Employee Engagement has become an important emerging area which has to be looked upon. The extent through employees is committed to the organization and its loyalty towards the organization matters a lot. Different firms have different employee engagement activities conducted. There is efficient implementation of employee engagement activities. The activities may include the leadership development activities, reward schemes, various activities to build culture of the organization and team building activities.
Employee engagement is a workplace approach designed to ensure that employees are committed to your business goals and values. By involving them in your business, you will motivate them to contribute to your business success and at the same time improve their sense of well-being. Employee engagement starts with managers showing a clear and collective commitment to making employee engagement part of business culture. This means sharing information on business plans and performance, making sure you live your business values and seeking views and ideas from employees on how to improve your business. It is a two-way street.
They are absorbed in their work, put their heart into their jobs, are excited about doing a good job, exert energy in their work and are a source of competitive advantage for their employees. Objective of the Study: Realizing the benefits attached to employee engagement most of the companies’ today conduct employee engagement surveys to measure engagement. Though there is no universally accepted measure of employee engagement. In simple terms, an engaged workforce is said to be the one who takes pride in being part of the organization and advocates the organization. Such employees are satisfied with their job and intend to stay longer.
Abstract Employee engagement is a huge umbrella covering every aspect of human resource management facets. It is vital to address every facet of HR, failing to which may result in mismanagement employee dissatisfaction & employee disengagement. Employee engagement is all about retaining the employees in the organization by adopting certain strategies resulting in job satisfaction, employee commitment and Organizational citizenship behavior. Employee engagement have broader scope, it defines a two way relationship between employer & employee. Better the employee engagement activities & strategies adopted by the organization more emotionally attached are the employees to their organization, resulting into high involvement in the job with greater
Any consultant hired to set up and coordinate employee involvement programmes should be selected jointly by the representatives of the employees and the management. It is a voluntary process for both union and company. The union selects, elects, or appoints its representatives on the committees that deal with employee involvement. The organisation should give a commitment to the employees that no workers can be laid off or downgraded as a result of ideas generated by the workers in employee involvement committees. The organisation should share monetary incentive, free training, shorter work week, flexitime etc.
As operations at each division get bigger and a product created by the division returns profits, the operation is spun off to create a separate business unit. Roles are flexible and responsibilities are broadly defined, there is also large interdependence between employees from different units, thus level of formalization is low. Communication is observed to be multi-directional. 3M lays huge emphasis on innovation and employee initiative towards innovation is well recognized by how they encourage and incentivize it, employee attempts are not ridiculed, job security is ensured despite failure, successful attempts are celebrated and mentors make sure they stay on the right path. Employee empowerment and participation serves a motivational purpose as it meets the human need for autonomy, responsibility, challenges, esteem, social interaction, and personal development.
Employee Engagement Strategies: 1. Start it on day one: Engagement strategies can be laid from the effective recruitment & orientation programs, i.e. first day of the new employee. A new joiner should be made aware of the organization mission, goals, values, culture, policies & procedures, code of conduct, his (employee’s) role & responsibilities, his current goals & priorities towards the department to which he belongs. This all will enable an employee to develop realistic job expectations & reduce job conflict in future.
Empowering employees allow organizations to be more elastic and quick to respond and can lead to development in both individual and organizational performance. Similarly, it is keep that employee empowerment is serious to organizational innovativeness and helpfulness. Employee empowerment is more applicable in today’s aggressive environment where knowledge workers are more common and organization are moving towards decentralized, organic type organizational
By doing these changes to their business processes through people driven improvement has helped many companies to cut costs, develop their company, and respond to growing customer demand, while the organizations who have not applied these principles are struggling to run the businesses. Employee voice survives where the businesses have implemented systems in place to enable it to have ongoing discussions with its employees in different ways, to guarantee that every staff members concerns and voice is heard. Further to this employee voice exists where everyone in the organisation believe that they can make their voice and it is heard while their concerns are taken into consideration when decision are being discuss that affect them and
• To gather information on how effective is the employee development program • To analyse how development takes place through fundamental human needs : Respect and Recognition. • Discovers the respect and recognition effect on employee development. Employee Employee is an individual who delivers his service to the workplace where he is being employed. Employees who work in an organization by giving his/her heart and soul to his/her duties assigned also expects something in return from his/her employer or the organization. Developmental activities by the employer can make the employee cherish with higher skills and abilities with career growth.