Comprehensive and strategic approaches for employee engagement

WHRC 2024

Singapore

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Peter Cheese

CEO CIPD

We live in interesting times

What is engagement and why does it matter?

Impact of changing generations and attitudes

• Work-life integration

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• Inclusion

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• Wellbeing

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• Balancing organizational and individual needs

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‘Soft’ skills becoming more important

Skills

Knowledge

Behaviour

Perspective of the Individual

Perspective of the Organisation

Functional Competencies

“What are the skills and knowledge required to execute the job role”

Corporate Values

“What are the core beliefs needed to nurture the organisation culture”

Professional Competencies

“What are the best traits to perform the job role well”

align

align

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CIPD Research findings – a broader construct

• work engagement: whether people feel vigorous, dedicated and absorbed in their work, and other measures carrying the label ‘engagement’  
• organisational commitment: in particular looking at employees’ psychological feelings (‘affective’ commitment)
• organisational identification: how employees associate with their organisations and purpose
• work motivation: factors that lead people to be interested and committed to their job.

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A model of engagement as an umbrella term

Transformational engagement

Measurement challenges

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@SimonHeath1

Designing for jobs of the future - ‘good work’

CIPD and Warwick Business School

The longer term goal�Industry 5.0 - Sustainability

• Responding to a new era of activism

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• ESG – Environmental, Social, and Governance

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• Multi-stakeholder capitalism

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• Clarity of purpose

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• Inclusive, responsible, fair

From economic to societal value, sustainable and human centric, with wellbeing as an outcome