2017 Eastern Visayas Regional Congress of Human Resource ... · 2017 Eastern Visayas Regional Congress of Human Resource Management Practitioners 4. Ensure that Goals are Perceived

2017 Eastern Visayas Regional Congress of Human Resource Management Practitioners


Boosting Engagement and Happiness in the Workplace


Unlocking Mindsets, Creating Value


a Gift

Mindset of Gratitude: Family, School,

Organization, Community

Employment is a Grace from God


History: Human Side of Business

• Quality of Work / Working Conditions• 1970’s ; Safety Focused

• Quality of Work Life• 1980’s ; Participation and Involvement

• Work-Life Balance• 1990’s ; Work-Family Conflicts

• Employee Engagement• 2000’s ; Purpose, Job Fulfillment, Relationships, Rewards

• Wellness• 2010 ; Proactive Physical Wellness


History: Human Side of Business

• Wellbeing• ATM ; Quality of Life ; Combination of our love of what we do

each day; quality relationships; security of finances; vibrant physical health; pride of share to community.

Physical Wellbeing

Career Wellbeing

Social Wellbeing

Community / Spiritual Wellbeing

Financial Wellbeing


Physical Wellbeing

• Medical Treatment, First aid treatment in emergency.

• Health education, First aid education.

• Medical Examination• Pre-employment examination

• Periodic medical examination

• Special medical examination


Career Wellbeing

• Stress management / Anger management

• Job enrichment

• Executive skills development

• Organizational development

• Absenteeism control

• Job satisfaction

• Organizational health survey

• Human relation / employee engagement


Social Wellbeing

• Family Welfare Program*

• Care programs for employee dependents

• Health records maintenance

• Reproductive Health and Responsible Parenthood*

• Education / Gender Equality*


Community / Spiritual Wellbeing

• Spirituality or Value Formation*

• Environment Protection, Hygiene and Sanitation*

• Sports and Leisure*

• Disaster management

• Advocacy / CSR


Financial Wellbeing

• Insurance

• Pension Plan

• Retirement Plan

• Financial Management

• Income Generation / Livelihood / Cooperative*

• Housing*

• Transportation*



• What was your assistant doing at 9:30 AM last Thursday?

• Name at least 2 mismatched employees in your organization.

• How many % do you allot in a day coaching your staff?

• Who will succeed you if you will vacate your post tomorrow?

• Are you properly remunerated? Happy with your salary?

• Name at least 2 ‘dead wood’ / excess resource in your company?


(on a scale of 1-10, rate yourself on the following

• I get up each day excited about going to work.

• I like the contribution I make beyond what I get from it..

• Work fits with my values.


Engaged Employee

• An engaged employee is a person who is fully involved in, and enthusiastic about, his or her work.

• A concept that is generally viewed as managing discretionary effort, that is, when employees have choices, they will act in a way that furthers their organizations interests.


Discretionary Effort

• The concept is relevance

• Organizations that can harness discretionary effort will far outperform organizations with employees who just do the minimum they can get away with.


Employee Engagement StrategiesRecruit, Retrain, Reward and Retain Talent

Employee Engagement

Recruiting/ Selection

Training and Development

Rewards and Retention

Performance Evaluation/

Management


Things Important to Employees

• Knowing what’s expected

• Having the right materials & equipment

• Opportunity to do what I do best

• Recognition & Praise

• Caring for me as a person

• Encourages development


Things Important to Employees

• My opinion counts

• Connection with mission of organization

• Coworkers committed to work

• I have a best friend at work

• Someone has talked with me about my progress

• Opportunities to learn and grow


Organization’s Vital Signs

• Corporate Pride

• Longer Tenure

• Internal Customer Delight

• Positive remarks about work


Self-Motivation

• Ability to motivate self, look at the positive side and proactively act and sustain engagement.


Designing a Motivating Job

• Job Enlargement – horizontal expansion of job scope

• Job Enrichment – vertical expansion of job depth

• Job Rotation

• Succession Plan

• Career Path / Career Development


Motivating Employees

1. Recognize Individual Differences• Have targeted programs that cater to a wide variety of needs and

interests!

2. Match People to Jobs• Give more challenging tasks to high potential employees!

3. Use Goals• Have clear targets! Involve people in setting goals to create

shared value.


4. Ensure that Goals are Perceived as Attainable• Build employee buy-in! Equip the right skills and let them feel

confident that targets are attainable.

5. Individualize Rewards not Across the Board• Tailor fit pay, promotions, recognition, desirable work

assignments, autonomy and participation according to employees’ needs and capabilities!

6. Link Rewards to Performance• Reinforce desirable behavior with pay! Make the rewards visible

and enticing. The key is transparency: you get this, if you achieve that!


7. Check the System for Equity• Rewards should equal effort! Again, transparency is critical to

equity. Create employee buy-in and shared value.

8. Use Recognition• Celebrate even the smallest of victories! Be creative. Not all

motivators equate to monetary and financial rewards!

9. Show Care and Concern for Your Employees• The best organizations create “caring” work environments.

Leverage Filipino values: Malasakit, Bayanihan, Pananagutan


10.Don’t Ignore Money• Money is not everything but then people will not show up for

work if they are not paid. Pay well! Keep in mind: external competitiveness and internal equity.

11.Empower• Do not stand in the way of progress and be a barrier for growth.

12.Do not tolerate mediocrity!


Opportunities to Praise

Common Approach Positive Approach

Correction

Praise

Correction

Praise

Don’t Correct

LESS

Praise MORE


Praise Should Be . . . . .

• Specific

• Sincere

• Individual

• Proportionate

• Frequent & ongoing

• Encouraging


What to Do!

