PROJECT REPORT

ON

PERFORMANCE OF GENPACT

Submitted in the Partial Fulfilment of the requirement for the

award of the degree of

BACHELOR OF COMMERCE
(SESSiON 2021 – 2024 )

UNDER THE SUPERViSiON OF : SUBMiTTED BY :

MR. T. VEERAIAH C.PAVAN KUMAR

FACULTY OF (1167-21-405-003)

RAILWAY DEGREE COLLEGE J. JASHWANTH

(1167-21-405-008)

K .ARAVIND

(1167-21-405-011)

SAI KISHORE RATHOD

(1167-21-405-012)
 DECLARATiON

I am C.PAVAN KUMAR And J.JASHAWANTH And K.ARAVIND

And SAI KISHORE RATHOD
We are 6th Semester students, BACHELOR’S OF COMMERCE OF
RAILWAY DEGREE COLLEGE, under the Osmania University
declare that the project report entitled PERFORMANCE GENPACT
being submitted by me is an original piece of work done by me under
the supervision of MR. T.VEERAIAH (GUEST FACULTY). The matter
presented has not been copied from any other existing report.
However, extracts of any literature which has been used for this
report has been duly acknowledged providing details of such
literature in the reference. Also, this project has not been submitted
for the fulfilment of the requirement for the award of any other
degree or diploma to any other college.
 CONTENT

1. Introduction

2. Industry Profile & Company’s

3. Data collection

4. Conclusion And suggestion

5. Abbreviations

6.BIBLIOGRAPHY
 iNTRODUCTiON
Genpact heritage is unique. We began in 1997 with 20
employees and the vision of our founder and former
president and CEO, PRAMOD BHASIN. He transformed a
pilot project running GE Capital’s back-office services
operations into one of the first large-scale captive
companies in the world: GE Capital International Services
(GECIS).
Engagement at work was conceptualized by Khan, (1990) as
the ‘Harnessing of Organizational Members selves to their
work roles’, In engagement, people employ and Express
themselves physically, cognitively, and emotionally during
role performances. The second related construct to

engagement in organizational behaviour is the notion of flow

advanced by Csikszentmihalyi (1975, 1990).
Csikszentmihalyi (1975) defines Flow as the ‘Holistic
Sensation’ that, people feel when they act with total
involvement. Flow Is the state in which there is little
distinction between the self and environment. When
individuals are in Flow State little conscious control is
necessary for their actions.Employeeengagement 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 two-way
relationship between employer and employee.’ Thus
Employee engagement is a Barometer that determines the
association of a person with theorganizationEngagement is
most closely associated with the existing construction of job
involvement (Brown 1996) and flow (Csikszentmihalyi,
1990). Job involvement is defined as ‘The degree to which
the job situation is central to the person and his or her
identity (Lawler& Hall, 1970). Kananga (1982) maintained
that job involvement is a ‘Cognitive or belief State of
Psychological identification. Job involvement is thought to
depend on both need saliency and the potential of a job to
satisfy these needs. Thus job involvement results form
cognitive judgment about the needs satisfying abilities of the
job. Jobs in this view are tied tone’s self image. Engagement
differs from job in as it is concerned more with how the
Individual employees his/her self during the performance of
his / her job. Furthermore engagement entails the active use
of emotions. Finally engagement may bethought of as an
antecedent to job involvement in that individuals who
experience deep engagement in their roles should come to
identify with their jobs. When Kahn talked about employee
engagement he has given important to all three aspects
physically, cognitively and emotionally. Where as in job
satisfaction importance has been given more to cognitive
side. HR practitioners believe that the engagement
challenge has a lot to do withhowEmployee feels about the
about work experience and how he or she is treated in the
organization. It has alottodowith emotions which are
fundamentally related to drive bottom-line success in
accompany. There will always be people who never give their
best efforts no matter how hard HR and line managers try to
engage them. “But for the most part employees want
commit to companies because doing connect with and
contribute to something significant satisfies a powerful and
a basic need in
CORRELATiON
• Genpact Ltd (Genpact) is a provider of business process
management services. The company offers IT
infrastructure, consulting and systems integration,
finance and accounting, risk and compliance, analytics,
sourcing, procurement and supply chain solutions.

