Employee

Engagement
 Introduction
• Employee engagement can be defined as an active, desirable and fresh
state of mind that have strong association with the organization
• In this report, a brief account of employee engagement, its components,
and benefits business receives because of the engaged workforce is being
discussed.
• Employees’ engagement is positioned as key between the employee and
organizational set up.
 Meaning, principle dimension and components of Employee
Engagement

• Vigor or enthusiasm that is demonstrated by high levels of energy,

strength, determination and eagerness to provide extra efforts.
• Dedication or identification reflecting a level of pride, motivation and
creativity in the work of the employee.
• Absorption identified by the concentration given to the work and the
satisfaction with the job environment (Roof 2014).
 Principle drivers and business benefits of having an engaged
workforce:

• The nature of the job also serves as an important driver to facilitate employee engagement.
• Future promotions and growth opportunities, the nature of the colleagues, the behavior of
the employer with the workforce, employees given proper recognition, workhours and
work burden, contribution in decision making, appraisals on excellent performance, all
these factors are vital drivers that are needed to generate employee engagement in an
organization
• If an employee is treated well in an organization, it can lead to high profits, as employees
are a company’s asset, if they are satisfied they will work well to provide advantage to the
company
 Business benefits
• If employees are given the right of decision making, they can bring in new
ideas and innovations to the business setting.
• Also an engaged workforce can lead to a decrease in employee turnover
and absenteeism, also it can earn the company with higher revenues.
• Hence business prosper if the right leadership and management criteria is
establish to achieve an engaged workers whose target is to provide their
utmost to advantage the organization they are working in
 Steps taken by an organization to develop a culture of employee
engagement:

• Establishment of job design

• Leadership
• Employee training
• Discretion behavior
• Praises and rewards
Rationale for aligning engagement practices with other corporate
component:

• Corporate components includes the distribution of resources

• Organizational design is essential to attract the employees to work for the
organization with efficiency.
• Management of portfolio
• Tradeoff balance
• Working with innovation to compete in the world of rivals
• All these components must be taken into account to align them with the employee
engagement
Tools for measuring employee attitude and level of engagement:

• Communication serves as the best tool to detect whether the employees

are satisfied with their work or not.
• Some organization have formed weekly or monthly surveys incorporating
questions that can detect the employee’s attitude towards their job and
also their level of engagement can be detected.
• These tools serves to value employee and know the level of burden they
are having due to workload. The survey also helps to establish strategies
regarding wider business objectives
 Employee Value Proposition:

• EVP can be defined as the equilibrium between benefits and rewards that
an employee perceives due to their performance in the organization.
• A good EVP can serve to increase the level of engaged workforce as
company prioritizing employee benefits will attract others to join the
organization.
• The Employee Value Proposition strategy helps embrace the reputation
and branding of the company and serve as an employee branding tool to
attract, hire, and engage its workforce for the growth of the organization
 HR strategies to raise level of employee engagement:

• Talent management strategy

• Firm leadership
• Clear set of visions and goals
• Respected environment for the employees
• Treat each employee equally
• Proper salary system
• Praising the employee
• Training session for new employee
 Conclusion:

• The report gave brief knowledge about the employee engagement and the
possible benefits that can be achieved with it.
• All organizations must work on their HR strategies and establish such a
system where employee are prioritize and given equal importance in all
matters of the organization.
• Engaged employees are the power of an organization and can lead to
increased productivity and growth.