Employee Empowerment Presentationfor L&T Kansbahal Works

Prepared By:

Vikrant Bhaskar,

Dept. of HRM,

XISS Ranchi

Employee Empowerment

What???• Freedom to make decisions

• Workplace Democracy

• Sharing varying degrees of power with lower level employees

• Invest people with authority

• Ownership with responsibility

What Not???• Throwing out the rule book

• Freedom to unilaterally take decisions that impact others

Empowerment is operating by oneself with enthusiasm

Empowerment Levels

ENCOURAGE: Employees to play a more vital role than now

INVOLVE: Employees to take responsibility and improve the ways things are done

ENABLE: Employees to make and take a decision without referring to a senior

Why Employee Empowerment at L&T Kansbahal Works

Check the views that employees hold about their empowerment levels at the moment

Open avenues of communication are NOT actually open enough

Measure the happiness and satisfaction levels of the employees that comes directly from the authorities and freedom that they enjoy as per their position levels

Devise methods to the management if necessary

A good topic for the Summer Internship Program

“Give Power Away” Is Not A Solution

Power is not a zero sum commodity that adds up to zero, so that for others to have more, the leader must have less

Power is an expandable pie, share if and only if you are sure.

Power can be taken, but not given. the process of the taking is empowerment itself.

Still, the bottom-line is, to gain power you have to give power. hence empower!!!

How To Empower???

Identify reasons to empower

He/she is the right employee???

Right for the organization???

Ethical and legal???

Risks assessed and calculated???

Employee Empowerment: The Process Identify skills of the employee

Identify employee’s experience

Identify the training level

Identify the employee enthusiasm

Identify employee engagement

Identify the emotional engagement towards the job and the organization

Make the employee accountable and answerable

Keep the motivation going

Pros and Cons Pros:

Greater job satisfaction

Increased productivity

Automatic motivator

Encouraged innovation

Lesser supervision and delegation

Cons:

Egotism/arrogance

Creativity and innovation demands risk

Industrial democracy

Security of information

Findings At L&T Kansbahal Works

Tier-1, 2 & 3 employees mostly feel empowered

94.44% in Tier-1 agree that they are empowered (Based only on a Yes/No response)

87.50% in Tier-2 & 3 agree that they are empowered (Based only on a Yes/No response)

Interestingly no one in any of the tier feels that they are not at all empowered

There are low empowerment levels in some areas according to employees but zero score still doesn’t exist

Findings… continued…

Rating 1 to 2 Not at all empowered

Rating 2.1 to 3 Poorly empowered

Rating 3.1 to 4 Partially empowered

Rating 4.1 to 5 Almost fully empowered

Based on the above ratings, and conducting a t-test, we found that:

In Tier-1: 61.11% employees’ response lie in the range 4.1 to 5; 38.88% lie in the range 3.1 to 4, and we have zero readings for the rest two range of categories.

In Tier-2 & 3: 50% employees’ response lie in the range 4.1 to 5; 50% lie in the range 3.1 to 4, and we have zero readings for the other two ranges.

Findings… continued…

Administration, Design, Foundry and Machine department asks for a more powerful and strong communication system, job-enrichment, job-rotation and, improvement groups

Central Maintenance and Execution department urges for a better team management, analytical abilities, leadership and decision making abilities and employee engagement

Supply Chain wants reward for self-improvements, a clear set of defined roles and to maintain accountability for individual responsibilities

Findings… continued…

Spares-Business development and Fabrication department wants a definite clearance from superiors to make and take decision

Execution and Design department wants to lead in more prospects of their work and more employee engagement

Materials management and finance department wants more transparency in communication with the members they deal with

Suggestions: Areas that need a revisit at L&T Kansbahal Works Open avenues of communication from lower to upper level should be

made more open

Employee recognition and rewards can be renewed

Improvement groups should be formed

Feedback system should be paid more attention

Just treatment and transparency for all

Suggestions… continued…

More favorable work environment

Enough resources for the employee to work

Taking opinions while making a change in the way someone works

Multiskilling and job-rotation should be put into practice

Measuring employees’ emotional engagement towards his job is the 1st step towards empowerment

Someone Said It:

“The best executive is the one who has the sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it.” – Theodore Roosevelt