HYPOTHESiS
• We develop enduring experiences for customers,
meaningful work for employees, and opportunities for
communities to thrive. From connecting small
businesses with funding when they need it most to
tracking the safety of vaccines, businesses that partner
with Genpact are building a world that works better for
people

RESEARCH AND METHODOLOGY

• NEW YORK, June 20, 2023 /PRNewswire/ -- Retail and
consumer packaged goods (CPG) executives are
overwhelmed by the pace of change, According to a
new study released by Genpact (NYSE: G), a global
professional services firm focused on delivering
outcomes that transform Businesses, and HFS
Research, a unique analyst organization that combines
deep visionary expertise with rapid demand-side
analysis of the Global 2000.
NEED OF THE STUDY
• We develop enduring experiences for customers,
meaningful work for employees, and opportunities for
communities to thrive. From connecting small
businesses with funding when they need it most to
tracking the safety of vaccines, businesses that partner
with Genpact are building a world that works better for
people.

OBJECTiVES OF THE STUDY

• We’re creating a diverse, equitable, and inclusive world
where everyone can celebrate their authentic selves.
Because it’s only by recognizing each other’s
uniqueness and diversity of opinion that we can
innovate and make transformation real.
 COMPANY PROFiLE

• Genpact (NYSE: G) is a global professional services and

solutions firm delivering outcomes that shape the
future. Our 125,000+ people across 30+ countries are
driven by our innate curiosity, entrepreneurial agility,
and desire to create lasting value for clients.
TECHNiCAL HiERARCHY
• Genpact has process associate, process developer,
business expert, resident expert which comes under
Band 5. Then it has Management trainee, Assistant
Manager, manager, senior manager, Avp, VP and so on.

• Genpact Headstrong is a global business process

management and services company. As of my last
update, the organization hierarchy at Genpact
Headstrong includes top-level executives such as the
CEO, followed by various senior vice presidents, vice
presidents, directors, and managers across different
 business units and functions. For the most current and
specific organizational hierarchy, I recommend visiting
the official Genpact Headstrong website or contacting
the company directly.
PRODUCTS AND SERViCES
COMMERCiAL LENDiNG AND LEASiNG
• By bringing AI technologies, advanced analytics, and
smarter customer interactions to loan origination
systems and servicing processes, we drive revenue
growth for banks. Our solutions and services cater for:
CREDiT RiSK MANAGEMENT
• We build, transform, and manage credit risk operations
for our clients. By harnessing opportunities from
advanced analytics, AI and automation we speed up
credit decisions, and reduce the total cost of
ownership.
ENTERPRiSE RiSK AND COMPLiANCE
• Our processes, data, and technology counter
vulnerability to risk from broken systems and soloed
operations and allow our clients to focus on serving
their customers.
GENPACT CORA
• Genpact Cora, our digital business platform delivers AI
for the real world. It allows global enterprises to thrive in
today’s fast-changing economy. Built using Genpact
deep process and industry knowledge, Genpact Cora is
designed for journey-driven transformation. Its plug-
and-play components can be added over time. Here are
our Cora enabled products
ASPECTS OF EMPLOYEE ENGAGEMENT
Three basic aspects of employee engagement according to
the global studies are:-
• The employees and their own unique psychological
make up and experience
• The employers and their ability to create the conditions
that promote employee engagement
• Interaction between employees at all levels.
• Thus it is largely the organization’s responsibility to
creator conducive to this partnership, and a win-win
equation. Environment and culture

CATEGORiES OF EMPLOYEE ENGAGEMENT

According to the Gallup the Consulting organization there
are there are different types of people:-

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. They perform at
consistently high levels. They want to use their talents and
strengths at work every day. They work with passion and
they drive innovation and move their organization forward.

