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Work engagement has far-reaching implications for employees' performance. The energy and focus inherent in work engagement allows employees to bring their full potential to the job. This energetic focus enhances the quality of their core work responsibilities. They have the capacity and the motivation to concentrate exclusively on the tasks at hand .
On the other hand, the current millennial generation will fill 50% of jobs in 2020 (Sachs, 2018) and is expected to reach 75% in 2025 (Ubl et al., 2017). Phillips (2019) stated that the millennial generation is different from previous generations; they have their own values. They are the most prepared generation,learn quickly, and want to advance quickly also, like something new, but at the same time need structure, guidance, and coaching.
PT. APF, Tbk, as a company that has been around for quite a long time, also continues to experience a shift in the composition of the worker generation, which cannot be denied, which is currently also moving towards the millennial generation. As a leading manufacturer and marketer of polyester chips, staple fibers, filament yarns, and laminated fabrics, to remain responsive to change, providing and bringing to market a wide range of features and innovations in terms of color, function and sustainability required continuously and consistently.
Many studies show that training is one of the factors in increasing the engagement of the millennial generation, as stated bySetyawan, et al (2022); creating a learning culture and supporting facilities as well as training programs is one of the millenialengagement strategies.Then how to organize training that has an impact on engagement? Currently, the aim of training only revolves around achieving the desired competency, not focus to engagement and which then results in company profits.
Below is a simple model in designing a training to supports employee engagement:
1. Organizational Needs Assessment
The first step is to measure the need for the training; to ensure that training is a cause driver of low employee engagement, from two sides:business (like profit, quality, etc)and employee performance (skills, knowledge and behavior). Then an analysis is carried out to find the relationship between the two. Discussion between HR and Users is important to get clarity. Most organizations fall into the trap of only measuring on the employee side. Organizations can use methods from various studies such as Hewitt, Gallup, or developinternal company surveys.
2. Creating a Strategy
This is to determine the measurable targetsand what interventions are needed that have direct impact on . Here, strategies or programs such as learning plans, manuals, evaluation, etc. are also developed.In line with the strategies, build indicators to measure these targets, such as competency tests, project assignments after training, customer surveys, company profits and so on.
3. Implementation
Next is the preparation of communication and program implementation. Communication, starting with providing direction to employees to increase awareness and how employees can participate.Millennialreally likes this way, especially in terms of engagement and transparency.
Use a set of promotional tools to enhance the program. Continue to motivate consistently and regularly, especially by company leaders via emails, briefings, articles andhold regular meetings to coordinate and assess the progress of the program, and make improvements if necessary.Failure at the communication stage will result in lack of support from employees.
4. Program Evaluation
There are three areas to be evaluated.First, the employee engagement score, especially on training, measuring the extent to which these drivers have changed from the initial assessment.Second is the impact on business and employee capabilities, and the last is measurement of Return on Training Investment (ROTI). Measuring ROTI will be important, to assess whether the funds used provide significant results for organizational changes
There are three areas to be evaluated.First, the employee engagement score, especially on training, measuring the extent to which these drivers have changed from the initial assessment.Second is the impact on business and employee capabilities, and the last is measurement of Return on Training Investment (ROTI). Measuring ROTI will be important, to assess whether the funds used provide significant results for organizational changes.
Apart from the rules above, others that support training and development strategies for millennialscan be further education or sponsorship. Meanwhile, preparing various models teaching; lecture, hands-on, plant tours, rotation, networking, customer visits, knowledge sharing, brainstorming opportunities, and ongoing personal and professional preparationwill expose them to internal opportunities for their future, while increases retention.
With Millennials as the youngest generation in the workplaces, training becomes major factor in increasing their engagement as well as for their career advancement. This will foster an engaged and productive workforce, leading to higher levels of employee satisfaction and overall company success.
PT. APF, Tbk, as a company that has been around for quite a long time, also continues to experience a shift in the composition of the worker generation, which cannot be denied, which is currently also moving towards the millennial generation. As a leading manufacturer and marketer of polyester chips, staple fibers, filament yarns, and laminated fabrics, to remain responsive to change, providing and bringing to market a wide range of features and innovations in terms of color, function and sustainability required continuously and consistently.
Many studies show that training is one of the factors in increasing the engagement of the millennial generation, as stated bySetyawan, et al (2022); creating a learning culture and supporting facilities as well as training programs is one of the millenialengagement strategies.Then how to organize training that has an impact on engagement? Currently, the aim of training only revolves around achieving the desired competency, not focus to engagement and which then results in company profits.
Failure at the communication stage results in lack of support from employees.
2. Creating a Strategy
This is to determine the measurable targetsand what interventions are needed that have direct impact on . Here, strategies or programs such as learning plans, manuals, evaluation, etc. are also developed.In line with the strategies, build indicators to measure these targets, such as competency tests, project assignments after training, customer surveys, company profits and so on.
3. Implementation
Next is the preparation of communication and program implementation. Communication, starting with providing direction to employees to increase awareness and how employees can participate.Millennialreally likes this way, especially in terms of engagement and transparency.
Use a set of promotional tools to enhance the program. Continue to motivate consistently and regularly, especially by company leaders via emails, briefings, articles andhold regular meetings to coordinate and assess the progress of the program, and make improvements if necessary.Failure at the communication stage will result in lack of support from employees.
4. Program Evaluation
There are three areas to be evaluated.First, the employee engagement score, especially on training, measuring the extent to which these drivers have changed from the initial assessment.Second is the impact on business and employee capabilities, and the last is measurement of Return on Training Investment (ROTI). Measuring ROTI will be important, to assess whether the funds used provide significant results for organizational changes
There are three areas to be evaluated.First, the employee engagement score, especially on training, measuring the extent to which these drivers have changed from the initial assessment.Second is the impact on business and employee capabilities, and the last is measurement of Return on Training Investment (ROTI). Measuring ROTI will be important, to assess whether the funds used provide significant results for organizational changes.
Apart from the rules above, others that support training and development strategies for millennialscan be further education or sponsorship. Meanwhile, preparing various models teaching; lecture, hands-on, plant tours, rotation, networking, customer visits, knowledge sharing, brainstorming opportunities, and ongoing personal and professional preparationwill expose them to internal opportunities for their future, while increases retention.
With Millennials as the youngest generation in the workplaces, training becomes major factor in increasing their engagement as well as for their career advancement. This will foster an engaged and productive workforce, leading to higher levels of employee satisfaction and overall company success.
