A STUDY ON EMPLOYEE ENGAGMENT ACTIVITIES AT EFD – Efunds Corporation (P) Ltd.

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SUMMER PROJECT REPORT Submitted by T.ANURADHA REGISTER NO: 26348302 Under the Guidance of Mrs. K. VIDHYA, MBA, M.Phil
Faculty in the Department of Management Studies

in partial fulfillment for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE PONDICHERRY UNIVERSITY PUDUCHERRY, INDIA
October 2007
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SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE PONDICHERRY UNIVERSITY DEPARTMENT OF MANAGEMENT STUDIES BONAFIDE CERTIFICATE
This to certify that the project work entitled “ A STUDY ON EMPLOYEE ENGAGEMENT ACTIVITIES ” is a bonafide work done by T.ANURADHA [ REGISTER NO: 26348302] in partial fulfillment of the requirement for the award of Master of Business Administration by Pondicherry University during the academic year 2007 – 2008

GUIDE

HEAD OF DEPARTMENT

Submitted for the Viva-Voce Examination held on_________________

EXTERNAL EXAMINER

ACKNOWLEDGEMENT
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First and foremost, I thank the God for his substantial blessing and mercy at all stages in the completion of my project. I take this opportunity to express my deep sense of gratitude to Shri.N. Kesavan, Founder Chairman, Shri. M.Dhanasekaran, Managing Director and Shri .S.V.Sugumaran, ViceChairman of our College for their good wishes for this project. I express my immense gratitude to our Principal Dr.V.S.K.Venkatachalapathy for his extreme support and encouragement for the completion for my project. I extend my immense gratitude to the Head of the Department Mr.S.Jayakumar for his motivation, inspiration, encouragement and cooperation for the completion for my project. The valuable and unflinching requital support in this Endeavour Mrs.K.Vidhya My Internal guide whose assistance was immeasurable to the completion of this project. I express my earnest gratitude to Mr. Sridhar Krishnamurthy; Asst. HR Manager EFD India Ltd; Chennai for giving me an opportunity to do project in this renounced organization and my External guide for his whole hearted encouragement and valuable guidance in completing the project to a success. I am deeply indebted to Mr. Ragavendran Haridas Bhat – HR EFD India Ltd, Chennai for his invaluable help and advises I also thank all the officials / employees of EFD India ltd, Chennai who were instrumental in the completion of this project.

I express my heartfelt thanks to My Parents, Relatives and My Friends for their support in and every aspect of my life.

ABSTRACT

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Employee Engagement activities is one of the major criterion to know about the success of any organization whether it is a small or big one. The study on the employee engagement activities at EFD – eFunds Corporation (P) Ltd, explores the expectations of the associates to get entertained by their engagement activities. These data helps the concern to incorporate the employee needs or modify the existing engagement activities as per their expectations. From the study on the employee engagement activities at EFD, it was found that the most of the associates are highly engaged with the company both intellectually & emotionally. Also the study infers that the associates are more pleased about the birthday bashes celebrations and external agencies giving presentations/seminar at EFD, however they expect more increased entertainment programs. Therefore the concern has to concentrate more on increasing the entertainment programs & recognize their personally preferred topics for external agencies presentations. With regards to the approachability & meetings conducted by the HR’s at EFD are convincing for the associates. The study shows that the associates of EFD-eFunds Corporation (P) Ltd are very much impressed about the Company and the only thing is that they have to incorporate the fewer changes in existing engagement activities and there such that they can satisfy their associates. To retain their valuable associates, the concern has to interact and get feedback from the employees more frequently.

TABLE OF CONTENTS
CHAPTER TITLE PAGE
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NO
LIST OF TABLES LIST OF CHARTS INTRODUCTION I 1.1 Company Profile 1.2 Need for the Study 1 5 I II

II III IV V VI VII VIII

REVIEW OF LITERATURE OBEJECTIVES RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRETATION 6.1 FINDINGS OF THE STUDY 6.2 SUGGESTION AND RECOMMENDATIONS CONCLUSIONS 8.1 SCOPE FOR THE FURTHER STUDY 8.2 LIMITATIONS ANNEXURE Annexure – 1 Annexure - 2

6 14 15 19 38 39 40 41

42 46

LIST OF TABLES
Table No. 6.1 6.2 TABLE NAME Employees personal opinion about the birthday bashes Celebration Employees frequency of attending the birthday bashes celebrations Page No 19 20 5

12 6.15 6.11 6.8 6.6.7 6.14 6. Coefficient of Variation 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 6 .10 6. Employees opinion on that they feel their basic health & safety is taken care within EFD Employees opinion on the employee engagement activities has been motivated me to work towards the organizational goals.20 Employees preference if there are increases entertaining programs in the celebrations Employees opinion on external agencies giving presentations/Seminar at EFD Employees preference on topics presented by external agencies Employees ratings for the external agencies presentation skills & ability to hold the interest of the audience Employee’s opinion on the usefulness of the contents of the induction program.16 6.4 6.6 6.18 6.5 6.13 6.17 6. Employees opinion on the celebration of major festivals at EFD Employees opinion on the happenings of sport events periodically at EFD Employees opinion on the approachability of the HR Employees opinion on the Skip level meeting & town hall meetings happens at regular interval Employees opinion regarding the statement “I understand what EFD as a company.9 6.19 6. is trying to achieve” Employees opinion on employee engagement activities boosting up their morale Employees opinion on having fun at work place Employees opinion on that they have been given a realistic job preview Employee’s opinion on that they have been given equal opportunities & fair treatment within EFD.