• Start with engaged people; Hire well• First look inside

• Be clear and accurate

• Integrity first: skills easier taught than integrity

• Commit to Coaching and Feedback• Practice Performance Management

• Hold leaders accountable

• Clear expectations


What to Do!

• Support meaningful work• Value connection: WIIFM

• “Fit”

• Make it safe• Let EE express their uniqueness

• Support their availability• Reasonable expectations

• Appropriate resources


What can managers do?

1. Mentor their employees• About how the company runs, what makes people of different

generations work well together. Teach people skills not just business processes.

• Great leaders can motivate all people by balancing processes and people’s needs for the good of the company


2. Communicate with employees• Encourage them to develop trust with others and empower

people to do their jobs. Ask for inputs rather than telling them what to do. Open communication reduces resistance.

3. Value their values• Want work-life balance. They value family and friends and want

to work their eight hour day and go home. Older workers think long hours show your loyalty and productivity. Younger workers often get things done faster. They value efficiency and effectiveness and doing things faster.


4. Focus on Retention• People leave several reasons: older workers retire but younger

workers often leave feeling unvalued.

• Have strategies to retain both groups.

• Older generations like monetary rewards, younger generations like time off work.



OUR PEOPLE MAKE THE DIFFERENCE


SELF . . . . .

Emotional Intelligence

• Self-awareness

• Self-management

• Self-motivation

• Social-awareness

• Social skills


LIFE BALANCE

• Family

• Work

• Self

Work should be part of self-fulfillment, then our family must also be part of it.


LIFE BALANCE

A state of mind influenced by the environment you create.

We choose how to live life.


Co Workers

Best Friend


Empathy . . . . . . . . . . Enable


Pakikipag-Kapwa

• Ibang tao (Outsider)• Pakikitungo (transaction / civility)

• Pakikisalamuha (interaction with)

• Pakikilahok (joining / participating)

• Pakikibagay (in conformity with)

• Pakikisama (adjusting)

• Hindi ibang tao (One of Us)• Pakikipagpalagayang-loob (rapport, trust)

• Pakikisangkot (getting involved)

• Pakikiisa (being one with)


Human Connection

• Pakikipagkapwa-tao connotes recognition of the humanity and importance of another person.

• It calls for compassion, caring, decency, and empathy in our relationships with other people.


Engaged employees thrive when they are working in a positive and supportive corporate culture. Their inspiration, energy and enthusiasm in turn enhance the corporate culture.

Employee Engagement

Employee Satisfaction

Employee and Company Performance


Cultivating Talent: High Performance

Talents grow best when

• One’s life is meaningful

• One makes a positive difference in the lives of others

• One leaves this world a better place for others to enjoy


Kapwa Psychology

• Kapwa: shared humanity identity

• Societal values:• Karangalan

• Kalayaan

• Katarunga

• Sikolohiyang Pilipino, developed by Dr. Virgilio Enriquez of UP among others


PMAP Research on 3 Values

• Pagmamalasakit Loyalty & Care

• Bayanihan Teamwork; Collaboration

• Pananagutan Responsibility ; Accountability


Current Working Generations

• Veterans or Traditionalists (1924-1942)

• Baby Boomers (1943-1961) . . . . . 56 to 74

• Generation X (1962-1980) . . . . . 37 to 55

• Millennials (1981-1999) . . . . . 18 to 36

• Gen Z (2000-Present) . . . . . 17


W

O

R

K PASSION


What’s Important in a Job…Career?

Chance to do that makes you feel good

Chance to accomplish something worthwhile

Chance to learn new things

Opportunity to develop your skills

Respect from people you work with

The chances of taking part in making decisions

The amount of job security you have

The way people treat you at work

The praise you get for a job well done

The amount of fringe benefits you get

Physical surroundings of your job


ADOPTING A WIN-WIN ATTITUDE

• Win-Win I’m OK You’re OK

• Win-Lose I’m OK You’re Not OK

• Lose-Win I’m not OK You’re OK

• Lose-Lose I’m not OK You’re not OK


LEADERSHIP – THE BOSS



Empowerment

• Endow with power (legal or official)

• Authorize

• Equip or supply with an ability


How to empower people

• Proper training (Product and Skills)

• Access to information

• Resources are provided

• True leaders serve


Success is . . .

• Knowing my purpose in life

• Growing to my maximum potential

• Sowing seeds that benefit others

• Love and Respect from those closest to you.


Symbols of Success

• Money

• Possessions

• Achievements

• Status

• Approval

• Power

• Beauty

• Talent

• Fame

• Recreation

Is more better?


Success

• Good self-image

• Good attitude toward work

• High expectation of success

• Improved effort

• Better performance


• I AM THE BEST THAT I CAN BE!

• I AM THE BEST THAT I WILL EVER BE!

• BECAUSE I AM THE BEST!


“A happy worker means high productivity.”


GOD

SPIRITUALITY


Value Points

• Courage

• Resilience

• Transcendence


PRAYER

Jesus, through the power of the Holy Spirit, go back into my memory. Every hurt that has ever been done to me---heal that hurt. Every hurt that I have ever caused to another person---heal that hurt. All the relationships that have been damaged in my whole life that I’m not aware of---heal those relationships.

But, Lord, if there is anything that I need to do---if I need to go to a person because he is still suffering from my hand; bring to my awareness to that person.


PRAYER

I choose to forgive and ask to be forgiven. Remove whatever bitterness may be in my heart, Lord, and fill the empty spaces with Your love.

Thank you, Jesus. Amen

Dios Mabalos


Documents

2017 Eastern Visayas Regional Congress of Human Resource ... · 2017 Eastern Visayas Regional Congress of Human Resource Management Practitioners 4. Ensure that Goals are Perceived