
Continuous lecture hours should be
avoided.
On duty leave for faculty members to be
increased.
Action Plan
The timetable system to be modified based
on the other extra works assigned to
faculty.
5.2. Workforce Engagement
5.2.A.WORKFORCE PERFORMANCE
A.2.Organizational Culture
Strength
Team work headed by experienced faculty
Periodical meeting along with faculty members
Targeted time will be fixed for each assignment.
Periodical communication of students
performance in their academic and curricular
activities is informed to parents through SMS,
Emails.
Diverse ideas of Work force are converted into
R&D works, Consultancy works.
5.2. Workforce Engagement
5.2.A.WORKFORCE PERFORMANCE
A.3.PERFORMANCE Management
Strength
High performance activities related to teaching-
learning
Systematically planned with team head
Execution through Department Development Plan
Academic Performance Indicators
High performance works are supported by monetary
and non monetary rewards
Students and stakeholders are appraised about their
the significance to undertake the high performance
activities / strategic plans to meet the mission of the
Department.
5.2. Workforce Engagement
5.2.B.ASSESSMENT OF WORKFORCE
ENGAGEMENT
B.1.Assessment of ENGAGEMENT
Strength
API
DDP
5.2. Workforce Engagement
5.2.B. ASSESSMENT OF WORKFORCE
ENGAGEMENT
B.2.Correlation with Organizational
RESULTS
Strength
Incentive for R & D and consultancy work.
5.2. Workforce Engagement
5.2.C.ASSESSMENT OF WORKFORCE
ENGAGEMENT

C.1.Learning and Development System


Strength
Short, medium and long term development to be
planned
5.2. Workforce Engagement
5.2.C.ASSESSMENT OF WORKFORCE
ENGAGEMENT
C.2. Learning And Development
Effectiveness
Strength
Counseling Soft skill development, Training and
placement
5.2. Workforce Engagement
5.2.C.ASSESSMENT OF WORKFORCE
ENGAGEMENT
C.3. Career Progression
Batch wise Induction programs
FDP,
STDP and Communication programs

You might also like