2 6.LIST OF CHARTS Table No.4 6.7 TABLE NAME Employees personal opinion about the birthday bashes Celebration Employees frequency of attending the birthday bashes celebrations Employees preference if there are increases entertaining programs in the celebrations Employees opinion on external agencies giving presentations/Seminar at EFD Employees preference on topics presented by external agencies Employees ratings for the external agencies presentation skills & ability to hold the interest of the audience Page No 19 20 21 22 23 24 7 .5 6.6 6. 6.1 6.

10 6.12 6. Employees opinion on the celebration of major festivals at EFD Employees opinion on the happenings of sport events periodically at EFD Employees opinion on the approachability of the HR Employees opinion on the Skip level meeting & town hall meetings happens at regular interval Employees opinion regarding the statement “I understand what EFD as a company.6.16 6.15 6. Coefficient of Variation 25 26 27 28 29 30 31 32 33 34 35 36 37 8 .18 6.17 6.8 6.19 6. is trying to achieve” Employees opinion on employee engagement activities boosting up their morale Employees opinion on having fun at work place Employees opinion on that they have been given a realistic job preview Employee’s opinion on that they have been given equal opportunities & fair treatment within EFD.11 6. Employees opinion on that they feel their basic health & safety is taken care within EFD Employees opinion on the employee engagement activities has been motivated me to work towards the organizational goals.13 6.9 6.20 Employee’s opinion on the usefulness of the contents of the induction program.14 6.

EFD enables financial services companies. or prepaid – EFD helps businesses win more of the right customers. 9 . credit. Paving the way for more trusted business transactions With more than 30 years of enterprise payments and data & decisioning expertise. innovative solutions to the world's leading businesses. From the point of account opening to the settlement of every transaction -. Leveraging missioncritical business insight. serve them more efficiently and keep them. outsourced or anything in between. EFD's flexible delivery model means solutions can be run in-house. EFD delivers flexible. helping customers balance the need for control with operational efficiency and low cost of ownership.CHAPTER – 1 1. retailers. detecting potential fraud and building long-term customer value.1 COMPANY PROFILE EFD – Efunds Corporation (P) Ltd.debit. and government organizations to grow their businesses while reducing transaction and infrastructure costs.

• • • 5.000+ associates in 17 locations across the globe 30 years of expertise in payments and financial risk management More than 10.from account acquisition and origination to transaction processing. retention and customer care with the confidence to conduct trusted commerce by adding value to every stage of the integrated account and transaction lifecycles.000 clients across 80 countries EFD builds flexible solutions to help you manage and optimize your financial transaction accounts . Major Domains of EFD • • • • Financial Services Retail Government Telecommunications Financial Services  Open more accounts  Simplify operations  Process more payment types Retail  Minimize fraud & losses 10 .

vision and core values Team EFD is the core of eFunds Corporation and is bound by a shared purpose. including our customer base. global resources. 11 . The information below offers insight into these key components.  Build loyalty Attract profitable customers Government  Process EBT   Prevent Fraud Reduce back office overhead “EFD’s” Commitment  Innovation      Results Respect Integrity Customer focus Honesty/Candor  Team work Team EFD Driven by shared purpose. vision and set of core values. along with additional information on EFD organization. recognition programs and management team.

customer-centric. Principal Locations  USA     Canada Australia Asia pacific(Chennai . Chairman's Award Chairman's Award winners are selected annually by the CEO. Our Values Recognition Programs EFD Employee Excellence (E3) Award The E3 award acknowledges significant contributions and leading examples of 'living' the Team EFD core values. Paul Walsh.Gurgaon. retail and financial risk management . and the Executive Leadership Team from the pool of quarterly E3 winners.all without interruption to your existing operations. Solutions Overview  Offers real-time information from the world's largest debit database. pioneering expertise and technology in payments. Mumbai. Take your company from where it is today to where you want to be tomorrow . and innovative solutions company.Our Purpose To enable a better way for trusted commerce. Singapore) UK  12 . Our Vision A global.

Global Technology and Operations Laura De Cespedes Executive Vice President. 13 . Chief Financial Officer and Executive Vice President.Press Room Paul F. Strategy. Marketing and Product Development Clyde L. Walsh Chairman and Chief Executive Officer George W. but also to increase its level of performance Study helps to Improve the overall organizational effectiveness The study helps to estimate the organization’s capacity to manage employee engagement that is closely related to its ability to achieve high performance levels and superior business results. Thomas Chief Information Officer and Executive Vice President. Human Resources 1. Finance Kay Nichols Executive Vice President. Gresham Chief Administrative Officer. This study helps not only to retain valued employees.2 NEED FOR STUDY 1) 2) 3) 4) 5) Studying employee engagement in an organization provides clue for the employers to contribute to bottom line business success To understand & identify the problematic areas and make a plan and take action towards improvement.

