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.

An empirical study on factors influencing level of employee engagement with reference to select organization

GIS Business ◽  
2019 ◽  
Vol 14 (4) ◽  
pp. 109-114
Author(s):  
Dr. Srikrishna Gade ◽  
Lavanya. K
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Employee Development ◽  
Management Theory ◽  
Work Place ◽  
Development Programs ◽  
Great Work ◽  
Factors Influencing ◽  
Positive Action ◽  
Efficiency And Productivity

There is no exact definition for the term Employee engagement yet. The term Employee engagement means that the employee feel the belongingness towards the organization always strives to the growth of their organization. An Engaged employee means one who fully enthusiastic about their work and takes positive action for organizations reputation and interests. Employee engagement first appeared as a concept in management theory in 1990s. Employee engagement practices are well established in the management of human resources. An organization with high employee engagement might have higher productivity than the organizations having less employee engagement level employees. Whereas employee engagement is directly proportional to the organizations productivity as higher the engagement level of employee results higher efficiency and productivity. Also the employee engagement may directly or indirectly relate to the job satisfaction or morale of employee. By understanding the importance of employee engagement many organizations are doing engagement practices such as providing great work place culture, employee development programs to enhance the engagement level of employee to raise productivity and daily performances.

scholarly journals Employee Engagement in IT & ITES Organizations -A Case Study of Mindtree

2011 ◽  
pp. 27-34
Author(s):  
Leena P. Singh ◽  
ArttaBandhu Jena
Keyword(s):  
Employee Engagement ◽  
Peer Groups ◽  
It Services ◽  
Improve Performance ◽  
Business Context ◽  
Services Sector ◽  
Engagement Strategies ◽  
Major Player ◽  
Values And Beliefs

Employee engagement is generally the level of commitment and involvement an employee has towards their organization and its core values and beliefs. An engaged employee is presumed to be aware of business context, and work dynamics with colleagues and peer groups to improve performance within the job for the benefit and excellence of the organization. It is a positive attitude held by the employees towards the organization and its values. The paper focuses on how employee engagement is an antecedent of job involvement and what should company do to make the employees engaged. The scope of the study is limited to one organisation i.e. Mindtree which is one of the major player in the Indian IT services sector. The paper attempts to do an analysis of employee engagement strategies adopted by the organisation on the basis of the widely accepted Ten Cs model of employee engagement.

scholarly journals Employee Engagement: Reward Recognitions and Stewardship Program at Kohler Power Company (India)

2021 ◽  
Vol 04 (06) ◽  
Author(s):  
Dr. Dipti Tulpule
Keyword(s):  
Employee Engagement ◽  
Improve Performance ◽  
Business Context ◽  
Power Company ◽  
Stewardship Program ◽  
High Level ◽  
Multidimensional Concept

Employee engagement is the level of commitment and involvement an employee exhibits towards his/ her organization and its values. An engaged employee is aware of the 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 scope, richness & depth of the association of a person with the organization. Employee engagement is a multidimensional concept considering the two-way interaction between the employers and employees of an organization. As a matter of fact, employee engagement has emerged as a notable need for businesses. Employee engagement is important for any employer who aims to retain their valued employees as an employer’s capability to manage employee engagement is related to their ability to achieve enhanced business gains and high level of performance. “People may forget words; people may forget actions; but people will always remember respect, recognition & appreciation given to them publically for their contributions…”

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.  

