Most organizations today realize that a satisfied employee is not necessarily the best employee in terms of loyalty and productivity. It is only an ENGAGED EMPLOYEE who is intellectually and emotionally bound with the organization who feels passionate about its goals and is committed towards its values thus he goes the extra mile beyond the basic job. Employee engagement is a powerful retention strategy. An engaged employee gives his company his 100 percent. When employees are effectively and positively engaged with their organization, they form an emotional connection with the company. Employee engagement is a barometer that determines the association of a person with the organisation. It is about creating the passion among associates to do things beyond what is expected from him. Current studies show that organizations are focusing on the meaning of employee engagement and how to make employees more engaged. Employees feel engaged when they find personal meaning and motivation in their work, receive positive interpersonal support, and operate in an efficient work environment. What brought engagement to the forefront and why is everyone interested in it? Most likely, the tight economy has refocused attention on maximizing employee output and making the most of organizational resources. When organizations focus attention on their people, they are making an investment in their most important resource. The main objective of this study is To Study the Employee Engagement practices and to find out the involvement of employees in work The researcher have chosen descriptive research design for studying the attitude of the employee. Probabilistic sampling design has been used to conduct the research. The study contains a sample size of 100 employees. Simple random sampling is adopted as sampling technique. It is also known probability sampling where each and every item in the population has an equal chance of inclusion in the sample and each one of possible samples in case finite universes, has the same probability of being selected. The data was collected from the both primary and secondary sources. The following statistical tools were used:   Percentage Analysis Chi-square Test

As a result, employees spend majority of their time at work. They tradeoff their youth, time, social life and expect something in return. Managers in India believe that financial incentives are the answer to engagement but they are wrong. According to the research, employees who are not emotionally attached to their organizations are more likely to leave for a competitor

who offers them better pay. However, when the managers are involved in the personal wellbeing of the employees, the emotional attachment has a higher play. The Gallup study found “These managers give lip service to employees' emotional health and wellbeing in discussions or assume that this is the responsibility of other departments, such as human resources or employee relations.” The short-term thinking approach to management may not work for the corporations operating in India. They need to act quickly and start investing in management training, especially in the areas of human capital. Traditionally, HR served all functions relating to employees in India and Human Capital may seem like a new buzz word but fact is with increased competition and drive for sustainability, you cannot ignore your key assets, your employees.

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