measuring & enhancing employee engagement - gpf · pdf filemeasuring & enhancing...

Measuring &

Enhancing Employee

Engagement

The Government Pension Fund

2015

Toward the journey of Best Employer

Proprietary & Confidential

Contents Page

Sections Page Number

GPF Engagement Survey 3

Our Credibility and Benchmarking Database 12

Scope of Work 16

Project Plan 19

Sample Deliverables 21

Professional Fee 29

Appendix:

About Aon Hewitt 28

Overview of Best Employer Study 2013 36

2

Key Theme of GPF Engagement Survey

3

High

Employee

Engagement

Compelling

Employer

Brand

Effective

Leadership

High

Performance

Culture

Best Employer

Four measurable factors contribute to whether an organization is a best employer:

Employees speak

positively about the

company, are

emotionally attached

and motivated

Reputation and

credibility of the

company which

attracts, motivates and

retains the right people

for their business.

Leaders and managers

engage employees in

the vision and lead the

company to success

Employees are aware

of company goals and

their personal

contribution to achieve

high performance

3

4

What constitutes a best employer?

High

Employee

Engagement

Compelling

Employer

Brand

Effective

Leadership

High

Performance

Culture

Engaged employees display three key behaviors:

• They speak positively about their organization

• They intend to stay with the organization

• They feel motivated to exert extra effort to meet business goals

Engagement and Satisfaction

Engagement is displayed through

these three key behaviors

Measures of engagement

“Strive” = Exert effort

Employees are inspired by the

company to exert extra effort.

“Stay” = Want to remain a member of the organization

Have an intense desire to be part

of the company.

“Say” = Speak positively

Consistently speak positively

about the company to colleagues,

potential employees and

customers.

Engagement Behaviors

PEOPLE WORK

TOTAL

REWARDS

COMPANY

PRACTICES QUALITY OF

LIFE

The Work

Experience

Diversity

Work-Life Balance

Resources

Sense of Accomplishment

Work Tasks

Work Processes

Innovation

Senior Leadership

Manager

Co workers

Customer Focus

Managing Performance

HR/ People Practices

Brand Alignment

Organization Reputation

Corporate Social Responsibility

Pay

Benefits

Recognition Career Opportunities

Learning & Development

OPPORTUNITIES

Comprehensive engagement drivers covering different

aspects of the employment relationship

5

6


High

Employee

Engagement

Compelling

Employer

Brand

Effective

Leadership

High

Performance

Culture

Organizations with a compelling employer brand:

• are well-known and have good reputation in the market

• ensure that people joining the company experience what they had

imagined before recruitment

• have employees who are proud of being part of the organization

7


High

Employee

Engagement

Compelling

Employer

Brand

Effective

Leadership

High

Performance

Culture

Organizations with effective leaders have:

• senior leaders who provide a clear vision for the organization

• employees who believe that senior leaders make good business

decisions

• employees who feel treated as a valued asset and think that

communications from their senior leaders are open and honest

Proprietary

8


High

Employee

Engagement

Compelling

Employer

Brand

Effective

Leadership

High

Performance

Culture

In organizations with high performance cultures:

• employees are aware of their goals and how they contribute to the

organization’s overall performance

• employees share in overall success of the organization

• there are excellent career and employee learning opportunities

Research Based Methodology Survey Elements

9

BENEFITS SURVEY QUESTIONS

Core

Engagement

Measures

Know which key

drivers will impact

your employees’

engagement

Benchmark against

the ‘Best-in-class’.

Know how engaged your

employees are as research

shows a strong link between

engagement and organization

performance

Gather

actionable

feedback

Customize to

suit your

organization’

s needs

1. People - Senior Leader (4-5 questions)

- Manager (4-5 questions)

- Coworkers (4-5 questions)

2. Reward

- Pay (4-5 questions)

- Benefits (4-5 questions)

- Recognition (4-5 questions)

1. People

2. Rewards

3. Company

Practices

4. Quality of Life

5. Opportunities

6. Work

Detailed Sub-Driver

Measures

Key Driver

Measures

1.Senior Leadership (4-5 sub questions)

2.Manager (4-5 sub questions)

3.Co workers (4-5 sub questions)

4.Customer Focus (4-5 sub questions)

5.Work Tasks (4-5 sub questions)

Say Stay Strive

Core 60

Best Employer

Certification Items

SAY

111

SAY

111

STAY

222

STAY

222

STRIVE

333

STRIVE

333

Business results including

Revenue, Profit, Stock price

etc.

