What Is The Biriscoe Group Engagement Strategy

Kaplan, S. L. (2007). Business Strategy, People Strategy and Total Rewards. Benefits & Compensation Digest, 44(9), 1-19.

The importance of an effective induction is imperative to both employee and employer .For a new employee induction in the workplace is often the first impression of the organisation so will have a significant impact of the integration for the individual, team and also job satisfaction. An effective induction reduces anxiety, nervousness, and absenteeism and em¬ployee turnover. It also helps minimize the reality

The article, “Master Class: America's Top CEOs On The Secrets Of Motivating Employees” by Casserly Meghan notes that the chief executive officer of Annie’s’ company John Foraker, has a driven mission approach that is able to attract people that are smart, those that are engaged highly and those who are caring about how the world would have a difference. This motivates individuals highly because they see that the work they do furthers business success beyond the financial factors. He considers paying employees well, giving those benefits as well as a good work environment as the most significant factors of motivating employees. The chief executive officer of Questcol Pharmaceuticals, Don Bailey motivating employees is achieved through treating all the employees equally, listening to them, respecting, understanding them and considering that they have families too. He suggests that communication and empowering team work as well as rewarding their victory motivates them more. Sturm ruger and company motivates employees through sharing of profits. The company believes that when employees appreciate sharing of profits then it becomes a driving force of the daily activities of a company. According to Boston Beer Company holder, the string theory shows that if he gave a group many strings, they would desire to have more but if he gave them less they got creative and maintained it for long. This means that people make good use of what they are given. According to Steve Fredrickson

Joseph is a 70 year old Jewish-American gay male who wants to meet with me to discuss low income housing options for him and possibly his partner. My supervisor tells me that she is concerned that Joseph is in a violent relationship with his partner, Marcus, and wants me to assess how safe he feels living with Marcus at this time. Joseph appears very thin and has visible bruising on his forearms.

Success is no longer measures by an organization profit margin. Today big businesses have to account for its success on various levels of group in its organizational achievements, community success, and personal growth in management and employees. Business that implement it resources on diversity, employee growth, and legal requirements not only eliminate unnecessary lawsuits but ensured that the organization is revered as the employer of choice.

compensation externally competitive within its industry. Employee attraction and retention can be improved by maintaining

Collaboration within a group of diverse people, who approach problems from different perspectives, improves corporate performance. •

The company is committed to provide inductions to all new staffs, however also recognises that when staffs are changing their job roles they also need to go through induction plans.

Next, the new leadership team at Sloans recognized that the employees needed to believe that they were part of a team. Mutual engagement allows employees to participate in designing the changes and making the changes (Emergence Consulting, 06). This helped the employees feel more comfortable with the change by allowing them to experience a certain degree of control, therefore, eliminating the unknown. The empowerment and participation of employees is motivational because it meets the human need for autonomy, responsibility, challenge, esteem, social interaction, and personal development (Hofler, 2009).

It sends a message to the entire organisation about corporate communication style (inspiringenterprise.org). New employees exposed to good induction procedures will spread a professional approach to others, with synchronised company communication the effectiveness throughout the business will raise.

They consider people as their biggest asset and they say that their growth is only dedicated to their employees. They are proud of their employees’ passion and commitment to company. They have incorporated HR policies in their company in such a way so as employees can feel safe and comfortable and can focus on innovation, work and entrepreneurship within the

Induction is the first step of the new employee’s career in the business, so it is very important that this is carried out correctly.

You enable your employees to succeed by providing them with the means, opportunity and capacity they need to excel.” Lawson (2006)

Project origins:Induction Program is the important part of Human Resource Function, it involves bringing the right people into the company. It brings the people that have certain characteristics e.g. personality, behaviour and personality that fit with the company. Induction program welcomes and introduce new employees to the company and the processes involved in it. This project has been developed because the Manager advised that the already existing Induction program have some drawbacks and it needs to be amended.

A successful induction programme guarantees that new recruit can rapidly take in the organisations strategies, the culture, acknowledged practices and performance models. The expression "induction" is for the most part used to portray the entire procedure whereby employees modify or adapt to their new jobs and new workplace.