The intersection between HR strategy and HR technology

Talent optimization and engagement

Somehow, I’ve gotten myself into a bind by promising a write-up on what I perceive to be the linkage between employee acquisition, retention, satisfaction, and engagement. I’ve mentioned it here and here, but have not really had the time to put this all on paper.

First off, let’s start with a very simple pictorial and move through the elements from there.

I’ve called it a productivity continuum simply because I could not think of anything better. As with my post on the employee engagement study featured by Regina and Neville, we should understand that there is linkage between these concepts/activities and distinction as well. Here are a couple more links: About.com: Job seach is about the money and a BLR thing that hints at satisfaction and engagement. We also know that antecedents for each of these employee measures change as we move right and down along the continuum.

As we move right, we find that cash outlays for direct employee benefit become less important. Major/Primary drivers for talent management:
Employee Acquisition: Cash Compensation, Benefits
Employee Retention: Total Compensation, Work-life balance

As we move down towards optimization, we find that cash is no longer important, but instead the cultural factors take over. Cash is still important because you need it to retain the employee, but it is not a factor in engagement. Major/Primary drivers for talent optimization:
Employee Satisfaction: Work culture, stress, ability to impact work
Employee Engagement: Culture, job design, ability to impact customer, management.

So while each of these are antecedents to each other, they all also have separate and distinct requirements that feed them. Well, I think that’s enough strategy theory from me for one day.

No comments

Trackbacks/Pingbacks

  1. HR Technology Discussion Board - promise doesn’t receive a payoff in the real day-to-day work experience. David's idea of "voluntary alignment" is …
  2. systematicHR - Test Site - need not to think about minimizing the interaction - but to increase the quality of that interaction. Part …
  3. Human Resources - - Human Resources Strategy and Human Resources Technology systematicHR, Double Dubs, Human Resources, HR, Strategy, Employee Engagement, Talent Management, HRO, …
  4. systematicHR » Blog Archive » Employer branding, talent and engagement Part 2 - [...] David’s idea of “voluntary alignment” is what I would call engagement. Employees who are engaged feel a stronger tie …
  5. systematicHR - Human Resources Strategy and Human Resources Technology » Blog Archive » My Top 10 Most Viewed Posts in 2005 - [...] Talent optimization and engagement - June 15, 2005 [...]
  6. systematicHR - Human Resources Strategy and Human Resources Technology » Blog Archive » Watson Wyatt - 2005 HCI study - [...] If you were reading systematicHR last year, you’ve seen at least a couple of posts on the differences between …
  7. Quintura - visual search engine - [...] Talent optimization and engagement | Systematichr [...]
  8. Focus Newsletter from Humana - October 2011 - [...] are important for attracting employees, they're not as high on the list for keeping them. Instead, another study suggests …
Get Adobe Flash player