Business Results

Understanding which key drivers have the

strongest impact in engaging employees is a

powerful tool in improving and sustaining the

organization’s engagement level. What impacts

each organization is unique and the Aon Hewitt

Impact Model Analysis helps to identify the areas

needed in improving or sustaining engagement.

Employee Satisfaction

Employee Engagement

Research shows a strong link between

engagement and organization performance

6 Factors consisting of 6 Key Drivers

People, Work, Total Rewards, Opportunities,

Quality of Life, Company Practices

Employee Engagement Matters: How Engagement is Linked to Business Results

10


Contents Page


Key Theme of GPF Engagement Survey 3


Scope of Work 16

Project Plan 19


Professional Fee 29

Appendix:

About Aon Hewitt 28


11

Aon Hewitt’s Global Employee Engagement Practice

7,000+ Organizations that have partnered

with us on Employee Engagement

between 2008 - 2012

5.76 Million Employees directly surveyed

between 2008 - 2012

153 Countries where we have measured

Employee Engagement

68 Industries where we have

measured Employee Engagement

17 Million + Employee opinions represented

through our surveys between

2008 - 2012

12


We Invest Heavily In Employee Engagement Research To Constantly Refine & Improve Our Consulting Advice To Clients

Started in 2001, Best Employers Asia is the longest & deepest study into

Employee Engagement & differentiating human capital practices

‘Voice of Employees’ is SEA specific research

into High Engagement Leader

13


Our Value Proposition

14

Value to You Why Aon Hewitt

Decades of researched based methodology with proven linkage to financial results.

Global Model and worldwide that has been developing for 18 years

Benchmarking and Norms from Best Employer’s research (Global, APAC, Thailand)

Quick and customized implementation plan

Professional and Expertise working Team

Robust methodology with proven linkage to financial results.

Reliable results with world class standard and able to customize to your organization

Benchmarking your organization to business industries and Best Employers

Ensure that your results are customized to meet your needs

Beneficial recommendations provided to your organization

Our Approach

Core 60

Best Employer

Certification Items


Contents Page


Key Theme of GPF Engagement Survey 2014 3


Scope of Work 16

Project Plan 19


Professional Fee 29

Appendix:

About Aon Hewitt 28


15


Detail Scope of work

Survey design Aon Hewitt Core 60 Standard Engagement Questions

Data Collection Online approaches with approximately 300 employees

Benchmarks

Best Employers Thailand 2015

• Asia Pacific Financial Services Global, APAC 2011-2014

Thailand Country Norm 2014

Languages Questionnaire will be in 2 languages (Thai and English)

1 Offline Report

Type of Deliverable GPF Engagement Survey Report with Best Employer Theme Analysis

GPF Scope of Work

16


Contents Page




Scope of Work 16

Project Plan 19


Professional Fee 29

Appendix:

About Aon Hewitt 28


17

Project Planning

1

Survey Design

2 Survey

Administration

3 Data

Analysis &

Reporting

4

Conduct project kick-off meetings

Set up project team

Finalize key theme of Engagement survey 2014

Standard Core 60

• Online Survey

Administration

• Report

Generation

• Result

Presentation

Key C

on

sid

era

tio

ns

Engagement Survey : Summary of Project Plan

Project Management & Communication

2 Months

18

Proprietary & Confidential 19

Detailed Project Timeline (1/2)

Key Activities

Month 1 Month 2 Month 3

W

1 W2 W3

W

4 W5 W6

W

7

W

8

W

9

W1

0

W1

1 W12

W1

3

Phase 1: Project Planning & Management

1.1 Project kick-off

1.2 Develop Communications plan for roll-out

Phase 2: Survey Design & Setup

2.1 Standard Core 60 + Customized Questions

2.2 Engagement survey finalization & sign-off

2.3 Confirm survey administration process and

support required

2.4 Survey Website and user account set-up

2.5 Testing and sign-off of survey site

Phase 3: Survey Administration

3 Data Collection: Survey go live and

administrative support

Phase 4: Data Analysis & Reporting

4.1 Data processing, analysis & modeling)

4.2 Report preparation

4.3 Results presentation to project team


Contents Page


GPF Engagement Survey 2014 3


Scope of Work 16

Project Plan 19


Professional Fee 29

Appendix:

About Aon Hewitt 28


20

Proprietary & Confidential | January 2013

Sample BEA Report by Themes

21

Proprietary & Confidential | January 2013

Best Employers– Reporting:

Participant Report Sample

22


Contents Page




Scope of Work 16

Project Plan 19


Professional Fee 29

Appendix:

About Aon Hewitt 28

Overview of Best Employer Study 36

23


5. Professional Fees This professional fee is based in the time involvement of the Aon Hewitt consultants and the deliverables


Professional Fee

25

Scope Professional Fee

Phase 1-4 : Completed Employee Engagement Survey

with Best Employer Theme Analysis 125,000 Baht

Please note that the Professional Fees do not include:

VAT which will be charged at the prevailing rate;

Out-of-Pocket Expenses such as printing, transportation, accommodation, etc. which will be charged at actual cost and will not exceed 5% of Total charges for the project.