1 Employee Engagement It is a concept that is generally viewed as managing discretionary effort. that is. employee engagement is a powerful retention strategy. feels passionate about its goals and is committed towards its values who can be termed thus. An engaged employee is a person who is fully involved in. they will act in a way that furthers their organization’s interests. and enthusiastic about. It is only an ‘engaged employee’ who is intellectually and emotionally bound with the organization. He goes the extra mile beyond the basic job responsibility and is associated with the actions that drive the business. in times of diminishing loyalty. “Employee engagement is a barometer that determines the association of a person with the organization. his or her work Most organizations today realize that a ‘satisfied’ employee is not necessarily the ‘best’ employee in terms of loyalty and productivity. Moreover.CHAPTER -2 REVIEW OF LITERATURE 2.” 14 . when employees have choices. The fact that it has a strong impact on the bottom-line adds to its significance.

Atul Kunwar Managing Director EFunds International India The key ingredients of an engaged employee seem to be: • • • • Tenure with the organization Display of emotional involvement in what he does Doing more than what is expected Displaying pride in the place he work 2.3 A Matter of Partnership Global studies suggest that there are three basic aspects of employee engagement: • • The employees and their own unique psychological make up and experience The employers and their ability to create the conditions that promote employee engagement 15 . being part of a larger process) rather than simply focusing on extrinsic factors (e..g.g. personal growth.2 Studies • • • • Engaged employees care about the future of the company and are willing to invest the discretionary effort. working to a common purpose. This is associated with people demonstrating a willingness to recommend the organization to others and commit time and effort to help the organization succeed. 2. Engaged employees feel a strong emotional bond to the organization that employs them. It suggests that people are motivated by intrinsic factors (e. pay/reward).

4 Factors Influencing Employee Engagement • • • • • • • • A culture of respect where outstanding work is valued Availability of constructive feedback and mentoring Opportunity for advancement and professional development Fair and appropriate reward. Look after the organization’s reputation.4 A Road Map for Employee Engagement • • • • • Enhance leadership. Managers do not see communication as part of their day job.5 The Keys to Employee Engagement Getting and keeping your employees engaged comes down to three simple factors: • • • Leadership by example A willingness to listen Being prepared to learn.• Interaction between employees at all levels 2. Involve your people and value their input. A manifesto for outstanding organizational performance 2. recognition and incentive systems Availability of effective leadership Clear job expectations Adequate tools to complete work responsibilities High levels of motivation 2. 16 .

and Contribute to bottom line business success. 2. Employee engagement is critical to any organization that seeks Not only to retain valued employees. The information your employees supply will provide direction.8 Organization Initiatives for Employee Engagement Most organizations have a range of programs to improve the engagement level of their employees. make a plan and take action towards improvement. Be an advocate of the company and its products and services. but also increase its level of performance.6 Importance of Employee Engagement • • • • • • • • An organization’s capacity to manage employee engagement is closely related to its ability to achieve high performance levels and superior business results. Insist upon increased engagement at the managerial level and create and deploy a customized employee satisfaction survey from alpha measure to assess your current level of employee engagement. starting right at the selection stage: • • Choosing the right fit and giving a realistic job preview Strong induction and orientation program 17 .7 Ways to Attain Employee Engagement • Listen to your employees and remember that this is a continuous process. There is a significant link between employee engagement and profitability. Below are the lists of initiatives can be made by the organization. 2. Engaged employees also normally perform better and are more motivated. • • • Identify problem areas. Engaged employees will stay with the company.2.

an e-forum to develop entrepreneurship. commitment and alignment with the organization’s strategies and goals Attracts more people like existing employees Increases employees’ trust in the organization Creates a sense of loyalty in a competitive environment Lowers attrition rate Increases productivity and improves morale Provides a high-energy working environment Improves overall organizational effectiveness Boosts business growth Makes the employees effective brand ambassadors for the company. building assets like own home.10 Measuring Employee Engagement 18 . • • • • • • • • 2.• Rigorous training and development. get-togethers. from technical to soft skills to leadership development programs. sports. • • • Regular feedback to all people Communication forums like the in-house magazine.9 Benefits to the organization • Employee engagement builds passion. there are recreational activities like festivities. • • 2. through various incentives such as recognition letters. ESOPS. etc An open and transparent culture to empower its people and develop entrepreneurs. profit sharing schemes. To keep up the morale of people and drive them towards excellent performance. long performance awards. In touch. and regular surveys and conferences To maintain the quality of work-life and a balance between personal/professional lives.

