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GEN Y EMPLOYEE ENGAGEMENT with focus on Job

Satisfaction (In the context of a Government

CPSE @ a Site Location) - An Analytical Approach

[CASE STUDY]

AUTHOR: ARNAB PRAMANICK, HR EXECUTIVE –

GAIL (INDIA) LTD.

BE (IT) JADAVPUR UNIVERSITY, PGDM IIM

SHILLONG

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Acknowledgement I am thankful to my parents, colleagues and seniors for their blessings,

unflinching support, guidance and inspiration.

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Table of Contents Acknowledgement ................................................................................................................................................ 2

1. ENGAGEMENT .............................................................................................................................................. 5

2. ALIGNMENT-ENGAGEMENT MODEL ...................................................................................................................... 6

3. GENERATION Y – FOLLOW YOUR PASSION! ............................................................................................................ 7

4. POTRAIT OF A Gen Y ...................................................................................................................................... 8

AMBITIOUS ........................................................................................................................................... 8

They are go-getters. Ready to go the extra mile .......................................................................................... 8

LOYALTY VS.QUEST............................................................................................................................... 8

They want to work to bring a wide range of experience and challenge ...................................................... 8

NETWORKING BY NATURE ................................................................................................................... 8

They like to work in teams. They like to connect with others and love to work in open environment

conducive to socializing. They want even their bosses to be accessible ...................................................... 8

FOMO .................................................................................................................................................... 8

Fear of Missing Out: a pervasive apprehension that others might be having rewarding experiences from

which one is absent. The social angst is characterized by a desire to stay continually with what others

are doing ....................................................................................................................................................... 8

NOW GENERATION ............................................................................................................................... 8

They want to live life now. They want to get on with important parts of their life immediately. ............... 8

Remember the PEPSI AD that says “OH YES ABHI!” ................................................................................... 8

MULTICULTURAL EASE ......................................................................................................................... 8

They are comfortable working with people from different cultures and ethnicity ...................................... 8

HEALING BY NATURE ............................................................................................................................ 8

They are environmentally and socially conscious. They want their work to have a positive impact on the

environment ................................................................................................................................................. 8

PEER-TO-PEER WORLD and TECHNOLOGY SAVVY .............................................................................. 8

They are well connected through social media and aware of current technologies and trends ................. 8

5. GEN Y – government CPSE (SAP – Flexible Employee Data) ...................................................................................... 9

...................................................................................................................................................................... 9

SAP ERP –Flexible Employee Data is used to understand the population of different employee groups in

the organization (e.g. age group, active, withdrawn etc.) ............................................................................ 9

6. GEN Y – GOVERNEMNET CPSE Context (Data Cut – July 2015) ................................................................................. 10

7. Job Satisfaction Survey ............................................................................................................................... 11

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8. Survey Results .......................................................................................................................................... 12

9. Survey Results – Regression Analysis ............................................................................................................. 14

10. OVERALL SCORES VS JOB SATISFACTION SCORE –SPIDER MAP ................................................................................. 15

11. Good Things – Government CPSE .................................................................................................................... 16

12. Areas of Improvement ................................................................................................................................ 17

13. Insights – From the Survey (Summary) ............................................................................................................ 18

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1. ENGAGEMENT

© Dilbert

Engagement but whose interest (Employer vs. Employee) ?

The Basic Idea behind engagement is:

Engagement -> Motivation-> Happiness & Belongingness + increase in productivity +

reduced attrition etc.

No “one-size-fit-all” approach will work!

BUT, IS ENGAGEMENT ENOUGH?

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2. ALIGNMENT-ENGAGEMENT MODEL

ALIGNMENT: CASCADING AND LINKING OF ORGANIZATION GOALS TO

INDIVIDUAL GOALS (PMS)

ENGAGEMENT: SET OF MOTIVATORS USED TO CONNECT WITH THE EMPLOYEES

AT DIFFERENT LEVEL – HEART (EMOTIONAL CONNECT), HEAD (POSITIVE

THOUGHTS), HAND (DISCRETIONARY EFFORT)

CASE 1: ALIGNMENT HIGH, ENGAGEMENT HIGH -> HIGH PERFORMANCE

CASE 2: ALIGNMENT LOW, ENGAGEMENT LOW -> LOW PERFORMANCE

CASE 3: ALIGNMENT HIGH, ENGAGEMENT LOW -> DRIVEN ORGANIZATION

(ORDER MAKING & ORDER TAKING MECHANISM)

CASE 4: ALIGNMENT LOW, ENGAGEMENT HIGH -> PASSIONATE (MAY NOT RESULT

IN REAL ORGANIZATIONAL OUTCOMES)

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3. GENERATION Y – FOLLOW YOUR PASSION!

Generation Y refers to the people who were born during the late 1980s.

Born in a time career experts stressed on the importance of following

ones’ own passion. Refer to the graph above. After the 1990s the use of

the phrase ‘Follow Your Passion’ actually picked.

INFLEXION POINT

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4. POTRAIT OF A Gen Y AMBITIOUS

They are go-getters. Ready to go the extra mile

LOYALTY VS.QUEST

They want to work to bring a wide range of experience and challenge

NETWORKING BY NATURE

They like to work in teams. They like to connect with others and love

to work in open environment conducive to socializing. They want even

their bosses to be accessible

FOMO

Fear of Missing Out: a pervasive apprehension that others might be

having rewarding experiences from which one is absent. The social

angst is characterized by a desire to stay continually with what others

are doing

NOW GENERATION

They want to live life now. They want to get on with important parts

of their life immediately.

