Employee Engagement – A Strategic HR Practice Towards Sustainable Work Force

2012 ◽  
Vol 3 (5) ◽  
pp. 71-72
Author(s):  
M. JABEEN M. JABEEN ◽  
◽  
Dr. Lalitha Balakrishnan
Keyword(s):  
Employee Engagement ◽  
Work Force

scholarly journals Job Satisfaction and Employee Engagement Contemporary Tools to Eliminate Stress Among work Force in an Organization

2019 ◽  
Vol 8 (6) ◽  
pp. 2381-2383
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Positive Attitude ◽  
Employee Performance ◽  
Work Force ◽  
The Other ◽  
Negative Behavior ◽  
Fundamental Factor ◽  
Long Period ◽  
Utmost Care

Stress is a not a new word to the organizations. It is been a boiling subject from years ago as it is spread across the globe. To evade this, organizations tries to improve their employee’s satisfaction levels at job, so that a positive attitude can be inculcated among workforce. The other tool to abstain from mocking execution and deriding performance of an organization is employee’s engagement. It is a key which prompts hierarchical achievement and furthermore a fundamental factor to be considered while assessing stress. Stress cannot be eliminated from any organization but can be handled with utmost care to get good results. If stress is not managed well, it generates a negative behavior in workforce which destroys the end results or an organization fails to achieve its goals. If it continues for a long period of time, the result could be closure of an organization because over stress will reduce the employee performance. This research paper is expected to comprehend the reasons which lead to employee stress inside an organization, to discuss the variables which robustly correlate with stress level of employees and also to suggest the mechanism to overcome stress.

scholarly journals A study on understanding of employee engagement practices: comparison between banks and higher education institutions

2013 ◽  
Vol 4 (2) ◽  
pp. 295-308
Author(s):  
Anil Kumar Singh ◽  
Priyender Yadav
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Work Force ◽  
Educational Institutions ◽  
Work Place ◽  
Improve Performance ◽  
Statistical Tools ◽  
Business Context ◽  
Service Sectors ◽  
Careful Investigation

Employee engagement has been high on agenda of a number of researchers and organizations in the recent years . A successful employee engagement strategy helps creating a community at the work place and not just a work force. 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 Employee engagement is a barometer that determines the association of a person with the organization. As a researcher this concept requires careful investigation and the interest, therefore is to extract the determinants of employee engagement and to understand what all factors contribute to this concept. Literature has proved that it is the trust which measures the degree of employee engagement, s o in the present study the researchers have tried to find out the effect of trust and value on employee engagement.As banks and higher educational institutions offer a comparative platform to study the practices because both are in service sectors and the competencies required are relatively same. Further, these organizations are heavily focused on Human Resources as an asset and their image is directly associated with employees acts and behaviors.So in the present paper the researchers have tried to explore the rationale of employee engagement practices through data analysis by using SPSS and Excel . For the purpose the data has been collected through questionnaire and statistical tools like multivariate analysis and ANOVA etc has been used.

Kann der Unternehmensgewinn durch „Spontaneous Recognition“ gesteigert werden?

2014 ◽  
Vol 55 (4) ◽  
pp. 27-32
Author(s):  
Tülin Arslan
Keyword(s):  
Employee Engagement ◽  
Employee Turnover ◽  
German Economy ◽  
Work Force ◽  
Frederick Herzberg ◽  
Work Related ◽  
Total Rewards ◽  
Index Study ◽  
Spontaneous Recognition ◽  
High Level

Ende März 2014 hat das Gallup-Institut seine Studie zum Mitarbeiter-Engagement-Index veröffentlicht, welchen sie seit dreizehn Jahren erhebt. Wieder geben 84% der Befragten über achtzehn Jahren an, dass sie sich gering bis gar nicht dem Unternehmen verbunden fühlen, bei dem sie beschäftigt sind. Auch wenn ihr Anteil von 11% im Jahre 2011 auf nun 16% gestiegen ist, ist der Anteil der Mitarbeiter und Mitarbeiterinnen mit einer hohen emotionalen Bindung zum Unternehmen noch viel zu gering. Bei 33,819 Millionen Erwerbstätigen, die über achtzehn Jahre alt sind, führt diese Situation auf Grund von Fehlzeiten, Fluktuation, Mitarbeiterschwund, Arbeitsunfällen und Qualitätsproblemen zu Mehrkosten für die deutsche Volkswirtschaft in Höhe von mindestens 98,5 Milliarden Euro. Was können Firmen und die einzelnen Führungskräfte unternehmen, um diesen Zustand zu verbessern? Kann durch Anerkennung und Wertschätzung die Bindung der Mitarbeiter und Mitarbeiterinnen und dadurch der Unternehmensgewinn gesteigert werden? The Gallup Institute published the results of its Employee Engagement Index study at the end of March, which it has been conducting for 13 years. Again, 85% of the polled participants over the age of 18 do not feel associated to the company they work for. Although the percentage has increased from 11% in 2011 to 16%, the percentage of employees with a high level of emotional attachment to their company is quite low. As Germany has 33,819 million employees over the age of 18, this lack of attachment leads to issues such as absenteeism, employee turnover, work force decline, work-related accidents and quality issues; which in turn increases the costs for the German economy by at least 98.5 billion Euros. What can companies and individual managers do to improve this situation? Can employee commitment/ retention be improved through employee appreciation and recognition and thus increase business profits? Keywords: total rewards systeme, maslowsche bedürfnispyramide, innere kündigung, gallup studie, frederick herzberg