11 Signs of Low Employee Engagement • • • • • • • • • The turn over rate is high Productivity is down Deadlines are being missed Morale is low Conflicts are happening frequently Absenteeism is up Punctuality is a problem Miscommunication is happening frequently Theft is a problem 2.” Conducting a survey without planning how to handle the result can lead employees to disengage.12 Remedies • Hire a team-building expert and arrange a one-day retreat Host a meeting where you listen to feedback and ideas. Promise to implement at least one of the recommendations – the one that is chosen as the most critical and there is • 19 . and growth in productivity and business.” informs Kunwar. The survey is conducted at the same time across all eFunds sites worldwide.“E-Funds measures employee engagement by conducting an Employee Engagement Survey (EES) once every two years in association with a leading global consultant. . increase in the number of employee referrals. It is therefore not enough to feel the pulse—the action plan is just as essential” 2.Employee engagement can be revealed in several ways. including ‘pulse’ to annual surveys. tracking changes in the attrition rate. “This exercise is also supplemented by conducting dipsticks on several issues concerning employee engagement and morale.

a clear. although people in the latter group appear to owe greater loyalty to their profession than to the organization in which they practice their craft 20 . where levels suddenly rise. help people to actively balance work and home responsibilities 2. Create an incentive plan to encourage positive behavior Provide feedback and guidance Make real time to discuss problems Seek ideas and input from everyone Provide the resources to solve problems or to do a job well Give real recognition and/or reward Provide opportunities for people to develop their potential Keep the pressure to perform and achieve more with less realistic Provide opportunities for social interaction Train people how to resolve interpersonal conflicts Promote joy and appropriate humor within the office Be flexible. reasonable solution that can be implemented without putting a high demand on resources. Keep the agenda the same every day – 5-6 items.13 Engagement Challenges • Engagement levels decline as employees get older – until they reach the oldest group (60 plus). and show this oldest group to be the most engaged of all • colleagues • Managers and professionals tend to have higher engagement levels than their Minority ethnic respondents have higher engagement levels than their white colleagues in supporting roles. Create a code of conduct and a set of values as a team and reward staff for demonstrating the code or the values. • • • • • • • • • • • • • • • Create an anonymous feedback mechanism Meet daily for very short meetings (10 minutes maximum) and share daily priorities and news.

and who have received a formal performance appraisal within the past year.• • Engagement levels decline as length of service increases Having an accident or an injury at work. have significantly higher engagement levels than those who have not.14 Engagement Activities Learning and Development Opportunities • • • • Leadership Development Programs Technical Training Behavioral Training Brown Bags & Quests Awards & Recognition Programs • • Performance Management Awards Work Life • Integration within the Company o Buddy Programs 21 . or experiencing harassment (particularly if the manager is the source of the harassment) both have a big negative impact on engagement • Employees who have a personal development plan. 2.

o • • Induction Programs Fun at wok place Birthday bashes CHAPTER -3 OBJECTIVES 3. To measure the employee perception of the team – HR To assess the employee satisfaction towards the workplace.2 Secondary Objectives • • • To evaluate the effectiveness of the employee welfare activities. 3.1 Primary Objective To check the effectiveness of employee engagement activities in the organization. 22 .

Methods compromise the procedures used for generating. The research has been defined as “A careful investigation or enquiry especially through search for new facts in any branch of knowledge.2 Research Methodology: The procedure using.1 Research: Research is a process in which the researcher wishes to find out the end result for a given problem and thus the solution helps in future course of action. Methods are the ways of obtaining information useful 23 . collecting and evaluating data. is called Methodology. explaining and predicting phenomena. 4. which researchers go about their work of describing.CHAPTER-4 RESEARCH METHODOLOGY 4.

or group (with or without specific initial hypothesis about the nature of these characteristics). The descriptive methods are extensively used in the physical and natural science. etc. One may under take a descriptive study about the work in the factory. but not always. can aid but not always explain casual relations. health. This limitation arises because statistics. as in socio economic surveys and job and activity analysis. for instance when physics measure. which is partly a descriptive tool of analysis. The descriptive methods have certain limitations.3 Type of Research: The type of research used in this project is descriptive in nature. A descriptive study may be concerned with the right to strike. A second limitation is associated whether the statistical technique dominates.4 Design of Descriptive Studies: Descriptive studies aim at portraying accurately the characteristics of a particular group or solution. 4. But its use in social science is more common. 2 To determine the frequency with which something occurs or with which it is associated with something else (usually. correlation. with a specific initial hypothesis). The desire to over emphasis central tendencies and to fact in terms of AVERAGE. capital punishment. means and dispersion may not always be either welcome. safety and welfare. zoology dissects and geology studies the rocks.for assessing explanations. Descriptive research aims at 1 To portray the characteristics of a particular individual situation. one is that the research may make description itself an end itself. abstracting generations by cross sectional study of the current situation. 24 . biology classifies. Research is essentially creative and demands the discovery of facts on order to lead a solution of the problem. Descriptive research is essentially a fact-finding related largely to the present. 4. prohibition.

This method is quite popular particularly in case of big enquires. iv.A descriptive study involves the following steps: 1 2 3 4 5 Formulating the objectives of the study. research works. Private individuals. iii. ii. private and public organizations and even government are adopting it. 4. Defining the population and selecting the sample Designing the method of data collection Analysis of the data Conclusions and recommendations for further improvements in the practices. 4. In this method a questionnaire is sent to the persons concerned with a request to answer and return the questionnaire. answers are in respondents own words. It is free from the bias of the interviewer. Respondents.7 Benefits availed through this method: i. A questionnaire consists of a number of question involves both specific and general questions relating to consumer behavior. 25 . Large samples can be made use of and thus the results can be made more dependable and reliable. There is low cost even when the universe is large and is widely spread geographically.5 Description of statistical tools used • Percentage method • Coefficient of Variation 4.6 Data Collection Method: Survey method is considered the best method for data collection of data and the tools used for data collection are Questionnaire. can also be reached conveniently. who are not easily approachable.