In formulating our fees, we base our estimates on the value of time, materials, all sources of knowledge and expert systems utilized on the project. In addition to the consultants who will work with you, we will leverage our knowledge and expert systems including our extensive best practice databases, our firm-wide research capability, our ability to tap into our global network of offices, and the tools and systems we have developed as a firm that can be applied on the project.


Contents Page


Key Theme of GPF Engagement Survey 3


Scope of Work 16

Project Plan 19


Professional Fee 29

Appendix:

About Aon Hewitt 28

Overview of Best Employer Study 36

26

Aon Risk Services

• Retail brokerage

• Captive management

• Affinity programs

• Select personal lines

• Premium finance

Aon Benfield Global

• Treaty & facultative reinsurance

brokerage

• Risk management services

• Capital markets

• Affinity group

Aon Hewitt

• Health & Benefits

• Human Capital

• Employee benefits outsourcing

• Retirement and investment

consulting

• Global benefits

• Compensation, McLagan &

Radford

Aon Corporation, the parent of Aon Hewitt, is a publicly listed

company (NYSE: AON)

About: Aon

27


Talent & Organization Competency (การออกแบบและประมาณ

สมรรถนะ)

Performance Management (ระบบการ

บรหารผลการปฏบตงาน)

Potential /Talent Management (การ

บรหารพนกงานทมความสามารถสง)

Career Management (การบรหาร

ความกาวหนา)

Rotation Program (การบรหารการโยกยาย

พนกงาน)

Merger and Acquisition (การวเคราะหขอมล

แบบเจาะลกเบองตนในการควบรวมกจการ)

HR Harmonization (การประสานระบบ

ทรพยากรบคคลหลงการควบรวมกจการ)

Organization Structure Design (การ

ออกแบบโครงสรางองคกร)

Change Management (การบรหารความ

เปลยนแปลงในองคกร)

Manpower Planning (การจดท าแผนและกล

ยทธการวางอตราก าลงคน)

Culture Design and Assessment (การ

สรางวฒนธรรม)

Executive Compensation &

Performance Executive Reward Philosophy (กลยทธ

การบรหารคาตอบแทนส าหรบผบรหาร

ระดบสง)

Executive Compensation Design (การ

ออกแบบคาตอบแทนส าหรบผบรหารระดบสง)

Short and Long Term Variable Pay

Design (การออกแบบคาตอบแทนแปรผน

ระยะสนและระยะยาว)

Employee Stock Option (การกระจายหน

แกพนกงาน)

Board Evaluation (การประเมนคณะ

กรรมการบรหาร)

KPI, BSC and Target Setting (การ

ออกแบบตววดผลการปฏบตงาน และ

เปาหมาย)

Benefits Administration Benefits benchmarks and

design (การออกแบบ และการ

วดระดบมาตราฐานสทธ

ประโยชน)

Flexible benefits and

design (การออกแบบ และการ

จดสทธประโยชนแบบยดหยน)

Benefits claims and

member administration

(การบรหารจดการงาน

เรยกรองสทธประโยชนของ

สมาชก)

Health claims analysis and

wellness reporting (การ

วเคราะหการใชประกนสขภาพ

และรายงานดานสขภาพ)

Employee communication

and orientation programs

(การสอสารและการปฐมนเทศ

พนกงาน)

28

Retirement Retirement Financial Plan (การวางแผนทาง

การเงนส าหรบโครงการเกษยณอาย)

Actuarial Valuation accordance with IAS 19 or

FAS 87 (การค านวณเงนส ารองทางการเงนในการ

วางแผนบคคลากรตามระเบยบทางการบญชสากล)

“Empowering organizations and individuals to secure a better future through innovative talent, retirement

and health solutions”

Leadership Leadership Profile & DNA (การจดท า

ลกษณะผน าองคกร)

Leadership Assessment (การประเมน

ภาวะผน า)

