employee engagement in organisations

8/12/2019 Employee Engagement in organisations

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EMPLOYEE ENGAGEMENT

AT KPMG INDIA LTD.

InterviewedMrs. Archana Gupta

Jahnvi Gupta1211230

3BBM-B


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Is everyone clearabout how they add value to the organization? Docommunicationsfit together in a proposition to other employees, or

do they confuse staff about what is really important?

Do you have clear accountabilities?

Are you satisfied with the work culture?

Are the employees open to change?Do the employees get opportunities forcareer developmentsuch as Job

related training, opportunities for professional growth.

Are you satisfied with the relationship managementsuch as, trust between

the employees and good work relations and communications?

Is there two- way feed back?

How is the careerplanningand succession planningin the organization?

Are you compensatedfairly relative to the local market ?

Questions raised in the interview


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Views of the employee

There is clarity among the employees as to how they are adding value tothe organization, that is that there is clear division of work. Also, if the

employees have any doubts about the task assigned, they can refer to their

immediate superior for help who are always ready to guide.

There is clarity in communication to a large extent which enables greater

performance as the employees are clear about what is expected of them.

Sometimes the employees face confusion in authority in a particular case,

which makes accountability ambiguous. But apart from these few cases, the

accountability and responsibility is clearly delegated.

The work culture includes values, visions, norms, language, system, beliefs

and habits that are common to all organization members. KPMG hirespeople from diverse backgrounds and ensures that they all fit in well with

the organization culture. KPMG respects various diversities in cultures as

can be seen when they give restricted holidays on various festivals etc.


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KPMG also allows flexitime, job sharing, compressed work week ,

telecommuting, career breaks and unpaid leave. Flexible work conditions

depend on the location though, like- in the India offices, these liberties are not

as prominent as in the foreign KPMG offices. In India KPMG, job sharing isnot very prominent.

All employees are expected to follow a code of conduct that ensures respect for

all.

The employees are encouraged to share knowledge and also communicate more

in the organization. KPMG hires people who are open to change and keep up with the modern

world in terms of operations, technologies etc that the company may wish to

adopt.

There is learning and development opportunity for every employee in kpmg.

Which is powerful combination of technical training, coaching and mentoring

and skill building programs. Kpmg often has seminars.


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The work relations are pretty satisfactory, there is no kind of harassment at

the work place. Everyone treats everyone with a sense of respect and there

is no kind of discrimination also.

After every meeting there is a feedback session, where employees can

discuss their issues with a client or any other issues worth addressing with

their superiors.

After an employee is promoted or transferred, there is always a successor

needed to fill that vacant position, KPMG either falls on internal sources but

mostly depends of external sources to fill the vacancies to infuse new blood

in the organization.

Yes, KPMG compensation policy is fairly good in comparison to its

competitors, after all its Big 4.

KPMG also has various retreats such a picnics, weekend trips for the entire

office, so that the employees get a little relaxation.


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Increase Leadership VisibilityLeaders should make it a top priority to reinforce organizational values and maintain a

sense of calm to employees under distressful times

Prepare and Empower Managers

Provide managers with the skills to be effective with employees and equip them with

the right resources to manage business operations

Drive the Right BehaviorIdentify the key drivers of culture in the organization and develop initiatives to help

shift or align those with the desired behaviors

Communicate, Communicate, Communicate

Develop feedback channels, such as internal blog sites, where employees can

anonymously vent and share stories; leadership can stay connected to the overall mood

of the organization and get in front of rumors that ariseRetain Critical Talent

Introduce flexible work programs and total rewards packages emphasizing work/life

balance to incent your workforce and show appreciation for their efforts

Align Critical Talent

Help critical talents understand the connection between their efforts and the

companys ability to achieve organizational success

What KPMG is expected to do for employee

engagement in conclusion:

employee engagement in organisations

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