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    Employee Engagement is a heightened and measurable EMOTIONAL COMMITMENTthat employees and managers feel for their organization, that influences them to exert greater DISCRETIONARY EFFORT in their work to achieve organizational goals and success.
     Employee Satisfaction is a measurement of an EMPLOYEE’S “HAPPINESS” with current job and conditions which does not measure how much effort the employee is willing to expand.

    Levels of engagement:

    Engaged employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward.They are advocates for the business and intend to stay.
    Contributing employees are moderately favorable towards their company.  They meet contractual expectations, and take few risks. They respond well to leadership but are rarely stretched by assignments.
    Disengaged employees are essentially just putting time — but not energy or passion — into their work. They are indifferent towards the company, lack motivation and are at-risk for retention.
    Actively Disengaged employees aren’t just unhappy at work. They are vocally negative about the company, lack commitment, and impact productivity of others. They are also significantly more at risk of health problems.
    Employee Experience
    The SUM OF IMPRESSION of the employee, emerges at work – on the basis of previous experiences and expectations – which is affected by various impulses.
     Employer Branding
    The CONSCIOUSPROCESS OF POSITIONING AND PROMOTING AN ORGANIZATION, as the employer of choice to a desired target group, one which a company needs and wants to recruit and retain.
    Employer Brand
    The COMPANY’S REPUTATION and popularity from a potential employer’s perspective.
     Employee Journey
    The COMPLETE LIFECYCLE VIEW of experiences that an employee goes through from awareness of dissatisfaction with the current job till exiting the new company. (We can use it for the entire Candidate AND Employee journey too)
     Candidate Journey
    The COMPLETE LIFECYCLE VIEW of experiences that a candidate goes through from awareness till contracting.
     Employee Journey Design/Mapping
    The structured PROCESS OF VISUAL DESCRIPTION OF THE ENTIRE EMPLOYEE EXPERIENCE across all phases between the candidate or employee and the organization.
    Employee Journey Design focuses on the experience that

    • the candidate/employee would like to receive from the organization
    • the organization wants to provide to the (potential) employee

    Employee Persona
    FICTIONAL DESCRIPTION OF AN IDEAL CANDIDATE – skills, mindset, personal values, expectations, pains, frustrations, etc.
     Employee Value Proposition
    A SET OF ASSOCIATIONS and offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the organization.
     Intrinsic or internal motivation is the motivation that comes from inside an individual rather than from any external or outside rewards.

    Major related HR KPIs:

    Employee Engagement Index
    A performance indicator that measures employees’ engagement with their jobs or day-to-day work, based on a standard or tailored survey. (Gallup, AON-Hewitt, Momentor, CX-Ray)
    Employee Satisfaction Index
    A performance indicator of the degree to which employees are content/happy in their work.
     eNPS (Employee Net Promoter Score)
    An indicator (and method) for measuring how willing the employees are to recommend their workplace to friends and acquaintances.
    People/Employee turnover
    An indicator of the percentage of employees in a workforce that leave during a certain period of time.
    People/Employee retention
    The ability of an organization to retain its employees described with a percentage of employees in a workforce that the organization is able to retain during a certain period of time.
    Turnover cost
    All of the costs associated with employee turnover.
    © 2018 All rights reserved. DEVELOR International proprietary.

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