Gain leaders trust to sharpen the human capital agenda. Navigate across contexts to create tangible impact

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4 Gain leaders trust to sharpen the human capital agenda Navigate across contexts to create tangible impact Understand business imperatives, connect people initiatives

5 Alumni refer someone for an AHLC course Flagship certificate courses for HR professionals Is the median participant experience Bespoke HR capability journeys for organizations Alumni feel empowered to drive business results HR leaders are a part of our alumni community HR professionals have received training via our courses

6 Comprehensive Assessment Assignment Learning Lab Online Discussion E-Learnings Registration

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8 What gets measured then? Employee satisfaction: rational response How things are Measures of morale Current state What gets measured now? Employee engagement: rational and emotional response Core areas and what makes your business stronger and weaker in each Current state and gap to future desired state Insights gained then.. Poor information on where to act Not able to assess impact of change Not linked to business results De valued HR approach to business leaders Insights gained now.. Identifies drivers that influence Engagement the most Estimates impact and determines future action priorities Delivers focused, measurable and targeted action plan to business leaders

9 Engagement Are we creating the environment where the right people want to be? Alignment Do we have the right people doing the right things to reach our goals? Attract & Acquire Align & Focus Embed employer brand in talent marketplace Drive strategic traction with an engaged team Develop & Equip Gear employees for future readiness Reward & Retain Create a fulfilling employment deal

10 Engagement Experience Hear employee voice on foundation and differentiator drivers Communication Work tasks Talent & Staffing Reputation People Manager Senior Leadership Critical Thinking Test hypothesis Identify linkages Understand priority areas Focus on key demographics Engagement Outcomes Understand and map employee behavior dimensions with engagement Saying positively about organization Have intense sense of belonging Are motivated and exert efforts Business Outcomes Improve by driving engagement and refining talent priorities Retention Productivity Wellness Customer Satisfaction Total shareholder return Revenue growth

11 Partner with HR to drive engagement improvement Empower with insights Organization BU / Function Manager / Team Engage key stakeholders Enhance employee experience Act as a fulcrum to drive team s engagement Align programs for an engaging employee experience Enable work environment

12 Set a target for team engagement Enable managers to effectively use resources to spur employee progress Partner with managers to create and drive action plans Review manager scorecard Evaluate paths to boost engagement Empower managers to improve team engagement Agree on actions and timeframes

13 Critical Experiences Guiding Beliefs Displayed Behaviors Understand the impact of critical experiences on leaders Help leaders to share empowering beliefs Enable leaders to focus on engaging behaviors Purpose Step up Stabilize Energize Connect Be real Serve Grow Engage: gain leaders trust by being credible Listen: understand experiences & beliefs Frame: storyboard options Envision: paint the impact of improvement Commit: handhold improvement journey

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15 Engage to Align Uncover Insights Embed Engagement Cascade Improvement Final Assessment Day 1 Day 2 Assessment Learning journey spanning across four contact classes and a comprehensive online assessment Online Learning Modules* Online Discussion Boards* VIA Voice, Insights, Action Aon s Engagement Reporting Tool *Active for one year

16 Final Assessment Assignments Class Participation Quiz Final Assessment can only be taken after attending all four modules Minimum 50% is required in the final assessment At least 50% aggregate score is required to complete the certification

17 Engage to Align Align your employees with organization mission Objectives Understand the linkages between business strategy and human capital strategy; and the impact on HR programs and priorities Analyze strategic talent priorities under the broad themes of market maturity, organization readiness, and organization aspiration Design an effective listening architecture to understand the intellectual and emotional involvement of employees Get a holistic view of the employee engagement lifecycle using Aon's approach to engagement Outcomes Champion engagement by showcasing benefits and charting your organization's journey Explore the link between engagement drivers, engagement outcomes and business outcomes Map the impact of engaged employees on strategic traction and business results Appreciate and plan for nuanced needs and priorities for different employee segments

18 Uncover Insights Interpret engagement results to drive outcomes Objectives Understand the business linkage of talent priorities to frame hypotheses around engagement Understand key phases in an engagement project: program architecture survey administration, analysis and insights, and action planning Practice how to measure and analyze results using Aon s engagement model Analyze results to identify areas which drive and sustain engagement Outcomes Plan initiatives around engagement: emerge as the primary owner of engagement measurement Manage the key success factors to drive leader buyin and boost employee participation Generate actionable insights at an organization, business unit and team level Articulate how engagement insights impact business goals and human capital imperatives