Integrated Leadership Development

(การพฒนาศกยภาพ และภาวะผน า)

Executive Coaching, Mentoring,

Performance Coaching and

Assimilating Coaching (การสอนงาน)

Succession Plan (การวางแผนการ

ทดแทนผบรหาร)

Aon Hewitt Learning Centre for

Strategic HR and Line Manager (การ

จดการการฝกอบรมกบฝายบคคลและ

หวหนางาน)

Insured Benefits Advice Group Life , Accidental

Death & Disablement, &

Total & Permanent Disability

Benefit (การประกนชวตกลม

การประกนอบตเหตและทพพล

ภาพ และ การประกนทพพลภาพ

สนเชงถาวร)

Group TOA & Surgical

Benefit In-Patient & Out-

Patient (การประกนคารกษาใน

โรงพยาบาลและศลยกรรม

ผปวยใน และ ผปวยนอก)

Expatriate Health Benefits

(การประกนคารกษาพยาบาง

ส าหรบชาวตางชาต)

Employee Engagement Employee Engagement Survey (การศกษา

ความผกพนของพนกงานทมตอองคกร) and

Results to Action Plan (การจดท าแผนปฎบต

การ เพอเพมความผกพน)

HR Audit (การทบทวนการบรหารงานบคคล)

Next Generation HR Program (การบรหาร

จดการบคคลากรแนวใหม)

Compensation Reward Philosophy (กลยทธการบรหาร

คาตอบแทน)

Salary Survey (การส ารวจคาตอบแทนใน

ตลาด)

Job Description (ค าบรรยายลกษณะงาน)

Job Evaluation (การประเมนคางาน)

Job Level/ Grade (การจดระดบชนของ

ต าแหนงงาน)

Salary Survey Design (การออกแบบ

คาตอบแทนตาง ๆ และโครงสรางเงนเดอน)

Our scope of works:

Our Client Experience – Thailand Employee Engagement Clients

Organization Scope of Work Employee Size

(Est. at Survey Period)

AIS Employee Engagement Survey

Executive Interviews 10,000

Chanel Thailand Employee Engagement Survey

Executive Interviews

Action Planning Workshop

Communication Workshop

Engagement Follow up

500

Onyx Hospitality Group (Amari) Employee Engagement Survey (Regional Survey

hosted by Thailand)


HR Roadmap

1,800

Brenntag Asia Pacific Employee Engagement Survey and Values

Assessment

( Regional Survey hosted by Thailand)



800

BANPU Group Employee Engagement Survey


Train the Trainer on Employee Engagement

improvement to Banpu working team

Business trip for management to organizations in Aon

Hewitt’s Best Companies in Employee Engagement

350

29




Bangkok Synthetic (BST) Employee Engagement Survey



350

NSTDA Employee Engagement and Culture Value Survey


Result to Action Workshop

2300

Thai Bridgestone Co., Ltd. Employee Engagement Survey


Focus Group discussion


3800

Chareon Pohkaphan Foods

(CPF)

Employee Engagement Survey

Executive Interview


Train the Trainer on Employee Engagement

improvement to CPF working team

35,000

CP ALL (7-Eleven) Employee Engagement Survey

In-depth Interviews


27,000

PTT Polymer Marketing Employee Engagement Survey



200

30




Thai Asia Pacific Brewery Employee Engagement Survey

Focus Group Discussion


1,500

True Corporation Employee Engagement Survey 18,000

CAT Telecommunication Organization Design

Operating Model


HR Audit

Job Evaluation

Compensation framework Design

KPI

7000

Bank of Thailand (Banknote) Employee Engagement Survey


Business trip for management to organizations in Aon

Hewitt’s Best Companies in Employee Engagement


Action planning Workshop

900

31




PTT PLC Employee Engagement Survey

Internal Customer Satisfaction Survey



3,500

Sansiri Employee Engagement Survey 990

Central Pattana (CPN) Employee Engagement Survey

Internal Customer Satisfaction Survey

Executive Interview

2,000

BNH Hospital Employee Engagement Survey



Employer Branding

HR Roadmap

600

Bangkok Hospital Medical Center Employee Engagement Survey


Values Assessment

HR Roadmap

2,200

Samitivej Hospital Group Employee Engagement Survey



Employer Branding / Employee Value Proposition

HR Roadmap

1,700

32




Kasikorn Bank (KGroup) Employee Engagement Survey



18,000

Toyota Motor Thailand (TMT) Employee Engagement Survey,

Engagement Improvement Project


14,000

Toyota Dealers Employee Engagement Survey 13 Dealers in Thailand

Tripetch Isuzu Sales

Tripetch Isuzu Services

Auto Technique (AUTEC)