Tantangan Pondok Pesantren dalam Menghadapi Era Bonus Demografi

2018 ◽  
Vol 10 (2) ◽  
pp. 409-434
Author(s):  
Ibnu Chudzaifah
Keyword(s):  
Human Resources ◽  
Boarding School ◽  
Educational Institutions ◽  
Human Beings ◽  
Current Development ◽  
The Face ◽  
The Times

Pondok Pesantren is one of the Islamic educational institutions that aim to form human beings who have noble character, so that created a human who has a balance between physical and spiritual. Some educational institutions offer various models of learning to balance the current development so that its existence is still recognized by the community. While boarding school in dealing with the development of the times, has a commitment to make new innovations by presenting the pattern of education that can give birth to a reliable Human Resources. Especially pesantren currently has a challenging enough weight in facing the era of "Demographic Bonus". Demographic bonus is a phenomenon in which the structure of the population greatly benefits the community from the side of development in various sectors, because the productive age is more than the non productive age. This means that the dependency burden will decrease with the ratio of 64 percent of the productive age population to bear only 34 percent of the nonproductive age population. With all kinds of scholarships and skills given to students, students are expected to compete in all fields, especially in the face of Indonesia gold in 2020 to 2035.

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

LOCUS OF CONTROL AND EMPLOYEE ENGAGEMENT AMONG THE EMPLOYEES OF AUTOMOBILE INDUSTRY

2015 ◽  
Vol 6 (01-02) ◽  
Author(s):  
P. Paramanandam ◽  
K. Sangeetha
Keyword(s):  
Locus Of Control ◽  
Employee Engagement ◽  
Automobile Industry ◽  
Significant Positive Correlation ◽  
Income Group ◽  
Age Group ◽  
Statistical Tools ◽  
Convenience Sample ◽  
Income Groups ◽  
Group A

Locus of control reflects the extent to which individuals believe that what happens to them is within their control, or beyond it. The objective of the present study was to study locus of control and employee engagement among the employees of automobile industry. A convenience sample consisting of ninety employees working in automobile industry participated in the study. By administering questionnaires locus of control and employee engagement among the employees were assessed. The collected data was analysed with various statistical tools like Mean, Standard Deviation, Correlation, regression and ANOVA tests. A higher level of locus of control was observed among the above 50 years age group and a higher level of employee engagement among the 41-50 age group. A higher level of locus of control and employee engagement was observed among the above 30000 income group. There were significant differences in locus of control and employee engagement among the respondents of different income groups. There was a significant positive correlation between locus of control and employee engagement. Approximately 18% of the variance of employee engagement was explained by locus of control.

LEADERSHIP AND MANAGEMENT OF EDUCATION INSTITUTIONS IN IMPROVING HUMAN RESOURCES IN INDONESIA

2018 ◽  
Vol 1 (3) ◽  
pp. 38-55
Author(s):  
M. Ihsan Dacholfany ◽  
Eko Susanto ◽  
Andi Noviandi
Keyword(s):  
Human Resources ◽  
Evaluation System ◽  
Educational Institutions ◽  
Academic Excellence ◽  
Educational Facilities ◽  
Leadership And Management ◽  
Education Industry ◽  
System Improvement ◽  
The Government

Educational institutions in Indonesia are expected to produce superior human resources and compete to have insight into science and technology. To achieve this expectation, educational institutions should strive and play a role in optimizing and achieving academic excellence, particularly in education, industry relevance, for new knowledge contribution, and for empowerment. Recognizing the importance of the process of improving the quality of human resources, the government, managers of educational institutions, educators and learners in Indonesia are striving to achieve the goals, vision and mission through various activities to build a better quality education through the development of human resources development and improvement of curriculum and evaluation system, improvement of educational facilities, the development and procurement of teaching materials, and training for teachers and education personnel to be more advanced and developed than other countries.

Konsep Administrasi Pendidikan

2020 ◽  
Author(s):  
Thomasna Illahi
Keyword(s):  
Human Resources ◽  
Education Sector ◽  
Education Administration ◽  
Educational Institutions ◽  
Educational Goals ◽  
Support Functions ◽  
Entire Process ◽  
Working Together ◽  
Central Support

Education administration is a series of activities or the entire process of controlling a number of people working together to achieve educational goals in a planned and systematic manner held in a particular environment, especially in the form of educational institutions. The backbone of the education sector is its administrative and operational staff. From finance to human resources, the central support functions are similar to those found in organizations of any size. Like other organizations, no school can operate effectively without them.

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