Title : Employee Engagement

Presented by

Prof. Sarika Patil

Asst Professor

Prof Shuchi Gautam

Asst Professor

Sandip Institute of Technology & Research Centre

Mahirawani, Trimabak Road, Nasik.

Ph: 2582289. Cell: 9423699251

Email: sarika.patil@sitrc.org

This paper is an attempt to give the realistic view about employee engagement. Human Resource

being the most important asset of any organization requires an enabling HR climate with a view

to achieve organizational objectives in the most effective manner. Organizations these days want

to protect their biggest and most valuable asset and they want to do this in a way that best suits

their organizational culture. Retaining employees is a difficult task in todays globally

competitive world. Providing support to the employees acts as a mantra for retraining them.

Employers can also support their employees by creating an environment of trust and inculcating

the organizational values into employees. .In order to increase an organization performance level

& also to retain, organizations need to engage their employees more effectively.

An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and

thus will act in a way that furthers their organization's interests. Engaged employees have strong

desire to work, feel proud of the organization, and also speak positively about it . Such

employees shown enthusiasm for contributing to the organizational goals. Thus engagement is

distinctively different from employee satisfaction, motivation and organizational culture.

Objectives:

• To focus on the problems and prospects in engaging the talented employees at the work

place.

• To study the factors affecting the employee engagement at the company

• To study the level of Employee engagement at the selected company

• To find out whether increase in employee engagement has an impact on Employee

Satisfaction

Research Methodology:

The above objectives will be studied by studying the Human resource and retention policies and

strategies of the Selected manufacturing company in the Nashik

Sample Population:

Manufacturing companies covered under MIDC industrial area of Nasik.

Sample size: The one company has selected from the manufacturing companies in nashik and

50employees of the same company has been selected for the study purpose

Data collection method used for carrying this study are both the Primary data and the

secondary data

Primary data form the respondents has been collected through a questionnaire designed and the

secondary data for the purpose of study has been collected from the Books ,Magazines and

Related Projects

Scale used is Likert Scale and the Scores have been assigned to each option

Key- words:

Employee engagement, Employee involment

Employee Satisfaction, Nature of job

Growth Oppurtunities, Skill Enhancement

Introduction:

Two organization invest the same amount of capital in the business, have the same resources in

terms of machinery, latest technology, infrastructure etc. , but what differentiate then is the

manpower they have. No two organizations have the same set of knowledge, skill & attitude

because no two human beings are the same. They are distinct entities with different capabilities,

the way they think, they work etc. This is the place where an organization needs to work to gain

competitive advantage over the other , by utilizing the workforce in the best possible way

In today’s, changing scenario to maintain or to retain the employee in the organization is

challenging job for human resource managers, because if the workforce is not engage

properely in the organization , they are not satisfied and attrition rate become high and it is very

diffcult to satisfy them because todays employees are not satisfied with the higher salary, perks

& benefits . Nowadays employees want much more they want flexibility, quality of work &

freedom of speech moreover they want challenging job.. They don’t want leadership, they

want to become their own leader.So the Employee Engagement is the best tool for retention.

Employee engagement is the intense emotional commitment and the involvement of an

employee for his or her organization and its goals.

Engagement is a state where an individual is not only intellectually committed, but also has a

great emotional attachment with his/ her job that goes above & beyond the call of duty, for

further interest of the company.

Employee engagement is nothing but involment of the employees upto the extent where they

think themselves as a pillers of the organization.

Engaged--"Engaged" employees are builders. They want to know the desired

expectations for their role so they can meet and exceed them. They're naturally curious

about their company and their place in it.

Employee engagement is the thus the level of commitment and involvement an employee

has towards their organization and its values. An engaged employee is aware of business

context, and works with colleagues to improve performance within the job for the benefit

of the organization. The organization must work to develop and nurture engagement,

which requires a two-way relationship between employer and employee.’ Thus Employee

engagement is a barometer that determines the association of a person with the

organizationAccording to Development Dimensions International (DDI) defines engagement as “

the extent to which people enjoy & believe in what they do and feel valued for doing it .” .

Key Drivers of Employee Engagement :

Employee feel engaged when they get safe and cooperative enviornment to work, when they

feel they get growth opportunities for their skill enhancement. Following are some of the key

drives that keep employee engeged.

A)Type & nature of job:

The job should be challenging & should be motivate them to work well, job should be

satisfying where employee can gives highest contribution and perform well.

Relation between the organizational performance and an employee:

An employee needs to understand that his /her work contribute towards the fullfillment of

organizational goals and objectives . the moment this is relazied to the employee, the level of

engagement with the work wil rise and employee will always look forward to contribute more

effectively.

B) Growth Oppurtunities:

The organization should also provide ample opportunities to their workforce so that they can

make best use of their talents for the uplifment of the organizational performance.

C)Peer Members :

Peer members contribute a lot for staying in an organization. The good relation with peer

members , helping attitude give the sense of emotional attachment and feel of belogingness

towards the organization.

D)Skill Enhancement:

Organization should provide to their employees various growth opportunities for their skill

enhancement by job rotation and all and by introducing various training & development

programs , it make value addition of employees.

E) Brand Name:

If an employee feels one of the important piller or part of the organization, his confidence level

and the feel of association with the company will be highly positive. The brand name of the

organization makes him feel special and proud

F)Relationship with Boss:

A open communication must with the immediate boss , it aviod grievance & frustration., and the

transperancy should maintain in the boss- subordinate realationship.

10 C’ of Employee Engagement

The various dimensions which can add to the engagement level of an employee are

Connect: Employees should feel that their work is valued by their boss. And there is sense of

connectivity with their superiors

Clarity : Employees should very well aware of the goals & purpose of the organization, they

should also understand their roles & responsibilities for the successful completion of their

performance towards organization goals.