v.8 Limitations of this system: i. The control over questionnaire may be lost once it is sent.9 Sources of Data: The two sources of data collection are namely Primary & Secondary. magazines etc. It can be used only when respondents are educated and cooperating. ii. 4. The problem of the study is to find out the “effectiveness of the employee engagement”. This method is likely to be the slowest of all. Respondents have adequate time to give well thought out answers. The research design followed for this research study is descriptive research design where we find a solution to an existing problem. Low rate of return of the duly filled in questionnaires.v. It is difficult to know whether willing respondents are truly representative. iii. Questionnaire helps to recognize the employee’s perception regarding the employee engagement & their problematic areas.10 Research Design: Research design is the specification of the method and procedure for acquiring the information needed to solve the problem. 4. 4. bias due to no-response is often indeterminate.1 Primary Data: Primary data are fresh data collected through survey from the employees using the questionnaire.2 Secondary Data: Secondary data are collected from the past records & books and various journals.9. iv. 4. 4. 26 .9. regarding the Employee engagement.

12 Sample Design: Universe Sample Element Sample Size Sample Test Sample Media : 800 : Employees : 30 samples : Percentage Method and Coefficient of variation : Questionnaire CHAPTER – 5 DATA ANALYSIS AND INTERPRETATION Table No: 5.11 Period of the Study The period is from August’07 to November’07 4.66 6.No 1 2 3 Opinion Entertaining Can be Improved No Comments Total Inference: No.4.68 6.66 100 27 .1 Employees personal opinion about the birthday bashes Celebration S. of Respondents 26 2 2 30 Percentage 86.

86.66 % of the employees feel the celebration can be improved and another 6. Chart No: 5.2 Employee’s frequency of attending the birthday bashes celebrations S. 6.No 1 2 3 4 5 Frequency Regularly Sometimes Never On my Birthday My friend’s Birthday Total No.67 6.66 No Comments Table No: 5.66% employees have no comments.67 0 16.68 6.66 Entertaining Can be Improved 6.66 100 Inference: 28 .68% of the employees feel the birthday bashes celebration is entertaining.1 Employees personal opinion about the birthday bashes Celebration 100 90 80 70 60 50 40 30 20 10 0 86. of Respondents 15 8 0 5 2 30 Percentage 50 26.

66% attend on their friend’s birthday. Chart No: 5.67 6.67 % of the employees attend sometimes.50% of the employees attend regularly the birthday bashes celebration.3 Employee’s preference if there are increases entertaining programs in the celebrations S.No 1 2 3 4 5 Preference Excellent Very Good Fair Poor Very Poor Total No.66 50 Table No: 5. 26. of Respondents 23 7 0 0 0 30 Percentage 76. 16.2 Employees frequency of attending the birthday bashes Celebrations 60 50 40 30 20 10 0 Regularly Sometimes 0 Never On my Birthday My friend’s Birthday 26.33 0 0 0 100 Inference: 29 .67% of the employees attend on their birthdays and 6.67 16.67 23.

of Respondents 24 6 0 0 0 30 Percentage 80 20 0 0 0 100 Inference: 80% of the employees giving presentations/Seminar at EFD 30 prefer it’s excellent on external agencies giving presentations/Seminar at EFD.33 76.3 Employee’s preference if there are increases entertaining programs in the celebrations 90 80 70 60 50 40 30 20 10 0 Excellent Very Good 0 Fair 0 Poor 0 Very Poor 23.67 Table No: 5.76% of the employees prefer it’s excellent to increase the entertaining programs. 23. 20 % of the employees feel it’s very good on external agencies .33 % of the employees feel it’s very good to increase the entertaining programs.4 Employee’s opinion on external agencies giving presentations/Seminar at EFD S.No 1 2 3 4 5 Preference Excellent Very Good Fair Poor Very Poor Total No. Chart No: 5.

20% prefer Financial Enhancements.4 Employee’s opinion on external agencies giving presentations/Seminar at EFD 90 80 70 60 50 40 30 20 10 0 80 20 0 Excellent Very Good Fair 0 Poor 0 Very Poor Table No: 5.33 16. No. and 13. 16.67 % of the employees prefer Health Care.No 1 2 3 4 5 Preference Personality Development Health Care Financial Enhancements Stress Management Individual Social Responsibility Total Inference: 33.Chart No: 5.33 % prefer Individual Social Responsibility. of Respondents 10 5 6 5 4 30 Percentage 33. 16.67 % prefer Stress Management.33% of the employees prefer Personality Development.67 13.5 Employee’s preference on topics presented by external agencies S.67 20 16.33 100 31 .

No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No.67 13.67 20 16.Chart No: 5.67 73.67% of the employees rates Excellent for the presentation and 73. of Respondents 8 22 0 0 0 30 Financial Enhancements Percentage 16.33 16.6 Employee’s ratings for the external agencies presentation skills & ability to hold the interest of the audience S.33 % rates Very Good for the presentation.6 Individual Social Responsibility 32 .33 Personality Development Health Care Stress Management Table No: 5.33 0 0 0 100 Inference: 16. Chart No: 5.5 Employee’s preference on topics presented by external agencies 35 30 25 20 15 10 5 0 33.

