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  2. Employee engagement - Wikipedia

    en.wikipedia.org/wiki/Employee_engagement

    Employee engagement first appeared as a concept in management theory in the 1990s, [3] becoming widespread in management practice in the 2000s, but it remains contested. Despite academic critiques, employee engagement practices are well established in the management of human resources and of internal communications. Employee engagement today ...

  3. Enterprise engagement - Wikipedia

    en.wikipedia.org/wiki/Enterprise_engagement

    Because of the lack of an agreed-upon nomenclature, framework, and implementation process for engagement, organizations tend to focus on tactical approaches such as "employee experience"; management "civility"; or recognition, benefits, or work-life policies, etc., rather than address engagement on a strategic basis linked to the brand and ...

  4. Microsoft PowerPoint - Wikipedia

    en.wikipedia.org/wiki/Microsoft_PowerPoint

    In contemporary operation, PowerPoint is used to create a file (called a "presentation" or "deck") containing a sequence of pages (called "slides" in the app) which usually have a consistent style (from template masters), and which may contain information imported from other apps or created in PowerPoint, including text, bullet lists, tables ...

  5. File:Employee Performance Review Template.pdf - Wikipedia

    en.wikipedia.org/wiki/File:Employee_Performance...

    This report will give to your manager the information she needs in order to ensure that the team has Adequate skills and knowledge, Works efficiently and Establishes a Healthy communication climate, (thereby fulfilling the basic requirements for a projectised and employee empowering organization).

  6. Employee experience design - Wikipedia

    en.wikipedia.org/wiki/Employee_Experience_Design

    The goal is to yield better customer experience through increased employee engagement and employee empowerment. [4] Following Krippendorf, EED focuses on creating meaningful and sense-making opportunities for engagement, [5] and addressing aspirational [4] and fundamental psychological needs of an employee, such as autonomy, competence and ...

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