About HR Fusion Partners
About HR Fusion Partners
HR Fusion Partners is made up of experienced personnel specializing in providing outsourced HR consultation for all types of clienttell such as sole traders, companies and not for profit organizations. Our primary objective is to ensure that the strategy and recommendations we provide directly address your problem by factoring in multiple variables such as the size of your organization, your goals and objectives and the feasibility of the proposed solution. We know that providing a strategy is only half the battle. This is where you will feel safe working with HR Fusion Partners as our experts will ensure that our proposal is executed the way you want it to. Our passion, commitment and drive are our ingredients to shape your success.
TOC h u z t "Heading 1,1,Heading 2,2,Heading 3,3,Heading 4,4,Heading 5,5,Heading 6,6,"Executive Summary (whatever) PAGEREF _8g20ojptm2l7 h 6
Introduction (300 words) PAGEREF _395mcmm5vpxk h 6
Part 1: Context (300 words) PAGEREF _h6ao44ik5mpl h 6
1.1 About IPD Group (problem) PAGEREF _2ezr3b2f67uh h 6
Part 2: Content (300 words) PAGEREF _31iuthtv3f3f h 6
2.1 Engagement and Retention PAGEREF _1294zy6m2hyj h 6
Part 3: Recommendation (700 words) PAGEREF _qoku61p7gur8 h 6
3.1 Emerging leader program PAGEREF _qpf91buhu78x h 6
3.2 The group meeting incentive system PAGEREF _1noh7e81dliw h 6
Part 4: Implementation (700 words) PAGEREF _rp8qopsydwct h 7
Part 5: Evaluation (700 words) PAGEREF _fistb9dnq6wl h 7
Appendices PAGEREF _mty6drpm12zr h 7
References PAGEREF _pjck5avr1xav h 7
Executive Summary (DONE)4864608420942
HR Fusion Partners have collaborated with IPD group to develop a strategy through its people and culture so that it can ultimately result in a higher employee engagement and retention. Though this strategy is to be inclusive to all, this strategy more so focuses on the current state of IPD groups engagement and retention of one its female employees and second, its technicians. The proposed strategy first identifies future leaders holistically within the organization but especially both females and technicians and inputs them into the IPD Group Future Talent Program. However, the unique implementation of this strategy is derived from the members of the program who will be responsible for creating monthly activities to improve IPD Groups engagement. To ensure that this proposed strategy is feasible and effective in retaining and engaging employees, we aim to roll out the implementation of the strategy in 2 main but separate phases. A pilot testing would be done in the first phase and evaluated and then the second phase can see the company wide rollout of the proposed strategy.
Introduction (DONE)4810125400050
IPD is an Australian owned company,which has been in the electrical industry for 70 years. It has been promoting global brands including ABB, GE, Socomec, DEHN and Elsteel.Its main area of expertise lies in power distribution, power monitoring, industrial control, renewables, test and measurement, and services, across a range of verticals such as power generation, commercial, hospitality, infrastructure, and sports and leisure facilities. Their division services also provides expertise on low voltage/medium voltage testing, calibration, refurbishment, maintenance, and installation.IPDs vision is to To build the best team, provide an outstanding end-to-end customer experience and implement solutions to the challenges faced by the industries we serve. IPD aspires to enhance the electrical industry by bringing value.The group has undergone transformations via acquisitions, business expansions and the emergence of new opportunities. These include Central Test, a NATA accredited high voltage testing and calibration business, Trio test and measurement, Zinfra HV testing, Addelec Power Services and most recently Control logic. Each sector offers their services and products that increase the companies capabilities.In this process, it was highlighted that as IPD is growing and expanding their business, it is becoming hard for them to retain and engage employees within the business in this contemporary era with business competitiveness.
https://www.emerald.com/insight/content/doi/10.1108/JOEPP-08-2014-0042/full/html#idm45770655424368Part 1: Context (done)
1.1 About IPD Group (problem)4905375323850
The electrical industry is the poster child for the imbalance of gender within the organizations. As ipd group is set to experience a high growth within the coming years, the organization is already witnessing a high turnover rate with its technicians as well as attracting and retaining females within this industry. This issue is highly prevalent in the electrical and manufacturing industry as in 2021, only 9% of the workforce in the electrical industry was females (Reference). This is detrimental for the organization as the lack of diversification in its workforce equates to the lack of multiple perspectives which can hinder the way the company sets to innovate itself and drive its operations. This then translates into missed opportunities for the ipd group and need immediate attention as this imbalance of workforce can strip away its competitive advantage relative to other organizations that aim to have a balanced workforce. In addition, the technicians in the electrical industry are highly sought after which makes it harder for the ipd group to retain them. The current turnover rate sits at 13.20% and is expected to rise even higher as the world adopts renewable energy sources and the demand of EV rises, so will the demand for technicians so it is absolutely imperative that organizations must put the effort in to attract, engage and retain their employees.
