During this workshop, participants will have a comprehensive overview and discuss hurdles, drivers and cost-effective ways to improve employee engagement
At the heart of all employee engagement initiatives is communication. Good leaders and HR practitioners would know what motivates their employees, apply this knowledge to create opportunities for development and reinforce the value of an employee's contribution; and provide challenges and rewards to stimulate the workforce, fostering a supportive environment where employees want to and can succeed.
However, creating such a work environment is complex. With the influx of younger workers and the proliferation of technology at work, the environment needs to be more flexible and transparent. When people join the organisation, there is always the need to continuously improve, redesign and tweak the work environment to make it modern, humane and enjoyable; and when they leave, it is usually a combination of the organisation and all its elements that cause the turnover.
From guiding their employees to nurturing high performance teams, the responsibility for employee engagement often falls on direct managers. Yet, research shows that a high proportion of managers strongly believe they cannot influence the action plan to improve engagement, as organisational strategies and budgets are determined by the executive team.
Being inherently cross-functional, the HR function has a certain degree of authority in terms of managing the employees. So, it is down to HR practitioners to integrate and sustain employee engagement in HR initiatives and strategy.
This one day workshop focuses on how the HR role can be proactive and effective in driving employee engagement.
(In view of the current COVID-19 situation, we will maintain small class size for all courses. Hotels (the venue of the training) has taken measures such as daily disinfecting of all seminar rooms, cleaning the lift buttons and door knobs, temperature taking for our participants and hand sanitizers are also available. Travel Declaration Form will be sent to all participants prior to the training sessions)
• Apply the concept and practical framework of employee engagement in your workplace
• Develop a holistic employee engagement plan
• Appreciate the business case in support of employee engagement initiatives
• Recognise key implications of employee engagement for HRM practices
• Develop and measure employee-engagement HR initiatives
• Recognise workplace conditions that drive employee engagement
• Identify opportunities to improve workplace conditions that drive employee engagement
Who should attend
• HR practitioners.
• Line Managers who would like to explore innovative proactive ways in promoting employee engagement in their organization.
To anchor the learning behaviour, the workshop incorporates:
• Applicable industry examples
• Interactive exercises and role plays
• Case studies
• Employee engagement framework and model
• Research overview of employee engagement
• Trends impacting employee engagement
• The 9 pillars of employee engagement
• The 10 C’s of employee engagement
• The nature and drivers of employee engagement
• Challenges facing employee engagement today
• The business case in support of employee engagement initiatives
• The roles of both HR and Management in engaging employees
• Key implications for Human Resource Management practices
• Integrating and sustaining employee engagement in HR strategy
• Developing effective employee engagement HR initiatives
• Developing employee engagement surveys
• Global issues relating to employee engagement
• The dark side of high employee engagement
Benefits of Attending the Workshop
• Refresher strategic and holistic approach to employee engagement that will enhance existing skills for HR practitioners
• Facilitate HR practitioners understanding that we cannot drive engagement for our employees, but we can help them find what is important for them and how to make it work
Questions this workshop provides answers to:
• What exactly is employee engagement?
• How can HR initiatives improve employee engagement?
• What is the difference between employee satisfaction and employee engagement?
• Is employee engagement a factor in employee retention?
• What are the benefits of employee engagement?
• How to turn employee engagement survey results into action?
• How does employee engagement affect the business?
• What is the role of HR in employee engagement?
• How do I develop and implement employee engagement HR initiatives?
• How do I know if employee engagement initiatives are effective?
• How do I approach employee engagement in my workplace?
• Is there a model or framework in employee engagement that I can use for my workplace?
• What is Management’s role in employee engagement?
• What are the trends in employee engagement?
• Is there such a thing as too much employee engagement?
• Is the digital age driving employee engagement?
• How to establish a culture of employee engagement?
• Who is responsible for employee engagement?
• What are the types and levels of employee engagement?
Lim Lie Tjing is an engaging & creative trainer with extensive HR experience within the public and private sector.
Over the past 20 years, she has held senior HR roles for the multinational corporations as well as startups in Singapore (6 years), academia in Hong Kong (6 years) and public/statutory sector in Singapore (8 years). In 2012, she transitioned from her Director role in Singapore National Research Foundation to a Trainer role in HRSINGAPORE to pursue her passion in talent development via coaching and learning. Her breadth of experience enables her to share best practice within and between different sectors.
As a qualified Trainer and Facilitator, Lie Tjing sees her role as a sounding board and a thinking companion on her trainees’ journey towards further self-awareness and developmental change, whilst adapting to their individual/team’s needs. On this journey, she endeavours to create a supportive and safe environment to allow them to ‘grasp the nettle’ and experiment with new mindsets and behaviours. She has been known in the HR fraternity to challenge while establishing supportive and honest relationships with people whom she works with.
Lie Tjing holds a Masters in Science in Social Research and Social Policy (Oxford University, UK), and Bachelor in Psychology and Social Work (McMaster University, Canada). She also possess a Certificate in Language Teaching for Adults (CELTA) from the University of Cambridge, UK and an Advanced Certificate in Training and Assessment (ACTA).
• Date to be advised (6th Run)
Duration / Venue
• One day
• 9 am to 5:30 pm
• Mandarin Orchard Singapore or Sheraton Towers
A Certificate of Attendance will be awarded at the end of the course.
• S$ 650 for Community
• S$ 680 for Non-Subscribers
• Coffee & tea with snacks during the morning and afternoon breaks
• Buffet lunch with vegetarian & halal options
Past Participants' Comments
Past Participant Organisations
• Bollore Logistics Singapore Pte Ltd
• COSL Drilling Pan-Pacific, CAAS
• DHI Water & Environment (S)
• Edmund Optics Singapore Pte Ltd
• Focus on the Family Singapore
• Goodrich Aerospace Pte Ltd
• LVMH Fragrances & Cosmetics (S) Pte Ltd
• Media Development Authority, Metta Welfare Association, Ministry of Defence
• National Arts Council, National Environment Agency
• Oxley Otto
• Palfinger Asia Pacific Pte Ltd
• Republic Polytechnic, Rohde & Schwarz Asia
• Sodexo Singapore, St Joseph's Home, StarHub, Showa Denko HD Singapore Pte Ltd
• Tee Hai Chem, TPS Corporate Services, Transit Link, Siemens Postal Parcel & Airport Logistics Pte. Ltd, Singapore Epson Industrial Pte Ltd
• World Courier Singapore Pte Ltd