13-07-2013, 12:10 PM
PROJECT REPORT ON EMPLOYEE ENGAGEMENT
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INTRODUCTION
Employee engagement 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 a two-way relationship between employer and employee.’ Thus Employeeengagement is a barometer that determines the association of a person with the organization. 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 a cognitive judgment about the needs satisfying abilities of the job. Jobs in this view are tied to one’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. Further more engagement entails the active use of emotions. Finally engagement may be thought of as an antecedent to job involvement in that individuals who experience deep engagement in their roles should come to identify with their jobs.
HR practitioners believe that the engagement challenge has a lot to do with how Employee feels about the about work experience and how he or she is treated in the organization. It has a lot to do with emotions which are fundamentally related to drive bottom line success in a company. 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 to commit to companies because doing so satisfies a powerful and a basic need in connect with and contribute to something significant”.
What exactly is it?
Different definitions by different people:
Engagement at work was conceptualized by Kahn, (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
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 create an environment and culture conducive to this partnership, and a win-win equation.
EMPLOYEE ENGAGEMENT INITIATIVES
The highly productive and the most reputed companies across the world have understood the fact that it was employee engagement that made them stand apart from all other companies. Different companies had taken different initiatives to enhance the level of engagement among employees towards their jobs and the organisation. Some offer custom-made incentives while some stick to provide extra facilities like crèche for kids, schools for children of employees, pick and drop, provision of food, movie tickets and many other things.
Each company has its own reasons to establish a specific type of reward-motivation programme depending upon their financial status, region in which they are operating and level which they function at and the backgrounds of the employees. In the year 2001, an annual study conducted by the research arm of Kenexa, a leading global HR solution provider, revealed that Indian giants rank highest as compared to their peers in other countries when it comes to employee engagement and effective leadership.
EMPLOYEE ENGAGEMENT APPROACHES
There can be more than one way to improve the level of employee engagement in a company. In fact, there are many different things that companies not only can do, but also need to do. Most organization has a range of practices to improve the engagement level of their employees. Best practice recommends starting right at the selection or recruitment stage by having the right employees working in the right jobs and having a strong induction and orientation program in place. Besides giving the employees clarity on the vision and goals of the organization, it is essential for organizations to put into place regular technical / soft – skill training and development programs and the certification programs to drive people towards excellent performance.