• Employee engagement is defined as the emotional

investment employees make in their organizations. It is
the passion, involvement, and motivation they bring to
work, which they use to guide their work. Engaged
employees identify with the goals of the organization
and align their own goals with the organization’s goals.
• Employee engagement is a human resource concept
that describes the interest and dedication an employee
feels towards their job in the organization. It is the level
of commitment and involvement an employee has
towards their organization.
• Employee engagement is the end goal while employee
experience is the means to that end. – Employee
experience extends the approach to consider
engagement at all touch-points throughout the
employee lifecycle. – Both require a culture where
leaders and managers alike put themselves in the
employees’ shoes.
IMPORTANCE OF ENGAGEMENT
Importance of Engagement is important for managers to
cultivate given that disengagement
Or alienation is central to the problem of workers’ lack of
commitment and
Motivation (Actium). Meaningless work is often associated
with apathy and detachment from ones works (Thomas and
Penthouse). In such conditions, individuals are thought to be
estranged from their selves (Seaman, 1972) .Other Research
using a different resource of engagement (involvement and
enthusiasm) has linked it to such variables as employee
turnover, customer satisfaction Loyalty, safety and to a
lesser degree, productivity and
Profitability criteria (Harter, Schmidt & Hayes, 2002).An
organization’s capacity to manage Employee engagement is
closely related to its ability to achieve high performance
levels and superior business results. Some of the
advantages of
• Engaged employees will stay with the company, be an
advocate of the company
and its products and services, and contribute to bottom line
business success.
• They will normally perform better and are
more motivated.
• There is a significant link between employee engagement
and profitability.
• They form an emotional connection with the company. This
impacts their attitude towards the company’s clients, and
thereby improves customer satisfaction and service levels
• It builds passion, commitment and alignment with the
organization’s strategies and goals
• Increases employees’ trust in the organization
• Creates a sense of loyalty in a competitive environment
• Provides a high
-energy working environment
• Boosts business growth
• Makes the employees effective brand ambassadors for the
company

A highly engaged employee will consistently deliver beyond

expectations. In the workplace research on employee
engagement (Harter, Schmidt & Hayes, 2002) have
repeatedly asked employees ‘whether they have the
opportunity to do what they do best everyday’. While one in
five employees strongly agree with this statement. Those
work units scoring higher on this Perception have
substantially higher performance. Thus employee
engagement is critical tony organization that seeks to retain
valued employees. The Watson Wyatt consulting companies
has been proved that there is an intrinsic link between
employee engagement, customer loyalty, and profitability.
As organizations globalize and become more dependent on
technology in a virtual working environment, there is a
greater need to connect And engage with employees to
provide them with an organizational ‘identity.

MiTiGATiON PLAN
• A start-up is an institution that develops new,
technology-based innovative products. PT Aplikasi
Kaiya Prathama is a start-up company operating in the
fields of education and health tech businesses.
Typically, start-up companies are still in the
development stage, and as a result, many of these start-
ups experience failures. Therefore, risk management is
necessary, involving the identification of uncertainties,
risks, and potential impacts that may occur at PT
Aplikasi Kaiya Prathama in the education field. The
purpose of this research is to propose prioritized risk
mitigation actions at PT Aplikasi Kaiya Prathama. The
methods used to assess risks are Failure Mode and
Effect Analysis (FMEA) and Fault Tree Analysis (FTA).
FMEA is a structured procedure for identifying and
preventing as many failure modes as possible, while
FTA is a technique commonly used for studies related to
the reliability risk of an engineering system. The
expected outcome of this research is to assist PT
Aplikasi Kaiya Prathama in reducing the exposure to
prioritized risks that could potentially impact the
company.
DATA EXTRACTiON
• Data extraction is the process of collecting or retrieving
disparate types of data from a variety of sources, many
of which may be poorly organized or completely
unstructured.

RiSK CATEGORiSATiON
• The three main risk categories include internal risks,
external risks, and strategic risks. Internal risks include
preventable threats like technological hiccups and
human resource factors like talent acquisition.
iNTELLiGENT SCREENiNG
• As the incidence of cognitive impairment increases year
by year, early screening and prevention of emerging
cognitive impairment can be considered as a major
challenge in the current healthcare system around the
world. With the rapid development of Internet
technology and its deep empowerment in all aspects of
medical treatment, cognitive and psychological
intervention for the elderly has entered the era of digital
therapeutics.

AUTOMATED AND DYNAMiC WORKFLOWS

• Dynamic workflows, unlike static workflows, can make
adjustments during process execution based on real-
time data and conditions. They introduce a level of
adaptability that’s advantageous for tasks and
processes that may require changes or deviations
during their execution.
ADAVANCED ViSUALiSATiON
• Advanced-Data Visualization (henceforth ADV) is the
refined and sophisticated version of visualisation
techniques that uses machine learning and automated
technologies to make more analytical and
comprehensive reports for all relevant stakeholders,
make predictions, derive hidden insights, and generate
recommendations

BUSiNESS CONTiNUiTY iN PANDEMiC

• Fifty years ago, Milton Friedman asserted that the social
responsibility of business was only to increase its
profits, within the law. This mantra, with its focus on the
 short term, gained a strong hold on much of business
practice and continues to guide leadership decision-
making in response to COVID-19.