Part 2: Content (SYED/ fix)4772025449517
2.1 Engagement and Retention
Engagement and retention in the workplace refer to the extent to which employees are committed to their work and motivated to stay with their current employer over the long term. Employee engagement involves their emotional connection to the company, their enthusiasm for their work, and their willingness to invest discretionary effort. Retention, on the other hand, pertains to the ability of an organization to retain its employees, reducing turnover rates and ensuring a stable workforce. These factors are critical in fostering a positive work environment, enhancing productivity, and contributing to a company's overall success. In the electrical industry, where specialized skills and knowledge are essential, engaging and retaining employees is vital.
Engagement and retention strategies can provide IPD Group with a significant competitive advantage in both the short and long term within the electrical industry. In the short term, a highly engaged workforce can lead to improved productivity, higher quality of work, and a more efficient operation, similar to what companies like Siemens and Schneider Electric have experienced. Engaged employees are likely to be more innovative, contributing fresh ideas and problem-solving approaches, much like the success seen at companies such as Tesla. This can result in faster project completion times, reduced errors, and increased customer satisfaction, giving IPD Group a competitive edge in delivering projects on time and with exceptional quality.
In the long term, a high employee retention rate reduces recruitment and training costs, ensuring a stable and experienced workforce, as demonstrated by organizations like General Electric. Long-term employees accumulate valuable industry knowledge and become brand ambassadors, fostering a positive reputation for IPD Group, akin to the reputation held by long-serving employees at ABB Group. This reputation can attract top talent, further enhancing the company's competitiveness. Moreover, a culture that prioritizes employee engagement and development often leads to a strong sense of loyalty among employees, reducing the likelihood of talent being poached by competitors, similar to the retention strategies employed by companies like Eaton Corporation.
Part 3: Recommendation
3.1 Emerging leader program (females and techs)(retention)
What is it?
How it can help ipd group (for females and tecs)
How9 it links to engagement (the group meeting)
How it will help short term and long term
How this will help with both retention and engagement
The emerging leader program is a leadership driven program built to provide staff with learning opportunities centred around strategies
3.2 The group fortnightly activities (engagement)
The group meeting incentive system
Part 4: Implementation & Evaluation
Implementation and evaluation is the last stage of the project. The implementation is the process where we give action to our ideas and planning.Evaluation is the process where we find out how effective the implementation process was.
4.1 The Process
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Stage 1: Commencement
The first stage will involve the following key steps.
Expression of Interest: IPD would strategically promote and advertise the emerging leader program through email and other sources so all employees are aware of the program, and no one is missed out (See appendix 1). Anyone who is then willing to participate would be required to submit an expression of interest document to their manager (See appendix 2).
Eligibility Assessment
Your head manager then will decide whether you are a great fit for the emerging leader program.Through previous work the manager would assess this criteria (See appendix 3).After you fit in the criterion, the manager will pick the top 5 candidates to continue with the leadership program, anyone that is rejected would be given a reason as to why they have been rejected and the manager would explain ways on how they can be chosen for the next leadership program.
Stage 2: Implementation
The chosen employees (emerging leaders) would then be welcomed to the second stage where they will be given the chance to make the group meeting incentives.Specific objectives and topics will be given by managers,then the employees will take the group meeting incentives from there onwards.
Stage 3 : Evaluation
Reviewing Results (Short term):
The program will take place every fortnight,which means twice a month,after each month feedbacks would be required by everyone.The employees that were in the group meeting incentives would give feedbacks, surveys, on the emerging leaders and vice versa would happen,the emerging leaders would see how effective their program went and how effective it was for employees.
Scaling Plan (Long term):
If IPD is happy with the results that have come through the emerging leader program and the group meeting incentives then we will expand the program across the whole company.In the short term run we had planned the program to go fortnightly but in the long term we'll make it weekly.
4.2 Benefits and Limitation of the Emerging leadership with The incentive meeting program
Benefits Limitation
Both:
Would fix the issue of retention and engagement:Through the emerging leadership program employees would think IPD are investing in us and further improving their career.The group meeting incentives would offer engagement for employees that lack connection at IPD.
Both:
Innovation:Through the emerging leader program,the employees would be able to provide creative and innovative ideas for the company for IPD.
Short term:
Cost effective in the short run.
Short term:
Selectivity of employees:Not employees willing to participate would get a chance to participate.Risk of favoritism can occur by managers.
Long term:
For the long term,it can give success,but can be costly.
Both:
Feedback system:how honest are the feedbacks from employees.
4.3 Overcoming limitations:
IPD should give comprehensive managers training aimed at preventing biasness to occur amongst employees.This training should equip them with the right skills and knowledge to choose employees based on the set criteria rather than favoritism.
In the long term run,if this project tends to be successful,IPD must invest but to combat financial challenges,they must consider carefully consider budgeting practices.For example, for the program, all employees are given a budget for the program and they are not allowed to overspend in any circumstance.This would assist IPD to avoid getting costs from other planned financial resources.
As surveys and feedback are a great option for evaluation,once a month,IPDs head manager can pick random employees in this program and have a one on one meeting to see face to face, their expression and reaction to what they think of the program.
Development:
Conclusion
Appendices
Appendix 1 Appendix 2
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Appendix 3
THE GREAT FIT CRITERIA
High Performer
High Potential
Demonstrates Motivation and has a desire to grow in career
Team Player
Behavior aligns with organizational value (Kininmonth 2023)
