Assessment

Assessment
Employee engagement
This assessment covers the following learning outcomes and assessment
criteria.

Learning outcomes Assessment criteria

1 Understand the concept 1.1 Analyse the meaning, principal dimensions
and components of and components of ‘employee engagement’
employee engagement and compare with other related concepts.
and evidence showing its
1.2 Justify the need for alignment between
contribution to achieving
engagement practices and other corporate
business outcomes.
components if the full benefits of high
engagement are to be realised.

2 Understand the 2.1 Identify the principle drivers of employee

importance of employee engagement and evaluate the business
engagement as a benefits for the organisation and different
contributor to positive stakeholders.
corporate outcomes.
2.2 Explain the application of employee
engagement through job design,
discretionary behaviour, role autonomy and
organisational citizenship.

3 Know how to implement 3.1 Identify and evaluate the use of diagnostic
HR strategies and tools for measuring employee attitudes and
practices to raise levels of levels of employee engagement.
employee engagement in
3.2 Construct an ‘employee value proposition’
a specific organisational
and propose relevant strategies to raise levels
context.
of employee engagement and address any
barriers.
3.3 Propose relevant people resourcing,
development, performance and
communication strategies to raise levels of
employee engagement.

Intermediate Programme in Human Resource Management 33

Level 5 u Employee Engagement

Assessment brief
Your chief executive is committed to having a more engaged workforce
and has asked you to brief the executive team on how this could be
accomplished. She has informed you that not all of the executive team
understand what it means, what the benefits are and what is involved.
You have been asked to develop and deliver an informative and persuasive
presentation which includes

l an analysis of the meaning, principal dimensions and

components of employee engagement and how it differs,
if at all, from related concepts such as organisational
commitment, employer involvement, job satisfaction
l an identification of the principal drivers and business benefits
of having an engaged workforce and a signposting of some
of the steps an organisation can take to create a culture of
employee engagement, eg through job design, discretionary
behaviour, etc
l a brief explanation of the need for aligning engagement
practices with other corporate components
l an evaluation of suitable diagnostic tools for measuring
employee attitudes and levels of employee engagement
l an example of an employee value proposition (EVP) to
promote levels of employee engagement making reference
to what makes a ‘good’ EVP
l examples of relevant HR strategies to raise levels of
employee engagement and address barriers

Evidence to be produced/required
A written brief and a short set of summary slides of 3,900 words in total.
Please note that you do not have to give the presentation.

You should relate academic concepts, theories and professional practice

to the way organisations operate, in a critical and informed way, and
with reference to key texts, articles and other publications and by using
organisational examples for illustration.

All reference sources should be acknowledged correctly and a bibliography

provided where appropriate (these should be excluded from the word
count).

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