• The coronavirus crisis and its economic effects

coincides with the 50th anniversary of Milton Friedman’s
influential assertion that the social responsibility of
business was only to increase its profits, within the law.
This mantra has gained a strong hold on much of
business practice, with a fierce focus on the short term.
It is in this context that business leaders will be
responding to the effects of the coronavirus crisis.

• The coronavirus crisis has created a practical and

ethical imperative for us to do more work that matters.

• Even before it struck, self-interest had been increasingly

at the fore of organizational behaviour. And what are the
consequences? Employment has been capsulized to a
previously unimaginable extent. 2.8 million people in
the UK held gig economy jobs in 2017. One in four of
such workers earned less than £7.50 an hour. It is these
workers who are most vulnerable to the economic
fallout from the coronavirus crisis.
 CSR

CORPORATE SOCiAL RESPONSiBiLiTY POLiCiES

• We believe that every person has the power to make a

profound impact on another individual, community, or
society as a whole. If we take that and multiply it by
many, these moments become movements that change
the world and make it work better for us all.
 • Genpact focus on corporate social responsibility
amplifies our impact on communities by harnessing the
power of our people, collective passions and expertise,
and technology. As our people put their hearts and
minds into action, we make an enormous difference in
every corner of the world.

MENSTRUAL HYGiENE WORKSHOPS

• We organized a series of informative sessions on
menstrual hygiene for almost 90 girls from
underprivileged communities by collaborating with our
non-profit partners, Dayan Care and Pardada Pardadi
Educational Society.
RAiSiNG BREAST CANCER AWARENESS
• Sixty-three Genpact volunteers joined the Susan G.
Komen Walk for Breast Cancer Awareness in Dallas,
Texas, and raised $500 for breast cancer research.
RUNNiNG FOR ENViRONMENTAL CONSERVATiON
A total of 52 runners and volunteers ran 100+ kilometres in
12 hours to appeal to the public to reduce the use of
disposable plastics.

MiLESTONES OF GENPACT
• Our history. Born in 1997, we became an independent
company in 2005 and listed on the NYSE in 2007.
 Through our innovation and expertise, we’ve become a
driver of AI-first transformation to enterprises around
the world, including many in the Fortune Global 500.

MiLESTONES OR ACHiEVEMENTS iN GENPACT

HiSTORY
• 1997: Founded as GE Capital International Services
(GECIS) in New Delhi.

• 2005: Spun off as Genpact to provide business process

expertise and Lean management to clients beyond GE.

• 2007: Listed on the New York Stock Exchange (NYSE) as

• 2010: Launched Smart Enterprise Processes

• 2015: Launched Lean Digital.

• 2019: Scaled next generation services in analytics,

automation, and AI.
OTHER MiLESTONES iNCLUDE
• 2006: Acquired Symphony Marketing Solutions, an
India-based BPO company.

• 2012: Entered into a strategic partnership with GE to

provide BPO services to its healthcare business.

• 2006: Acquired the India-based BPO company,

Symphony Marketing Solutions.

• 2010: Acquired the risk management software and

technology services provider, Risk Management
Solutions (RMS)

AWARDS OF GENPACT

• Gartner
• Brand Eins
• Hidden Champions of Consulting
• HFS Research
GARTNER
• Gartner Magic Quadrant:
• “Leader” in Finance and Accounting BPO, 2023, 2022

BRAND EiNS
• Genpact Germany awarded ‘Best Consultants 2022 –
2024 ‘ by Brand Eins.

HiDDEN CHAMPiONS OF CONSULTiNG

• Genpact wins Hidden Champions 2022/23 and 2024/25
award in Germany
HFS REASEARCH
• Retail and CPG Services, 2023
• Generative Enterprise Services, 2023
• F&A Services, 2023, 2022
• Digital Marketing and Sales, 2023