Employee’s ratings for the external agencies presentation skills & ability to hold the interest of the audience 80 70 60 50 40 30 20 10 0 Strongly Agree 16.7 Employee’s opinion on the usefulness of the contents of the induction program.67 73.67 3.33 0 Agree No Comments 0 Disagree 0 Strongly Disagree Table No: 5. Chart No: 5. 46. of Respondents 15 14 1 0 0 30 Percentage 50 46.7 Employees opinion on the usefulness of the contents of the induction program.67 % agree it was useful and 3. 33 .33 0 0 100 Inference: 50% of the employees strongly agree that the contents of the induction program was useful to them. S.No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No.33% have no comments.

33 0 0 100 Inference: 63.34% of the employees strongly agree that the major festivals are celebrated well at EFD.67 Table No: 5.60 50 40 30 20 10 0 Strongly Agree Agree No Comments 3.33% have no comments. of Respondents 19 10 1 0 0 30 Percentage 63. 33.34 33.33 % agree it’s well celebrated and 3.No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No.8 Employees opinion on the celebration of major festivals at EFD 34 .8 Employees opinion on the celebration of major festivals at EFD S.33 3. Chart No: 5.33 0 Disagree 0 Strongly Disagree 50 46.

67 % agree it happens periodically and 3.67 3.33 0 0 100 Inference: 70% of the employees strongly agree that the Sport events happen periodically at EFD.34 33. 9 Employees opinion on the happenings of sport events periodically at EFD 35 . 26.9 Employees opinion on the happenings of sport events periodically at EFD S.70 60 50 40 30 20 10 0 63.33 Strongly Agree Agree No Comments 0 Disagree 0 Strongly Disagree Table No: 5. of Respondents 21 8 1 0 0 30 Percentage 70 26.No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No.33% have no comments.33 3. Chart No: 5.

67 3.67 3.No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No.10 Employees opinion on the approachability of the HR S. Chart No: 5.80 70 60 50 40 30 20 10 0 70 26.33 Strongly Agree Agree No Comments 0 Disagree 0 Strongly Disagree Table No: 5. 10 Employees opinion on the approachability of the HR 36 .33 0 0 0 100 Inference: 96.33 % of the employees agree.67% of the employees strongly agree that the HR is approachable and 3. of Respondents 29 1 0 0 0 30 Percentage 96.

20% agree and 3. Chart No: 5.33 0 0 100 Inference: 76.67% of the employees strongly agree that the Skip level meeting & town hall meetings happen at regular interval.No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No.33 % of the employees have no comments.67 Table No: 5. 11 Employee’s opinion on the Skip level meeting & town hall meetings happens at regular interval 37 .11 Employee’s opinion on the Skip level meeting & town hall meetings happens at regular interval S.67 20 3.33 0 No Comments 0 Disagree 0 Strongly Disagree 96.120 100 80 60 40 20 0 Strongly Agree Agree 3. of Respondents 23 6 1 0 0 30 Percentage 76.

is trying to achieve” 38 .12 Employees opinion regarding the statement “I understand what EFD as a company.No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No.90 80 70 60 50 40 30 20 10 0 76.67 20 3. Chart No: 5. 12 Employees opinion regarding the statement “I understand what EFD as a company. of Respondents 18 12 0 0 0 30 Percentage 60 40 0 0 0 100 Inference: 60% of the employees strongly agree to the statement and 40% of the employees agree to the statement.33 Strongly Agree Agree No Comments 0 Disagree 0 Strongly Disagree Table No: 5. is trying to achieve” S.

13 Employees’ opinion on employee engagement activities boosting up their morale S. of Respondents 15 14 1 0 0 30 Percentage 50 46.33 % have no comments Chart No: 5.67 3.70 60 50 40 30 20 10 0 60 40 0 Strongly Agree Agree No Comments 0 Disagree 0 Strongly Disagree Table No: 5. 13 Employee’s opinion on employee engagement activities boosting up their morale 39 .67% of the employees agree and 3.No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No.33 0 0 100 Inference: 50% of the employees strongly agree that the employee engagement activities boost up their morale. 46.

67 Table No: 5.67% of the employees agree.33 16.14 Employee’s opinion on having fun at work place S.67 0 0 0 100 Inference: 83.33% of the employees strongly agree that they have fun at work place and 16. Chart No: 5. of Respondents 25 5 0 0 0 30 Percentage 83. 14 Employee’s opinion on having fun at work place 40 .60 50 40 30 20 10 0 Strongly Agree Agree No Comments 3.33 0 Disagree 0 Strongly Disagree 50 46.No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No.

Chart No: 5. 15 Employee’s opinion on that they have been given a realistic job preview 41 .No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No. of Respondents 24 6 0 0 0 30 Percentage 80 20 0 0 0 100 Inference: 80% of the employees strongly agree that they have been given a realistic job preview and 20% of the employees agree.33 16.90 80 70 60 50 40 30 20 10 0 83.15 Employee’s opinion on that they have been given a realistic job preview S.67 0 Strongly Agree Agree No Comments 0 Disagree 0 Strongly Disagree Table No: 5.

