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    Where Are You On The Survey Evolution Scale?

    Temperature-
    Taking

    Employee Entitlement

    Tactical (Engagement,
    Safety, Quality)

    Strategic People Equity

    Focus is on:
    Issues awareness Satisfaction, morale, pay, job security, and other employee relations issues Employee commitment, engagement, and their drivers All three human capital components: engagement, alignment, commitment, and their drivers/enablers
    Linked to:
    No linkage Limited employee relations outcomes Employee engagement, turnover, performance Customers, operations, and business outcomes
    Action aimed at:
    Low action Corporate HR initiatives to improve morale, stem turnover Issues, skill, or HR processes that influence employee commitment, engagement, or turnover Human capital effectiveness (enterprise and division level)
    Management commitment:
    Low Often low or narrowly focused Varies across levels and functions; greater emphasis on middle management or unit themes Strong leadership ownership and action; high middle management involvement
    Resource allocation:
    Few resources allocated to address issues Follow up resources (time and funding) targeted defensively Follow up resources targeted tactically Follow up resources targeted strategically
    Basic assumption:
    “It’s better to know than not.” “Happy employees produce good things.” “Surveys help us improve people and people processes.” “Human Capital Management is the critical strategic challenge.”


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