SPiRiT OF GENPACT
• Genpact is committed to creating a dynamic work
environment that values diversity and inclusion, respect
and integrity, customer focus, and innovation.
 DATA COLLECTiON
PURPOSE OF DATA COLLECTION IN GENPACT
• Purpose: Main purpose of asking this question was to
see that fun at work activity happens regularly in the
team or not.
• Conclusion: Most of the believe that it happens
regularly in the team.
DO I GET FEEDBACK REGULARLY FROM MY SUPERVISOR
FOR IMPROVING MY PERFORMANCE
• Purpose: The purpose of asking this question was to see
whether the supervisor is providing feedback to the
employees regarding his performance or not.
• Conclusion: Approximately half of the people strongly
agree with this statement however there are few who
disagree with this statement.
DO I FEEL LIKE COMING TO OFFICE REGULARLY
• Purpose: Purpose of asking this question was to see
that how many people are interested in doing their work.
• Conclusion: Most of the Employees want to come to
office regularly except few employees.
DO I GET SUFFICIENT OPPORTUNITIES TO IMPROVE
MY SKILLS
• Purpose: Purpose of asking this question was to see
that how many employees think that they are given
equal opportunities to improve their skills.
• Conclusion: There is no employee who disagrees with
this statement. There are few employees who slightly
disagree with this statement.
• Most of the employees think that they get equal
opportunities.
DO I RECEIVE ANY RECOGNITION FOR MY
CONTRIBUTIONS IN LAST 3 MONTHS
• Purpose: The purpose to ask this question was to see
that how many employees think that rewards and
recognition is given to them for their work
• Conclusion: Half of the employees think that they get
Purpose: The purpose to ask this question was to see
that how many employees think that rewards and
recognition is given to them for their work.
ARE MY THOUGHTS AND FEELINGS GIVEN DUE
RESPECT AT WORK PLACE
• Purpose: Purpose of asking this question was to see
that the thoughts of employees are given respect or not
• Conclusion: Employees feel that there thoughts are
given respect and there thoughts are given values.
DOES MY MANAGER DEMONSTRATE A PERSONAL
COMMITMENT TO MY CONTINUOUS LEARNING AND
DEVELOPMENT
• Purpose: Purpose of asking this question was to see
that how much commitment is shown by the supervisor
for the development of the employee.
• Conclusion: More than half of the employees think that
the manager shows commitment towards there
development.
DO I ENJOY MY WORK
• Purpose: Purpose was to see that employees enjoy
there work or not.
• Conclusion: Most of the employees enjoy there work.
TYPES GENPACT EMPLOYEES ARE DATA AND
ANALYTICS
• Our global team of more than 22,000 data and analytics
specialists is ready to show you what’s possible with the
power of data.
AM I AWARE OF THE CAREER OPPORTUNITIES THAT
ARE AVAILABLE TO ME AT MY COMPANY
• Purpose: Purpose was to see the awareness of the
employees about there career opportunities.
• Conclusion: Most of the Employees are aware of the
career opportunities in GENPAСТ.
DATA COLLECTION TABLE OF GENPACT

• DATA DISCOVERY

• DATA INGESTION

• DATA MANAGEMENT

• DATA CONSUMPTION
DATA DICTIONARY
• Discover how our Data-Tech-AI services propel
innovation, empowering people to work better and
smarter.
Cora data foundation
• We help companies by integrating data sources across
silos to achieve a single source of truth. We then
optimize data ecosystems using data engineering to
ensure speed in the decision-making process.

Cora finance analytics

• A holistic technology hub that provides finance
professionals with actionable insights and data
visualization tools for faster decision-making.

Supply chain analytics

• An analytics suite of solutions to transform supply
chain operations with inventory optimization, demand
predictions, performance metrics, and the financial
implications of supply chain performance.
Machine learning operations
• A new approach to implementing AI and machine
learning technologies, ensuring consistency, and
mitigating the potential risks associated with not having
a framework for scalable innovation.

Commercial analytics
• Using predictive models and data visualization, we help
pharmaceutical companies optimize their commercial
spend across marketing, sales, and payer rebates.

Consumer analytics
• We help enterprises attract new customers, improve
marketing ROI, and enhance sales effectiveness. Our
analytics-driven solutions reveal and measure the
entire customer journey from awareness to advocacy.

Financial crime risk management

• We guide companies through financial crime
compliance, corporate governance, and risk analytics
across customer screening, fraud protection, anti-
money laundering, and trade surveillance.
DATA INGESTION
• Build ingestion applications 50x faster than traditional
tools. With multi-stage wizard-based assistance, full-
scale automation, and machine learning support, get
robust pipelines up and running in minutes

• CDC

• DevOps

• DOCUMENTATION

• ML POWERED ETL
CDC
• CHANGE DATA CAPTURE
• Enable real-time database replication for instant
insights, and leverage machine learning to ensure data
integrity and consistency across systems and
environments. Use a wizard-based assistant and built-
in templates to create CDC applications faster than
ever

DevOps
• DevOps teams use a wide range of tools that often lead
to synchronization issues and blind spots. Gather helps
in unifying data, insights, and actions across all such
tools with its out-of-the-box DevOps apps. With these
ML-powered apps, you can easily monitor DevOps and
 SRE metrics to troubleshoot performance issues and
bottlenecks, measure DevOps maturity and success,
ensure fully traceable and compliant changes, and
make frequent, high-quality releases.

