Employee engagement is critical for success. Feeling motivated, valued and connected to the organization enhances employee productivity and organizational effective growth. Such engagement improves customer services and most importantly impacts positively on staff retention levels and bottom line.

Why Employee Engagement?

Organizations that practice different forms of Employee Engagement benefit by developing highly engaged employees who invest a lot of energy in their work – be it physical, mental or emotional. Such employees become deeply absorbed in their jobs making it hard to pull themselves away. They tend to find new ways to contribute to their team’s and organization’s success. Going beyond what is typically expected or required of them and eagerly embracing their company’s business goals by overcoming any challenges that they deal with along the way.

Companies certainly benefit from each employee’s engagement, but they benefit most when they have a highly engaged workforce investing effort, focus and enthusiasm day after day, week after week and year upon year.

CCI conducts Employee Engagement surveys Online for various companies. This has helped them to assess employee engagement in terms of how many employees are engaged with the company, its culture and with their job. The survey can be further customized to measure:

• Level of motivation, involvement, or emotional commitment
• Team working ethics
• Communication
• Performance
• company values etc

CCI is committed towards the quality enhancement of the organizations by providing best possible solution to our Clients. The recently promoted 360 degree feedback survey is playing a growing role in organizations through its ability to provide structured, in-depth information about current performance and what will be required of an individual in the future to enable detailed and relevant development plans to be formulated.

Regular’ performance appraisals provide ‘single-source’ (top-down, ‘180-degree’) feedback, i.e. normally from an employee’s direct line manager only, 360-degree feedback appraisals/reviews are ‘multi-source’ – involving behavioral feedback from a variety of sources such as Peers, Direct Reports (‘subordinates’), Customers (internal and/or external) as well as Managers.

This Web based professionally managed, 360 degree feedback survey increases individuals self-awareness, and as part of a strategic organizational process and can promote:

• Increased understanding of the behaviors required to improve both individual and organizational effectiveness
• More focused development activities, built around the skills and competencies required for successful organizational performance
• Increased involvement of people at all levels of the organization
• Increased individual ownership for self-development and learning
• Increased familiarity with the implications of cultural or strategic change

A Learning Need Analysis is a systematic study of the learning needs of an organization. It provides an analysis of any gaps in the knowledge, skills or abilities that are required from the workforce or will be required in the future to be fully competent. The outcome of LNA is further used to design a learning plan accordingly and plan trainings or activities relevant to the needs of the employees, thus enhancing the management and employees’ capacity.

CORPORATE SOLUTION FOR LEARNING NEED ANALYSIS THROUGH CCI’s E-PLATFORM

CCI provides organizations with online services for conducting LNA. You can deliver your programs to employees through the internet and they can access it at any place or time, hence removing the barriers of physical arrangements. Electronic programs are also cost effective and provides ease in compiling and generating results. CCI provides various ways of collecting information for analysis which include surveys, focus group sessions and individual interviews.

METHODS FOR CONDUCTING A LEARNING NEED ANALYSIS

There are various ways to collect information which can be utilized individually or in combination with each other. It is advisable to use more than one tool in order to enhance the validity of the results.

Methods that can be conducted virtually includes:

1. SURVEYS:

Surveys are beneficial because many people can be polled in a short period of time. Electronic surveys are cost effective and can be easily analyzed. In a learning needs scenario, surveys will focus on performance requirements, performance issues, self-assessment of capabilities, views on potential improvements and personal aspirationsSurveys can provide first level data which can then be explored in-depth with focus groups

2. VIRTUAL FOCUS GROUP SESSIONS:

Virtual focus groups sessions with small groups allow group interaction. In this context a focus group would bring together representatives of the role or groups being analyzed to explore their potential learning needs. Brainstorming is encouraged as it allows for an exchange of new ideas.

Focus groups need to be carefully planned in a way to facilitate discussions that obtain views from participants

3. INDIVIDUAL INTERVIEWS:

The most important factor in identifying learning needs is to communicate with the individuals involved. These can be an efficient and flexible way of gathering information. Discussion relating to team or business area learning needs are likely to be held between a representative and an L&D professional. A comparison should be made of what employees are currently doing and what will be expected of them in future. Follow an agreed interview format with each interviewee to ensure a common approach and for ease of collation and subsequent analysis.