Remember the PEPSI AD that says “OH YES ABHI!”

MULTICULTURAL EASE

They are comfortable working with people from different cultures and

ethnicity

HEALING BY NATURE

They are environmentally and socially conscious. They want their work

to have a positive impact on the environment

PEER-TO-PEER WORLD and TECHNOLOGY SAVVY

They are well connected through social media and aware of current

technologies and trends

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5. GEN Y – government CPSE (SAP – Flexible

Employee Data)

SAP ERP –Flexible Employee Data is used to understand the population

of different employee groups in the organization (e.g. age group, active,

withdrawn etc.)

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6. GEN Y – GOVERNEMNET CPSE Context (Data Cut –

July 2015)

GEN Y 19%

OTHERS 81%

CURRENT POPULATION

GEN Y 26%

OTHERS 74%

EXPECTED POPULATION AFTER 5 YEARS

GEN Y Population

N (active employees) = 4315

N (active employees & age <=30) = 799

GEN Y Population % = 799/4315 = 18.52%

Five Years after:

Expected GEN Y Population => (799+

321)/4315 = 26%

Assumption: 55-60 years age group will

retire in 5 years and will be replaced

GEN Y ATTRITION RATE

N (employees <= 30 years of age) = 934

N (employees <= 30 years & active) = 799

N (employees <= 30 years & withdrawn) = 135

Attrition Rate = 135/934 = 14.45 % w.r.t age

group.

IMPLICATIONS: ATTRITION -> FIND SUITABLE REPLACEMENTS

• RECRUITMENT COST/ TRANSFER COST

• T&D INVESTMENTS BECOME SUNK

• LESS PRODUCTIVE NOTICE PERIOD

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7. Job Satisfaction Survey

The Survey was conducted using Online Survey Software.

ABOUT THE SURVEY

(1) Questions were asked on five broad themes – career development, work,

work environment, relationship with management, compensation &

benefits

(2) We further asked the respondents to provide overall ratings to the five

themes and to provide a job satisfaction score

(3) We asked them to point out good things and areas of improvement in their

company

KEY HIGHLIGHTS

TYPE OF SURVEY: ANONYMOUS

POPULATION: <= 30 YEARS AGE GROUP

NO OF RESPONSES: 34

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8. Survey Results

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COLOR CODING

OVERALL FACTOR

IMPORTANCE - OVERALL NOT

DISSATIFIED (% POPULATION)

OK <=10%

ALERT >10% AND <= ~20%

CONCERN >> 20%

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9. Survey Results – Regression Analysis

OUTPUT: Overall Work Quality Score is found to have significant positive

correlation with JOB Satisfaction Score (95% confidence)

Limitation: More survey responses would have resulted in a better model

KEY HIGHLIGHTS

MODEL: MUTIPLE LINEAR REGRESSION

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10. OVERALL SCORES VS JOB SATISFACTION SCORE –

SPIDER MAP

0

2

4

6

8

101

23

45

6

7

8

9

10

11

12

13

1415

1617

1819

2021

22

23

24

25

26

27

28

29

30

3132

3334

MULTI- VARIATE REPRESENTATION

Work Quality

Compensation

Career Development

Work Environment

Employee Relationship withManagement

JOB SATISFACTION ( ON ASACLE OF 10 )

INTERPRETATION

There are 34 edges each representing a response to our survey.

The score for each variable is along radius. It increases outwards

Observations

Most of the respondents have rated Compensation (salary) highly. The next two are

Work Environment & Employee Relationship with Management

Cases such as 17 & 19 are clear cases of Dissatisfied employees

Cases such as 31 & 28 are clear cases of Satisfied employees

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11. Good Things – Government CPSE

We asked the respondents to point out the good things in the government CPSE as

per their perception and experience. The data received is represented in the form

of a Word Cloud. Words with high occurrences are most prominent.

Compensation, friendly work environment, job security were some of the good

things @ the government CPSE

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12. Areas of Improvement

We asked the respondents to point out the Areas which require improvements as

per their perception and experience. The data received is represented in the form of

a Word Cloud. Words with high occurrences are most prominent. Transfer-policy,

location, choice posting, senior-junior interaction were some of the areas of

concern

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13. Insights – From the Survey (Summary)

1. Areas of future concern - Work variety and worth, Rewards & Recognition, Work-Life Balance,

Opportunities to use Skills & Abilities, Safe Work Environment, Corporate Culture, Communication

between employee & Senior Management, Managements’ recognition of employee’s job

performance, autonomy & independence

2. Areas of immediate concern – Quality of work , Career Advancement opportunities, Job

specific training

3. Compensation and benefits scores highly but is not correlated with job satisfaction! (

however, a hygiene factor )

4. Work Quality is found to be (statistically) the most significantly correlated with job

satisfaction

5. Good Things @ Government CPSE – friendly work environment, Compensation & Benefits

etc.

6. Areas of improvements – Transfer policy, location, accommodation facilities, senior-junior

interactions etc.