DOCUMENTATION
You can generate a single document as a web page that
contains all of the workflow’s important details. The
documentation is useful for collaborating with stakeholders
and managers, and it provides a summary of the workflow’s
major elements.
ML POWERED ETL
• EXTRACT, TRANSFORM, AND LOAD
• Create batch and streaming data pipelines effortlessly,
over a zero-code, drag-and-drop interface. Leverage
machine learning to accelerate ETL and other data
operations.
DATA MANAGEMENT
• Data management is the practice of collecting,
organizing, protecting, and storing an organization’s
data so it can be analysed for business decisions. As
organizations create and consume data at
unprecedented rates, data management solutions
become essential for making sense of the vast
quantities of data.
TYPES OF DATA MANAGEMENT OF GENPACT

• DATA PROTECTION SOLUTION

• POWER PROJECT SOLUTION

• CYBER SECURITY SOLUTION

DATA PROTECTION SOLUTION
• Data loss, disruptions, and downtime can take a
significant toll on organizations of every size. Now, with
modern data protection, organizations can keep pace
with today’s changing hybrid cloud environments and
ensure data and applications achieve continuous
availability

POWER PROJECT SOLUTION

• Genpact had already been working with businesses to
improve maintenance predictability and created our
unique Smart Event Forecasting solution. The
technology combines process knowledge, digital
technology, and predictive analytics to sharply improve
the accuracy of parts-breakdown forecasts.

CYBER SECURITY SOLUTION

• Cyber security is the practice of defending computers,
servers, mobile devices, electronic systems, networks,
and data from malicious attacks. It’s also known as
information technology security or electronic
information security.
DATA MANAGEMENT
• Data management is the practice of collecting,
organizing, protecting, and storing an organization’s
data so it can be analysed for business decisions. As
organizations create and consume data at
unprecedented rates, data management solutions
become essential for making sense of the vast
quantities of data.
• Data Management as a Service, or Dams for short, is
portfolio of as a service offerings used by organizations
seeking easy access to multiple data management
capabilities, such as backup and recovery, disaster
recovery (DR), archiving, file and object services,
dev/test provisioning, data governance, security

• Data management systems are built on data

management platforms and can include databases,
data lakes and data warehouses, big data management
systems, data analytics

• DLM, including data creation, storage, usage and

archival, with a particular emphasis on strategies to
fortify data security.
DATA CONSUMPTION
• Data consumption involves accessing, processing, and
utilizing data within an organization or system. Various
types of data consumption exist, each with its unique
characteristics and applications.

WHY DATA CONSUMED

• Food delivery apps sending push notifications, social
media apps looking for new messages, tags, friend
requests, Gmail notifications, small app updates you
are not even aware about, and more. These activities
consume your mobile data and phone’s battery
continuously.
HOW TO REDUCE DATA CONSUMPTION
• Limit background data usage

• Send lower-quality images

• Update apps over Wi-Fi only

• Connect to a secure Wi-Fi network

• Turn off Wi-Fi Assist

 CONCLUSiON AND SUGGESTiON
As Per the above observations and analysis it seems that
most of the Employees of GCF Australia are Engaged and
like there work and Organization except few Employees who
are Not Engaged and few who are Nearly engaged and can
be changed to an Engaged Employee by their supervisors by
proper planning. Employee Engagement is the buzz word
term for employee communication. It is a positive attitude
held by the employees towards the organization and its
values. It is rapidly gaining popularity, use and importance in
the workplace and impacts Organizations in many ways.
Employee engagement emphasizes the importance of
employee communication on the success of a business. An
organization should thus recognize employees, more than
any other variable, as powerful contributors to a company’s
competitive position. Therefore employee engagement
should be continuous process of learning, improvement,
measurement and action. A

We would hence conclude that raising and maintaining

employee engagement lies in the hands of an organization
and requires a perfect blend of time, effort, commitment and
investment to craft a successful endeavour.
BIBLIOGRAPHY

Books referred: Shashi. K. Gupta

Human Resource Management. Rosy Joshi

Human Resource Management. V.S.P.Rao

Human Resource Management.. Fisher Shaw

Human Resource Management.. Subba Rao

Websites:

www.humanresources.about.com

www.hr-guide.com

www.books.google.com