Employee Engagement Practices in IT Sector Vis-à-Vis Other Sectors in India

2017 ◽  
Vol 8 (3) ◽  
pp. 1-14 ◽  
Author(s):  
Jitendra Singh Tomar
Keyword(s):  
Job Performance ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Force ◽  
Citizenship Behavior ◽  
Continuance Commitment ◽  
Discretionary Effort ◽  
Important Notion

Employee engagement is an important notion built around the concepts of job satisfaction, employee commitment, retention of talent, that impacts organizational performance. The disengaged employees lead to loss of productivity, procedural imbalances, and decreased efficacy. Organizations are addressing the work force and their job performance, task performance, organizational citizenship behavior, productivity, discretionary effort, effective commitment, and continuance commitment. Engaged employees are emotionally connected with their organization, and are enthusiastic about their job and success of the organization. The employment engagement practices are soulfully needed to understand the employee, give them healthier environment to work, let them grow professionally, award them, and keep them happy, irrespective of the business sector. This study intends to explore the employee engagement practices in Indian IT Sector and compare them with the engagement practices in other leading sectors in India. The study also assesses various engagement attributes in Indian IT organizations.

The rules of engagement

2013 ◽  
Vol 27 (2) ◽  
pp. 34-36
Author(s):  
Interview by Gareth Bell
Keyword(s):  
Employee Engagement ◽  
Design Methodology ◽  
Work Force ◽  
Content Type ◽  
Leadership Types ◽  
Practical Implications

PurposeProvides an interview with Jane Sparrow, author of The Culture Builders.Design/methodology/approachInterviews Sparrow about her research and findings.FindingsDiscusses the five leadership types she discovered.Practical implicationsOffers advice on how to get the best from your work force.Originality/valuePresents the insight of a leading practitioner in the field of management and employee engagement.

scholarly journals Job Satisfaction and Employee Engagement–Contemporary Tools to Eliminate Stress among Work Force in an Organization

2019 ◽  
Vol 8 (3) ◽  
pp. 5449-5451
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Positive Attitude ◽  
Employee Performance ◽  
Work Force ◽  
The Other ◽  
Negative Behavior ◽  
Fundamental Factor ◽  
Long Period ◽  
Utmost Care

Stress is a not a new word to the organizations. It is been a boiling subject from years ago as it is spread across the globe. To evade this, organizations tries to improve their employee’s satisfaction levels at job, so that a positive attitude can be inculcated among workforce. The other tool to abstain from mocking execution and deriding performance of an organization is employee’s engagement. It is a key which prompts hierarchical achievement and furthermore a fundamental factor to be considered while assessing stress. Stress cannot be eliminated from any organization but can be handled with utmost care to get good results. If stress is not managed well, it generates a negative behavior in workforce which destroys the end results or an organization fails to achieve its goals. If it continues for a long period of time, the result could be closure of an organization because over stress will reduce the employee performance. This research paper is expected to comprehend the reasons which lead to employee stress inside an organization, to discuss the variables which robustly correlate with stress level of employees and also to suggest the mechanism to overcome stress.

scholarly journals HRD Practices- A Strategic Tool for Employee Engagement at Organized Retail Organizations

2020 ◽  
Vol 7 (3) ◽  
pp. 31-37
Author(s):  
K Sumathi ◽  
R Vidya ◽  
K Sujatha
Keyword(s):  
Employee Engagement ◽  
Strategic Plan ◽  
Work Force ◽  
Full Potential ◽  
Retail Sector ◽  
Emotional Attachment ◽  
Dynamic Task ◽  
Retail Organizations

