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Международен HR Форум на БАУРЧР и КАРИЕРИ 2011

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Семинар с Пол Евънс

Семинар на тема:

“Управление на ангажираността на служителите по  време на промени”

с водещ Пол Евънс,  професор по УЧР в INSEAD

17 май 2008 г. от 14.00 часа в к.к. Слънчев бряг, хотел “Маджестик”, зала 1

Семинарът е без такса за участие, по предварителна регистрация, само за членове на БАУРЧР

Работен език: английски

Семинарът се осъществява по проект “БАУРЧР– ефективност и професионализъм в управлението на човешките ресурси в България”, който се осъществява с финансовата подкрепа на Оперативна програма “Административен капацитет”, съфинансирана от Европейския съюз чрез Европейския социален фонд.            

Paul Evans    The Shell Chair Professor of Human Resources and Organisational Development at INSEAD Outline for BHRMDA Workshop, 17th May 2008 ___________________________________________________

MANAGING EMPLOYEE ENGAGEMENT IN TIMES OF CHANGE Duration:   4 hours: (14:00-15:45, break for coffee and networking 15:45-16:15, continuing 16:15-18:00).   Synopsis:  One of the most fundamental challenges of management is that of employee motivation and engagement, especially at times of growth, restructuring, and pressures for performance.  Engagement is the energy and passion that people show for their work and the organization.   HR managers need to have a good understanding of the drivers of engagement in their firms.  They earn – or lose – a lot of their credibility in the organization through the advice they give to line managers on these delicate issues of staff engagement, through steering management teams on when and how to engage staff in decision making, and through setting policies and practices that affect employee attraction, retention and commitment.  Indeed, the quality of leadership and management in a firm is the most important driver of engagement.    During this half-day workshop with Paul Evans, we will be looking at leading edge thinking and the state of the art in terms of practice around these challenges of employee engagement.   It is based on his insightful research and deep experience with companies throughout the world, and you will also have the opportunity to network with other HR managers who probably share some similar challenges to yourself. Among the topics that will be explored in this workshop are the following:

·        Measuring and Managing Engagement:   What do we mean by engagement, and how do we measure and monitor it?  What are the key drivers of engagement?  How is engagement related to performance?

·        Fair Process: The decisions that have to be taken in a competitive organization are not going to be fair to everyone – there will inevitably be winners and losers.  But for engagement, what is important is that the way in which these decisions are taken is seen as fair.  Building on pioneering INSEAD research, we’ll be examining the role that HR managers should play in management teams to ensure “fair process of decision making” – focusing on the 5 E’s of Engagement, Exploration of options, Explanation, setting Expectations, and Evaluation.

·        Retention …  There is a close relationship between engagement and retention. The people one wants to retain invariably have opportunities elsewhere.   How do leading organizations tackled this problem, not only through policies but through getting line managers to pay attention to retention? ·        … and facing up to the problem performers.   It is easy to engage the top performers, but one will never create a climate of positive engagement unless one also confronts the underperforming people.  A rotten apple can destroy a team.   But recent and award-winning INSEAD research shows that there are subtle self-fulfilling prophecies at work, leading good people to become “satisfactory underperformers”.  How can HR managers recognize and face up to this vital challenge, rather than being passive actors in the sterile games that many firms play.  

·        Engagement at different stages of the life cycle.  People want different things at different stages in the career and employment life cycle.  How can we respond to this pressure for talent segmentation according to life stage? There are increasing pressures from both young and mid-career people for greater Work-life balance.    How should the organization respond?   Paul Evans will also be sharing some of his pioneering research on work-life, based on a survey of 50,000 managers throughout the world. Mobility, learning and renewal.   Creating a culture of high engagement means carefully managing mobility and the renewal of people.  We will explore the implications for career management. Engaging the older work force.  Motivating and engaging the young tigers is one matter.  But a neglected area is that of employees after the age of 40, typically reaching the limits of their hierarchic potential.  Demographic changes in Central and Eastern Europe mean that the work force is, as elsewhere, aging.  Based on his current work, Paul Evans will share his insights around what has been described as “the major workforce challenge in the first part of the Twenty First Century”. You are guaranteed to take away from this workshop provocative insights and well as practical actions for implementation in the months ahead – as well as networking opportunities to discuss these insights with others.

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