19 Embed Engagement Anchor the engagement improvement journey Objectives Present engagement results to leadership with the objective of making progress on the engagement improvement journey Facilitate leadership discussion on focus areas: address systemic barriers and amplify enablers at an organizational level Build organizational capability to carry forward the engagement journey through a team of internal champions Use insights from engagement survey as a starting point to review and refine HR policies and programs Outcomes Anchor the engagement improvement journey Make senior leaders, people managers and HR equally responsible and accountable Fortify tenets of employment promise that resonate with employees; refine tenets that don t Learn to plug the gaps in the employee experience across the employee lifecycle

20 Cascade Improvement Advise leaders and partner with managers Objectives Facilitate creation, interpretation and dissemination of leaders' and managers' scorecards Advise leaders on their transformation by looking at critical experiences, guiding beliefs and displayed behaviors Help managers connect the employee value proposition with positive aspects of an organization to create a sense of purpose for the employees Analyze results to guide leaders and managers to create teamlevel plans Outcomes Articulate role and set accountabilities of leaders and managers to drive engagement Emerge as leaders confidant by handholding transformation to engaging leadership Coach managers to drive create action plans and partner with them to drive team interventions Review progress: drive behavioral change through development plans

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22 Ashish has over 15 years of work experience in increasingly responsible roles within consulting in several organizations. He has joined Aon as a Practice Leader in 2018 and is responsible for leading the overall Engagement business and the team. Ashish is also the founder of SEE talks, a platform to recognize ordinary heroes who are doing extraordinary work for the society selflessly. In his most recent position, He was managing the Employee Engagement business at Willis Towers Watson. Previously he has worked in organizations such as People Business Consulting, Gallup, Bajaj Allianz Life Insurance and Kotak Life Insurance. He has also been a visiting faculty at SIMSREE. He specializes is Client Acquisitions, Revenue Generation, Profit Centre Management, Consulting, Solution Architecture, Build Outs, Client Relationship, CEO/CXO advisory, Strengths coaching, Leadership Development, Leading teams, Vision, Management Faculty and Marketing. Apart from work, he is passionate about running and learning new things. He is also involved in a lot of community work, he works as coach in Mumbai based NGO working for children with special needs and teaching them cricket on weekends. Ashish Ambasta Practice Leader, Engagement and Culture Ashish s Mantra To Reduce Suffering And Increase Happiness of those I touch. Self

23 Ashish has over 15 years of work experience in increasingly responsible roles within consulting in several organizations. He has joined Aon as a Practice Leader in 2018 and is responsible for leading the overall Engagement business and the team. Ashish is also the founder of SEE talks, a platform to recognize ordinary heroes who are doing extraordinary work for the society selflessly. In his most recent position, He was managing the Employee Engagement business at Willis Towers Watson. Previously he has worked in organizations such as People Business Consulting, Gallup, Bajaj Allianz Life Insurance and Kotak Life Insurance. He has also been a visiting faculty at SIMSREE. He specializes is Client Acquisitions, Revenue Generation, Profit Centre Management, Consulting, Solution Architecture, Build Outs, Client Relationship, CEO/CXO advisory, Strengths coaching, Leadership Development, Leading teams, Vision, Management Faculty and Marketing. Apart from work, he is passionate about running and learning new things. He is also involved in a lot of community work, he works as coach in Mumbai based NGO working for children with special needs and teaching them cricket on weekends. Ashish Ambasta Practice Leader, Engagement and Culture Ashish s Mantra To Reduce Suffering And Increase Happiness of those I touch. Self

24 Raswinder manages the delivery of Aon s Engagement & Culture Practice for the West Region. He is instrumental in ensuring that Aon s delivery is always cutting edge and is consistently finding new levels of quality and depth of advisory. He has worked with clients in sectors ranging from BFSI, Pharmaceuticals, FMCG, Engineering to Manufacturing within India and Globally. He has a fundamental grounding in survey and research techniques from his stints with human capital research organizations. He brings with a plethora of practical knowledge and best practices through his extensive experience in consulting, research and Corporate HR. He also leads the delivery of Learning Certification Programs. He started his career with Deloitte Consulting Human Capital Practice and then worked with CEB as a part of the Total Rewards practice. In his latest stint before joining Aon, He led HR Strategy and Projects at Snapdeal where he worked directly with HR and Business leaders to create people frameworks to solve business realities. He has a degree in Mechanical Engineering and is a post graduate from Symbiosis Institute of Management Studies (SIMS). Raswinder Jit Singh Senior Consultant, Engagement and Culture Raswinder s Mantra Knowledge comes but Engagement lingers -Lord Tennyson

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26 Learning Center Classroom sessions 16 hours Course Calendar Click to view Terms & Conditions Click to view Online Discussion Board Active for one year Participant Handbook Pre-reads 6 hours Certification Aon Hewitt Certified Engagement Expert Connect with us aonahlc@aon.com Course Fee (inclusive of taxes) 45,000 Participation will be confirmed post payment

27 Aon AHLC Inquiry Mailbox: Amit Kumar: