Employee Engagement

1. EMPLOYEEENGAGEMENT

2. Topic Layout
An Introduction to Human Resource
Management & Employee Engagement
Employee Engagement – Concept &
Definition
Types of Employee Engagement
Factors / Drivers for Employee
Engagement
Outcomes of Employee Engagement

3. Introduction to HRM & EE
According to DeCenzo & Robbins “Human resource management is
comprised of the acquisition, development, utilization &
maintenance function.
• HRM is all about managing people, one of the important resource
of any organization.
• Human resource are the most vital & dynamic resource of any
organization.
• Human resource also known as “manpower, employees or talent of
an organization.
• “Personnel Management” was a traditional approach whereas
modern approach is “HRM”.
• HR department tries to implement various strategies & techniques
to get the best out of from their talents & should be remain engaged.
• One of the strategy has been identified i.e. “Employee Engagement”

4. Introduction to HRM & EE
In the era of globalization, where skilled & talent
employees are the base of any organization,
• where the ratio of employee turnover is increasing
day by day,
• due to lack of commitment & dedication of
employees.
• Thus, Employee Engagement has becomes popular
among all the organization irrespective of
industry/sector,
• which yields long term benefits financially & non
financially to both the employees & organization.

5. Employee Engagement - Concept
 Employees who are emotionally, mentally, physically & intellectually engaged
with their respective work & organization not only work towards the progress
& growth of an organization but also develops themselves as an individual.
 Employee Engagement also known as “Work engagement, Worker
engagement.
 With ref. to Herzberg Motivation Theory (1959), employees who are not only
work for the compensation they receive, but also seeks:
• Advancement & Recognition
• Self Respect
• Authority to take decisions
• Good Employer- Employee relations
• Supportive Working Environment
• Work – Life balance
• Performance Appraisal
• Open Communication Channel
• Learning & Development
• Sound Work Culture

6. Employee Engagement - Definition
Kahn(1990) defines Employee Engagement :
 As “the presence of cognitive, emotional & physical state in the
employee while performing their job role.
• Cognitive state means that the employee beliefs on the organization
mission, objectives & also on his/her performance to attain them.
• Having a +ve attitude towards the organization defines the emotional
state of an employee.
• Physical state explains that the employee is well satisfied with the
given resources, working conditions & quality of work by the respective
organization.
Kevin Kruse, Forbes Contributor & NY Times Best Selling Author said:
 The employees emotional connection towards his organization & its
goals

7. Employee Engagement - Definition
According to Vandenabeele, 2014 “ if the basic needs of
an employee has been satisfied, than an employee can be
called as “Engaged”.
According to Kenexa (2010) defined Employee
Engagement:
• the conditions prevails when an employee having a sense
of opinion that he/she is working for a reputed
organization,
• will recommend to their friends/ relatives to join the
organization,
• & to work with stability having full confidence on the
organization objectives to attain them, that employee is
known as Engaged Employee of an organization.

8. Types of Employee Engagement
ENGAGED
(Work with Passion)
NOT ENGAGED
(Works without Passion)
DISENGAGED
(Unhappy at their work)
GALLUP INSTITUTION 2006 developed a
model of 3 level of engagement:

9. Factors / Drivers for Employee
Engagement
 Mainly drivers for engagement vary according the industry/sector belongs to,
job roles & functions, different types of employees requires different kind of
engagement factors.
 As per the EE insights for US business leaders reports has identified various
drivers through which the engaged employees contributes to their
organization productivity & profitability. They are:

10. Factors / Drivers for Employee
Engagement
According to Chandani. et al 2016, following are the factors
which affects the level of engagement of an employee in an
organization.

11. Outcomes of EE
According to Kenexa Work Trends report (2011) found that Engagement is
positively correlated with net income and shareholder return that drives
competitive advantage even during the times of recession.
Employee
Engagement
Individual Outcomes
1. Absenteeism
2. Quality (Defects)
3. Job satisfaction
4. Organisational
Commitment
5. Individual Performance
Financial Outcomes
1. Return on assets
2. Profitability
3. Shareholder Value
Non Financial Outcomes
1. Intention to stay
2. Productivity
3.Innovation
4.Customer loyalty &
satisfaction
5. Brand equity
6.Organisational
performance
7. Improved Communication

12. CONCLUSION
To sum up,
 the concept Employee Engagement is critical yet significant, in
order to get long term benefits and +ve outcomes.
 Globally, organization are creating a culture of Employee
engagement.
 It is a responsibility of both Employer & Employee, which
creates a culture of Employee Engagement i.e. 50:50 ratio.
 It has been proved in many researches that engaged
employees are far better than disengaged or average
engaged employees, which enhances profits & operating
margins.
 A need for engaged employees is vital for the success of an
organization & to present them on global platform.