Congratulate: Organization should recognize their employees performance periodically to

boost their morale and ultimately male them enthusiastic towards their work.

Control: Involving people in decision making creats a culture wherein they can take the

ownership of their own problems and can find solutions to them.

Collaborate: Work done in teams with equal contribution by all team members creats an

environment that fosters trust and lot of collaboration.

Career: People in the organization should be given an opportunity to advance in their own career

path. Today, employees feel good if they are placed at jobs that break the monotony, techniques

like job rotation and assigning goals to top talents , should be taken care of by top management.

Convey: Top management should time to time convey the expectations about the performance

of the employees and giving them timely feedback.

Credibility: Maintaining the reputation of the company lies in the hands of the workforce

employed.

Confidence: Organization should instill a sense of confidence in employees .

Contribute: Employees have feel that their efforts are being used for the fulfillment of the

overall goal & objectives of the organization.

Data Analysis and interpretation (50 Respondents)

Parameters Strongly

Agree(5)

Agree

(4)

Neutral

(3)

Disagree

(2)

Strongly

Disagree(1)

1 Clean and safe working

environment in

organization

50% 30% 10% 6% 4%

2 Work flexibility to

manage your

professional and personal

life

40 %

24% 16% 8% 12%

3 Receive meaningful

recognition and

appreciation from your

Seniors

44%

28% 16% 6% 6%

4 Participation in decision

making at

top/Subordinate Levels

36%

32% 12% 10% 10%

5 Opportunities to enhance

your skills and abilities.

52%

24% 10% 8% 6%

6 Co-operative atmosphere

in organization to work

48%

32% 12% 6% 2%

7 Safety measures

implemented in

organization

52%

30% 10% 6% 2%

8 Motivation and 48%

32% 10% 6% 4%

appreciation Received

9 Supervisor

communicates properly

with you and your

associates.

40%

28% 16% 10% 6%

10 Communication with the

Higher Authorities

44%

28% 8% 12% 8%

Scores Obtained on the Basis of this

Particular Strongly

Agree(5)

Agree

(4)

Agree

(3)

Disagree

(2)

Strongly

Disagree(1)

Sum of

Respondents

227 144 60 38 30

Total Score of

Respondents

1135 576 180 76 30

Total 1997

Score Assigned

Strongly Agree= 5

Agree = 4

Agree = 3

Disagree = 2

Strongly Disagree= 1

Results of Data Analysis

Highest Score of if all Strongly agree (A) 2500

Score obtained by Research 1997

Percentage 79.88%

Highest Score of if all agree (B) 2000

Score obtained by Research 1997

Percentage 99.85%

Avg of A and B 2250

Score obtained by Research 1997

Percentage 88.7%

Interpretation:

The Results shows that the company is having a positive employee engagement as the score

obtained is highly positive. Most of the respondents are highly satisfied with Clean and safe

working environment in organization. Organization provides flexible timing to employees

without disturbing the peak working hours . Production is not hamper & easy to the employees to

manage their personal & professional work . Researcher observes that employer provides

earned, sick, casual & paid holidays to their employees. Organization also provides the shift

allowances to their employees. . Various safety measures are also implemented for the security of

the employees and employees feel safety while doing the work. Top management also provides

various awards & recognition to their employees for their highest performance. It is observe that

in the organization communication is open between the superior and subordinate , it leads to

harmonious and cooperative work culture in the organization which ultimately has positive

effect on grievances., grievances are less just because of open communication system.

Employees also get the platform for sharing their views and ideas and best suggestion from the

employees are awarded so that employee feel motivated & become committed towards the

betterment of the organization

Findings

• Engaged employees have the necessary desire and commitment and perform the job to

the fullest satisfaction of the organization

• Engaged employees work smarter and keep finding newer ways to improve their

performance

• They help the organization in increasing sales , improve the quality & engage in

innovating new products.

• They find new ways to attract as well as retain the existing customers. Employee

retention increase whenthe employees are engaged. Research reveals that around 54% of

engaged employees said that they are not planning to leave the organization when

compared with 13% disengaged employees

• Organizations started to realize that having strong brand, new products and new

technology alone, does not help them to get the winning edge over the competitors

• Employee feel engaged when they get safe and cooperative enviornment to work, when

they feel they get growth opportunities for their skill enhancement

.

Suggestions:

� The employer should promote the good mutual relation with in the employees. The good

relation with peer members , helping attitude give the sense of emotional attachment and

feel of belongingness towards the organization.

� More and more job rotations should be promoted in the organization so that monotony

will be removed and employee feel satisfied regarding their performance

� After a regular periods employer should take the feedback of employee regarding the job

satisfaction so that employee can feel secure ,responsible and accountable toward their

responsibilities

� More and more efforts should be taken to improve the communication bridges and the

proper communication network should be designed both from top to down and down to

top level.

� Appreciation and rewards should be given for their work so that they should feel

themselves as the part of the organization .This has been observed that lack of

appreciation serve as a major factor in lack of employee involvement

Bibliography

1.“Employee Engagement” By G Prabhi b,Tegala Roja Rani ,HRM Review by ICFAI

Press August 2009

2. .“Engaged Employee ” By Rawal Priyanka ,HRM Review by ICFAI Press July 2009

3. Essentyials of HRM by Indrani Mutsuddi ,New age international publisher 2010

4.Human Resource management by Durai Praveen ,Publisher Pearson ,2010

5. Human Resource management by Aswathappa ,Publisher Tata Mc graw ,6th Edition

6.Research Methodology by CR Kothari New age International Publishers 2nd Revised

Edition

.