Chart No: 5. 33.34 33.33% have no comments.33 0 0 100 Inference: 63.16 Employee’s opinion on that they have been given equal opportunities & fair treatment within EFD.No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No.16 Employees opinion on that they have been given equal opportunities & fair treatment within EFD.33 3. S. 42 . of Respondents 19 10 1 0 0 30 Percentage 63.90 80 70 60 50 40 30 20 10 0 80 20 0 Strongly Agree Agree No Comments 0 Disagree 0 Strongly Disagree Table No: 5.33% of the employees agree and 3.34% of the employees strongly agree that they have been given equal opportunities & fair treatment within EFD.

33 3. of Respondents 24 6 0 0 0 30 Percentage 80 20 0 0 0 100 Inference: 80% of the employees strongly agree that they feel their basic health & safety is taken care within EFD and 20% of the employees agree.17 Employees opinion on that they feel their basic health & safety is taken care within EFD S. Chart No: 5.34 33.33 Strongly Agree Agree No Comments 0 Disagree 0 Strongly Disagree Table No: 5.No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No.70 60 50 40 30 20 10 0 63. 17 Employees opinion on that they feel their basic health & safety is taken care within EFD 43 .

18 Employees opinion on the employee engagement activities has been motivated me to work towards the organizational goals.33 46.No 1 2 3 4 5 Ratings Strongly Agree Agree No Comments Disagree Strongly Disagree Total No.18 Employees opinion on the employee engagement activities has been motivated me to work towards the organizational goals. S. of Respondents 16 14 0 0 0 30 Percentage 53.67% of the employees agree.33% of the employees strongly agree that the employee engagement activities has been motivated me to work towards the organizational goals and 46.90 80 70 60 50 40 30 20 10 0 80 20 0 Strongly Agree Agree No Comments 0 Disagree 0 Strongly Disagree Table No: 5. 44 .67 0 0 0 100 Inference: 53. Chart No: 5.

93 /Y * 100 X-X = X 17 0 -5 -6 -6 ∑ X=0 X² 289 0 25 36 36 386 Y 29 1 0 0 0 ∑X=30 Y-Y=Y 23 -5 -6 -6 -6 ∑X=0 Y² 529 25 36 36 36 662 C.V.20 Coefficient of Variation Let X be the HR approachability Let Y be the happening of Skip level & Town hall meetings] X 23 6 1 0 0 ∑ X=30 C. = /X * 100 X = ∑ X/N = √X²/N X = 3.33 46. = Y = ∑ Y/N =√Y²/N 45 .67 0 Strongly Agree Agree No Comments 0 Disagree 0 Strongly Disagree 5.V.60 50 40 30 20 10 0 53.

According to the respondents 86% of the associates feel the birthday bashes celebration is entertaining.33% of the employees prefer Personality Development. 50% of the associates attend the birthday bashes celebration regularly and 76% of the associates prefer increased entertainment programs.  16.67 % prefer Stress Management.  16. 46 . • The study found that 80% of the associates have opted excellent for the external agencies giving a presentation/seminar at EFD.33 % prefer Individual Social Responsibility.1 FINDINGS OF THE STUDY • • From the study it was found that. and  13. 76% of the associates agree the external agencies had the ability to hold the interests of the audience.14 Inference From the value of Coefficient of variance it is inferred that the meetings conducted by the HR is less than their Approachability Therefore the Team HR is approachable.67 % of the employees prefer Health Care. CHAPTER. • In the study the topics preferred by the associates are as follows  33.6 6. almost 90 % of the associates are highly engaged with the company both intellectually & emotionally.Y = 5.  20% prefer Financial Enhancements.

80% of the associates strongly agree that they have fun at work place. • The team HR can maintain the same regular intervals for town hall meetings & skip level meetings to ensure an healthy relationship amongst the associates & employers 47 . targets.70% of the associates strongly agree that their basic health & safety are taken care at EFD • 80% of the associates strongly agree that they have been given a realistic job preview & have equal and fair Opportunities within EFD. and enhance their contributions to the company and increase their impact.• It was found that 76% of the associates strongly agree that the skip level meetings & town hall meetings happen at regular intervals & 96% of the associates strongly agree that the HR is approachable • According to the study 80% of the associates feel the employee engagement activities boost their morale . • As the associates are very much interested in External agencies giving presentations/seminars at EFD. • To have a perfect response for the birthday bash celebration the organization can increase the entertainment programs with more number of games.2 SUGGESTIONS AND RECOMMENDATIONS From the overall study it is proved that most of the associates are highly engaged with the organization. however the associates have fewer problems with the engagement activities. and milestones. 6. those problems can be rectified by using the following measures so that employees can develop ownership of their goals. riddles & also may distribute gifts. the organization can recognize their preferred topics and made them feel that their contribution was important and to believe their values were mirrored by those espoused by senior management. puzzle solving.

