Tels 3345

1. Why do you think it’s important for Capital One to calculate the “disengagement” factor of its employees when to comes to workforce planning?

The disengaged employee is thinking more about themselves than about the company. The term disengagement comes from being laid off or possibly retiring in the short term future. It may also refer to a career change and begins with the employee becoming less productive. The employee who sees the opportunity for advancement will usually have a vested interest in the success of the company. Opposed to the disengaged employee who believes termination lies ahead and sees no future for themselves with the company. The disengaged employee may concentrate on looking for the next job and therefore becomes less productive. The employee may also complain in the work place and thus cause a negative vibe and decreased morale within the work place. The results may be shown thru their rhetoric which may cause other engaged personnel to become less productive. The person who is close to retiring may be counting the days until their time is over and they will just leave the company. The person close to retirement usually does not become so disengaged that they began to discourage others to not work effectively. They may however began to recite past experiences with the company of a positive nature and cause the other employees to become less productive because they are talking more and working less. The person close to retirement may also start to become more absent from work and could begin taking advantage of such programs as FMLA. FMLA allows them 12 weeks off with no repercussion from the company by federal law. The book stated that some companies are retaining baby boomers to avoid labor shortages by offering flexible scheduling while they can retain their health care coverage. The person looking for a career change can become disengaged and is something which occurs on a consistent basis with a person in the...