Judging Engagement of Employees

According to research performed by SHRM (and contained in its 2007 SHRM Quarterly Research paper), ten themes for measuring how employees are engaged in your business:

1.  Pride in the employer

2.  Satisfaction with employer.

3.  Job satisfaction.

4.  Opportunity to perform well at challenging work.

5.  Recognition and positive feedback from their contribution.

6.  Personal support from their supervisor.

7.  Effort above and beyond the minimum.

8.  Understanding the link between one’s job and the company mission.

9.  Prospects for future growth with the company.

10.  Intention to stay with the company.

The research suggests that surveys can be used to gauge employee engagement.  Any and all data can be used by human resources to understand and work toward improving engagement, talent retention, positive company reputation and company growth.   

Discrimination Claims Decrease in 2006

EEOC: Number of discrimination charges increased in 2006

The U.S. Equal Employment Opportunity Commission (EEOC) received a total of 75,768 discrimination charges against private sector employers in 2006.  This is the first increase in charge filings since 2002.  The year-end statistics show that charges based on race (27,238), sex (23,247), and retaliation (22,555) were the most frequent allegations, as in past years. Other frequently cited charge bases were disability (15,625), age (13,569), national origin (8,327), and religion (2,541). All charge categories edged up from FY 2005, with the exception of age and equal pay. Individuals may allege multiple types of discrimination in a single charge filing. 

Additionally, 12,025 sexual harassment charges and a record 4,901 pregnancy discrimination charges were filed with the EEOC and with state and local fair employment practices agencies combined. A record 15 percent of sexual harassment charges were filed by men.  Check out more info at the website for the Equal Employment Opportunity Commission at  www.eeoc.gov