Implementing Employee Engagement Mechanisms in NAMRIA
Xenia R. Andres.
- 136 leaves : color illustrations
Public Management Development Program
As the central mapping agency of the Philippine government, the National Mapping and Resource Information Authority (NAMRIA) plays a vital role in the socioeconomic, environmental, and developmental activities of all sectors. Therefore, an engaged workforce is important in order to deliver the relevant quality maps, nautical charts, and related environment and natural resources data and geospatial services on time. The foremost organisational capability critical to ensure the achievement of NAMRIA's mandates and strategic initiatives is motivating employees to high performance and accountability. This is essentially employee engagement. However, there appears to be low morale, satisfaction, and commitment among employees as evidenced by the high incidence of absences, tardiness, and turnover. The root causes of this core problem include the absence of baseline data on employee engagement, lack of awareness and monitoring on employee engagement, and dearth of coaching and mentoring skills from managers. The re-entry project (ReP) on implementing employee engagement mechanisms in NAMRIA aimed to initiate improvement in organisational and employee performance and capacity. Specifically, it aimed to conduct an employee engagement survey to gather baseline data, develop awareness and competence of NAMRA officials and middle managers on employee engagement, and recommend strategies to institutionalise employee engagement in the agency. The ReP deliverables are (1) project plan in employee engagement, (2) analysed survey results on employee engagement, (3) capability building and action plans on employee engagement, and (4) report on the implementation of action plans on employee engagement with suggestions and recommendations. This may include the administration of the sane survey tool after the ReP as post-evaluation. The following activities were carries out in order to produce the deliverables: (1) creation of project committee and conduct of meetings, (2) administration and result analysis of employee engagement survey, (3) conduct of orientation and seminar-workshops on employee engagement, performance culture, and coaching and mentoring, and (4) monitoring and validation of action plans on employee engagement through coaching and mentoring. Other activities were also undertaken as offshoots of the project such as the creation of the NAMRIA Morale and Welfare Committee and the conduct of Creating a People Strategy and Leadership Branding Seminar-Workshop. The results of the ReP are developed awareness and strategies on employee engagement and enhanced competency of officials and middle managers on employee engagement through coaching and mentoring. The intended outcomes are improved individual and organisational performance and enhanced public service delivery as evidenced by client satisfaction and loyalty.
National Mapping and Resource Information Authority. Employees--Coaching of--Philippines.