ICTUS




1,600

Tripetch Isuzu Leasing Employee Engagement Survey 450

33

Our Client Experience - South East Asia

Organization Country Coverage

Malaysia Airport Holdings

Berhad (MAHB) Malaysia

In 2011, we conducted the 6th survey cycle of Employee Engagement with

MAHB covering 3000+ employees in the organization across all locations in

Malaysia

MMC Corporation Berhad Malaysia

We have recently been engaged by the Chairman’s Office to conduct an

Employee Engagement study for the top ~200 leaders in the group up to N-3

level.

We have just embarked on the Project Planning Phase with them.

Sime Darby Berhad Malaysia

Global Employee Engagement survey for Sime Darby Berhad across 3 survey

cycles covering 30,000+ employees across all 8 Divisions (Motors, Plantation,

Industrial, Healthcare, Property, APS, Energy & Utilities and GHO).

We are currently in the midst of the 3rd survey cycle with 2010 and 2011 already

completed.

Tenaga Nasional Berhad (TNB) Malaysia

In 2011, we conducted the 4tth survey cycle of Employee Engagement with TNB

covering a 6000+ employee sample in the organization across all locations in

Malaysia

Singapore Airport Terminal

Services (SATS) Singapore

In 2012, we conducted an Employee Engagement Survey for all SATS

employees covering over 10,000 respondents.

Changi Airport Group Singapore In March 2012, we conducted an Employee Engagement Survey for all

employees of Changi Airport Group across all functions.

OCBC Bank Singapore

We have been partnering with OCBC Bank for 10+ years to conduct their global

employee engagement survey across 10,000+ employees in all countries where

they have operations

Ministry of Education (MOE,

Singapore) Singapore

We conducted MOE Singapore, School Climate survey in 2009 & 2011 covering

35,000 teachers across all Government educational institutions

34

Best Employers Study in Asia Pacific

Aon Hewitt first began the Best Employers study in Asia Pacific in

2001 to:

Provide insights into how to create real competitive advantage

through people

Explore what makes a workplace of choice

Identify the Best Employers in the region

years of research 12 35

The Best Employers 2.0 study has been conducted in:

China

Hong Kong

Indonesia

Korea

Malaysia

Best Employers 2.0 - Asia

36

540 organizations have been surveyed across Asia

Pacific thus far, and counting.

Singapore

Taiwan

Thailand

India

Australia / New Zealand

Thailand Results

37

83% 88% 89%

84%

62%

72% 75% 66%

0%

20%

40%

60%

80%

100%

High EmployeeEngagement

CompellingEmployer Brand

Effective Leadership High PerformanceCulture

Best Employers in Thailand scored significantly higher than market average

for all four themes, particularly in the area of High Employee Engagement.

Source: Aon Hewitt’s Best Employers 2.0 – Thailand 2013 Study Source: Aon Hewitt’s Best Employers 2.0 – Thailand 2013 Study

Best Employers

Market Average

38

…achieve 33% higher growth in

revenues

…are 2 times more likely to

fill a job opening

internally

…have 5%

less turnover

Implication for Best Employer in Thailand

8.05%

13.23%

0%

5%

10%

15%

20%

48%

21%

0%

20%

40%

60%

80%

100%

16% 13%

0%

5%

10%

15%

20%

25%

30%

Average Attrition Percentage of job opening filled

internally in the past 12 months

Average growth in revenue

2010-2011

Source: Aon Hewitt’s Best Employers 2.0 – Thailand 2013 Study

Best Employers

Market Average

What’s Unique About Best Employers

Aon Hewitt differentiates itself by offering a professional, data driven

approach to recognizing best employers through:

Use of three

data sources

An external

judging panel

Largest

coverage

in Asia

Pacific

39

What Constitutes a Best Employer?

High

Employee

Engagement

Compelling

Employer

Brand

Effective

Leadership

High

Performance

Culture

Best Employer

And a clearly articulated framework of what a Best Employer means to us

41

The Best Employer Thailand 2015 Study Journey

CEO

Perspective (CEO Questionnaire)

Employee

Opinion

Survey (EOS)

People

Practices (People Practices

InventoryTM [PPI])

Aon Hewitt

Best

Employers

2013

Announced

Analysis and

Judging

Process (Independent judges,

‘Masked data’)

1 2

3

Thank you

42

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