provide them with various services to help them balance their work and family lives to understand the associates and to engage all the employees more actively than the present level. CHAPTER-7 CONCLUSION In today’s competitive Business world. Therefore the concern has to concentrate more on increasing the entertainment programs & recognize their personally preferred topics for external agencies presentations. Provide feedback and guidance every now & then. To conclude. commitment and alignment with the organization’s strategies and goals From the study on the employee engagement activities at EFD. however they expect more increased entertainment programs. it was found that the most of the associates are highly engaged with the company both intellectually & emotionally.• Finally the organization can increase the engagement activities like hiring a teambuilding expert and arrange a one-day retreat. the study explores the employee engagement activities at EFD infers that the employees have a good will within the organization and the concern has to focus on the key 48 . employees are expecting more and more from the employers. Also the study infers that the associates are more pleased about the birthday bashes celebrations and external agencies giving presentations/seminar at EFD. With regards to the approachability of HR & meetings conducted by the HR’s at EFD are convincing for the associates. create an anonymous feedback mechanism. With increased change in needs and expectation of the employees and the employers need to be cautious in choosing the right fit and giving a realistic job preview and engage the associates through their engagement activities to build passion.

The project was developed to check the effectiveness of the employee engagement activities. 8.1 SCOPE FOR THE FURTHER STUDY 1) 2) 3) 4) 5) The project throws light on the need for Learning Employee Engagement for successfully sustaining the associates in the organization. to provide a highenergy working environment and to improve the overall organizational effectiveness CHAPTER-8 8.areas where the associate’s needs has to be satisfied to lower the attrition rate . The study also helps the concern for the further enhancement for their engagement activities by elaborating the current survey.2 LIMITATIONS 1) 2) The study is based upon small sample size of 30 samples. Inconvenience in meeting all the associates and collect data. It will be helpful for the Management to identify the needs and wants of the associates to get relaxed from their work tension through engagement activities This study would be a base for the researchers who are carrying survey in the similar topic else where. 49 .

The Project data can be valid up to six months. It does not explore the pros and corns on the side of employers. Hence there are chances for the changes in the findings and results obtained. The study has been done mainly for academic purpose and duration of the data collection period is a major constraint.3) 4) 5) The study is based on employee’s side only. ANNEXURE ANNEXURE-I Survey Form Personal Details Name: Department: 1. What is your personal opinion about the Birthday bashes Celebration Entertaining Can be improved No Comments 2. Your frequency of attending the Birthday Bashes celebrations 50 .

How would you prefer the celebration.g.) Stress Management / self Development Individual Social Responsibility Any other (Please Specify)…………………………. Can you suggest a convenient time & day to celebrate the birthday bashes that could commonly favor all the other associates Time: -----------. if there are increased entertainment programs. Investments etc. 51 . What type of topics you prefer to be presented in external agencies giving a Presentation/Seminar at EFD Personality Development Health Care Financial Enhancements (e. Excellent Very Good Fair Poor Very Poor 5. Shares.AM/PM Day: --------------- 4. What is your opinion about the external agencies giving a Presentation/Seminar at EFD Excellent Very Good Fair Poor Very Poor 6. Stocks.Regularly Sometimes Never On my Birthday My Friend’s Birthday 3.

7. HR is approachable to you Strongly Agree Agree No Comments Disagree Strongly Disagree 12. Do you think the HR skip level & town hall meeting happens at regular intervals Strongly Agree Agree No Comments Disagree Strongly Disagree 13. The contents of the induction program was really useful to me Strongly Agree Agree No Comments Disagree Strongly Disagree 9. Regarding the statement “ I understand what EFD. Sports events happens periodically Strongly Agree Agree No Comments Disagree Strongly Disagree 11. How would rate the external agencies presentation skills & ability to hold the interest of the audience Strongly Agree Agree No Comments Disagree Strongly Disagree 8. is trying to achieve” what would you say Strongly Agree Agree No Comments Disagree Strongly Disagree 52 . Major festivals are celebrated well in EFD Strongly Agree Agree No Comments Disagree Strongly Disagree 10.as a company.

The Employee Engagement Activities has been motivated me to work towards the Organizational goals Strongly Agree Agree No Comments Disagree Strongly Disagree 20. I feel my basic health & safety is taken care within EFD Strongly Agree Agree No Comments Disagree Strongly Disagree 19. Employee Engagement Activities boost my Morale Strongly Agree Agree No Comments Disagree Strongly Disagree 15. I have been given equal opportunities & fair treatment within EFD Strongly Agree Agree No Comments Disagree Strongly Disagree 18. I have fun at work place Strongly Agree Agree No Comments Disagree Strongly Disagree 16. I have been given a realistic job preview Strongly Agree Agree No Comments Disagree Strongly Disagree 17. Your Valuable comments/suggestions/observations --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- 53 .14.

New Delhi.. Arun Monappa “Personal Management” Second Edition WEBSITES: 1. Gupta.P. “RESEARCH Methodology – Methods & Techniques “ Publishers. 2005 3.. www.com 54 . Second Edition.. S. Thirty Fourth Editions.R. 2004 2.efunds.New Age International (P) Ltd. “Statistical Methods”.ANNEXURE-II BIBLIOGRAPHY BOOKS: 1. Kothari C.

org 3.moraleinfo. www. www.com 4.com 55 .managment. www.2.hrdigest.

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