Employee Engagement can be discussed as the positive or negative attachment of the employee’s emotional attachment to their job, colleagues, and organization which profoundly influences their willingness to learn & perform at work. To have a competent work force, every organization needs to have engaged employees at the top level as they have to perform a dynamic task. Especially in the Indian organized retail sector, it is very important to have engaged employees since the industry is growing very fast and also have the full potential to grow further. It is the challenge in front of the organization to have a strategic plan to have and develop employee engagement. Therefore the present study is to prove how exactly the sound HRD practices can act as a tool for Employee Engagement at selected retail organizations at the top level.

scholarly journals Partial Least Square – Structural Equation Model for Effect of Employee Engagement on Job Satisfaction and Job Performance in Automobile Industries

2019 ◽  
Vol 9 (2) ◽  
pp. 4725-4729
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Employee Engagement ◽  
Automobile Industry ◽  
Structural Equation ◽  
Business Performance ◽  
Work Force ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square

The major challenges organizations facing today’s competitive world is diversified work force and ever changing environment and technology. It is, therefore, imperative to utilize the employees ‘capabilities to the maximum possible extent to achieve individual and organizational goals. In this perspective, it has been discussed that job satisfaction and employee motivation are wide influencer of employees’ performance. Employee dedication and commitment towards work leads to improved outcomes in performance, organizational productivity and profit. Employees are more loyal and satisfied to the organization when they get recognition from their employers. The understanding of organizations on the factors satisfying employees will lead to deal with the people and get the extra ordinary results from them. The employee engagement and business performances are complimentary to each other. Higher is the employee engagement then greater the business performance. The present research makes an attempt to investigate the concept of job satisfaction and its impact on performance among the employees in the automobile industry, which is one of the key drivers that boost the economic growth of the country. In the time of recessions, the survival of the organization depends on the fully engaged employee. There is no agreement between defining the employee engagement by the earlier researchers and also its impact on job satisfaction and performance. In this concern, this study is significant in the definition of employee engagement and to find its relationship with job satisfaction and job performance in automobile industry.

scholarly journals Employee Engagement and Organizational Performance of Public Enterprises in Nepal

2019 ◽  
Vol 4 ◽  
pp. 118-138
Author(s):  
Rupa Shrestha
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Descriptive Analysis ◽  
Work Force ◽  
Work Place ◽  
Public Enterprises ◽  
Organizational Goals ◽  
The Public ◽  
Organizational Outcome ◽  
And Performance

Background: 'Employee Engagement’ has been a considerable topic in the public sector. It is a buzz word that managers think they understand, but face difficulties and challenges while practicing. Objective: This study aims that employee engagement impacts on organizational performance in some extent. Drawing on theory “Employee Engagement and Higher Work Ethic", (The Gallup Organization, 2013), this study examines the relation between employee engagement and organizational outcome. Methodology: Based on descriptive analysis, this study consisted officer level employees from Tribhuvan University from 49 campuses and offices as respondents. The data was collected through 115 set of structured questionnaires during last three months of 2075 BS and It used descriptive and inferential statistics tools to analyze the data. Result: It was hypothesized that the employee engagement was positively related to the organizational performance with liking of work force diversity. It is revealed that majority employees of TU are engaged with work and organization as well. During the analysis, the hypothesis was supported with 0.505r2 (50 percentages). It was also found that explanatory and dependent variables are correlated with 0.696. Conclusion: It can be concluded that there is significant relation between organizational performance and employee engagement. Employees, who are engaged with jobs can understand social cues among the others thus they can choose the way to improve social skills in order to achieve organizational goals. This study also complies that the relation between employee engagement and performance is diverse as per work force patterns in work place. Implication: This research stimulates researchers to begin to think about how employee engagement relates to HR and organizational outcome. Public enterprises should always try to make employees engaged and transform not engaged and disengaged employees to engaged ones which ultimately leads to enhance organizational culture.  

scholarly journals Employee Engagement Strategies in Software Companies in Chennai

2019 ◽  
Vol 8 (4S3) ◽  
pp. 81-86
Keyword(s):  
Employee Engagement ◽  
Internal State ◽  
Work Force ◽  
Software Companies ◽  
Engagement Strategies ◽  
Empirical Paper ◽  
State Of Mind

The level of enthusiasm an employee feels towards the job is called as Employee Engagement. An engaged employee cares about his performance and its effect on the organization. It is an internal state of mind that binds together work force, commitment and satisfaction in an employee. The organization has to look after its employees so that they can satisfy their customers. The management has to find out what the employees want so that the ultimate goal of organization is achieved. Strategies like Transparency, Empowerment, Purpose, Behaviour and Listening can be used to engage the employees. This study mainly focuses on the engagement strategies applied in selected software companies in Chennai and also aims to explore the strategies that drive employee engagement in software companies. This empirical paper also seeks to find the effect of the identified strategies on employee engagement..

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