Higher Education Workplace Skills Olympiad HEWSO 2003

1
Higher Education Workplace Skills Olympiad
(HEWSO) 2003
2
Higher Education Workplace Skills Olympiad
(HEWSO) 2003

• Team Members
• Kate Raimet
• Damion van Brussel
• Michael Pearson
• Adrian Goudie
• Anna Lukasiewicz
• Sallyann Mugford
• Annie Chun-Hui Lin

3
Questions

• Recognition of quality work performed is good
  business practice. What kinds of recognition
  activities could be introduced to a professional
  services firm such as PricewaterhouseCoopers?
• Retention of high performing staff members is
  vital to successful organisations. What
  strategies can PricewaterhouseCoopers adopt in
  order to achieve a strong retention rate of top
  performers?

4
Factors of Employee Motivation in Contemporary
Times

• Current research reveals employees want more than
  just money
• Opportunities for personal development and
  advancement
• Prestige of working for a successful and
  respected organisation
• Enjoyment and meaning
• The knowledge that they are making a difference
  to the community

5
Survey Results
How well do you balance work and life? (Males)
Improvement Required
Excellent
6
Survey Results
How well do you balance work and life? (Females)
Improvement Required
Excellent
7
Survey Results
How well does your employer acknowledge your
personal/family life? (Males)
Improvement Required
Excellent
8
Survey Results
How well does your employer acknowledge your
personal/family life? (Females)
Improvement Required
Excellent
9
Survey Results
Do you believe fun activities can help retain
staff? (Males)
10
Survey Results
Do you believe fun activities can help retain
staff? (Females)
11
Recommendations for Recognition

• 1. Extra-Curricular Activities
• Activities which build a cohesive team and
  encourage the development of a positive work
  culture.
• Often skills and values instilled are also
  beneficial in a professional context
• Recognition of involvement by the firm will be
  appreciated by the staff member

12
Recommendations for Recognition

• 2. Networking Program
• Lunch or dinner meet and greet initiated by
  senior management
• Helps employees feel part of the bigger picture
  of the company
• Provides senior management an opportunity to
  receive feedback on a one-to-one basis
• Reinforces particularly to staff members in a
  large organisation the value of their
  contributions.

13
Recommendations for Recognition

• 3. Positive Feedback Initiatives
• Small things make a big difference
• Needs to become part of the firms culture
  through professional development
• Initially implemented by senior management and
  from there filtered down through the organisation

14
Recommendations for Recognition

• 4. Utilise Momentum
• Utilises existing PwC initiative
• Recognises the employee has goals outside of the
  workplace
• Encourages cooperation amongst employees to
  realise aspirations
• Public recognition brings respect and
  encouragement from other staff

15
Recommendations for Recognition

• 5. Uniform National Recognition Guidelines
• A basic set of principles to ensure employees are
  treated consistently across the country
• If possible, such guidelines should build on
  existing practices and be fit in with the culture
  of the firm
• Recognition should occur at a professional level
  to enhance the career prospects of the individual
• Also at a more social level to foster teamwork
  and a sense of community within the firm

16
Recommendations for Recognition

• 6. Achievement Staff Appraisal Goals
• Managers consult with employees to set short-and
  long-term goals
• Regular performance reviews to recognise
  achievements
• Rewarding staff who have successfully achieved
  their target e.g. giving movie and football
  tickets, gifts or gift vouchers

17
Recommendations for Retention

• 1. Female Leadership Program
• Deloitte actively promotes women into senior
  positions
• PwC helps women who are already in senior
  positions
• We recommend that PwC adopt the pro-active
  efforts of Deloitte
• WIN is a perfect tool for this

18
Recommendations for Retention

• 2. Lifelong Learning Support
• Essential to enhance the quality, productivity
  and innovation of services
• Provision should be much more open, flexible and
  easy to access
• Learning culture by providing incentives for
  learning
• Introduction of quality control and indicators to
  measure progress

19
Recommendations for Retention

• 3. Expansion of the PwC Foundation Program
• Utilises the existing program
• Expand PwCs community profile
• Community-work incentive
• Provides sense of purpose and achievement through
  active community participation

20
Recommendations for Retention

• 4. Expansion of Momentum
• Acknowledges existing employee magazine
• E-Mag format facilitates greater interaction and
  accessibility
• Facilitates networking based on employee
  initiative e.g. chat room
• Contains staff discount vouchers which can be
  printed out and used

21
Recommendations for Retention

• 5. Culture Building Activities
• Activities with team involvement leads to
  creating stronger relationships and consequently
  culture
• Utilise an organisational body coordination and
  regularity
• Various activities to suit different interests
• As a strong culture is developed it will lead to
  member satisfaction

22
Recommendations for Retention

• 6. Flexible Working Arrangements
• Advancements in technology and communication
  enable this today
• Flexible working hours especially, for parents of
  young children or disabled children
• Performance-based points initiative that can be
  used for time off
• Program where employees can purchase time off

23
HEWSO 2003