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 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.

Intangible Conditions of Human Resources Factors in MSME Decade of Covid 19 in the Bandung City-West Java-Indonesia

2021 ◽  
Vol 12 (4) ◽  
pp. 806-812
Author(s):  
Deden Sutisna, Et. al.
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Research Method ◽  
Creative Industries ◽  
Test Reliability ◽  
West Java ◽  
Business People ◽  
Intact Condition ◽  
The Government ◽  
The City

The purpose of this study is to compensate for the intangible variables of the human resources of MSME actors in Bandung City, related to Employee Engagement and Attitude at the time of the COVID-19. Therefore, the intact condition of the two related variables is important for stakeholders such as the government and other related parties to understand and serve as a basis for policy and decision making, especially when the economy is exposed to COVID-19. The research method used is descriptive, verification and comparative. Data were tested using the validity test, reliability test, classical assumptions and data normality, and to test the level of contribution between variables and variable dimensions used correlation and termination tests. The data were obtained from the MSME economic actors in the city of Bandung total 45 samples. The city of Bandung was chosen as a place of research because the city of Bandung is known as a model city, culinary, education, creative industries as well as the city of culture and government of West Java. The results showed that the contribution, enthusiasm, pride of business people towards MSMEs was not supportive, lost trust and small. Only MSME players have employee engagement in the form of willingness. Attitudes or attitudes in the form of motives, traits and self-concepts are still strong for every MSME actor in Bandung City, and this condition is in line with the willingness dimension of employee engagement. Based on the results of the study, it can be concluded that the employee engagement of MSME actors in the city of Bandung is currently not good or has decreased, while the attitude at is still good.

scholarly journals Involvement of Higher Education in Building Human Resources Character in the Era of Globalization

2015 ◽  
Vol 8 (11) ◽  
pp. 148
Author(s):  
Ishomuddin Ishomuddin
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Qualitative Approach ◽  
Academic Program ◽  
Master Plan ◽  
Development Programs ◽  
Collection Method ◽  
Qualitative Descriptive ◽  
Depth Interviews ◽  
Source Of Information

<p class="apa">In general, the objectives of this study were to explain the role played by universities in improving its human resources are office holders, lecturers, and students, explain the program what is being done related to the improvement of human resources, and explains the non-academic program to support the implementation of a program that has been prepared so as to ensure the creation of academic atmosphere and moral. This research is using a qualitative approach. Data collection method is observation, in-depth interviews, and documentation. After determining the selected object, it is then determined subjects and informants who serve as a source of information, other than information derived from observation and documents. The data obtained were analyzed using qualitative descriptive. From these results it can be concluded that in the current era of globalization sensitize the managers of private universities to constantly make changes both in management of students, lecturers, and academic. Of the top ten universities in East Java, which is the object of research has done on average conditionally adjustment and in accordance with their respective capabilities to actualize development programs as outlined in the master plan and development plan strategy as a guide.</p>

scholarly journals Work Place Dynamics for Employee Engagement

2018 ◽  
Vol 12 (01) ◽  
Author(s):  
A. K. AWASTHI ◽  
SHIVANGEE SHARMA
Keyword(s):  
Employee Engagement ◽  
Work Place ◽  
Emotional Attachment ◽  
Direct Influence ◽  
Key Factor

Employee engagement is a degree which can be measured as the degree of an employee's positive or negative emotional attachment to his job, colleagues, and organization. This attachment has a direct influence on an employee's willingness to learn and perform at work. The key factor determining employee engagement degree is workplace dynamics.

scholarly journals Strategic planning for human resources and its impact on Sudanese national security: التخطيط الاستراتيجي للموارد البشرية وأثره على الأمن القومي السوداني

2019 ◽  
Vol 3 (11) ◽  
Author(s):  
Mu'tasim Hussein Abu Zeid
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
National Security ◽  
Human Resource Development ◽  
National Policy ◽  
State Level ◽  
The State ◽  
Development Programs ◽  
Human Capabilities ◽  
The Relationship

The study considered the importance of strategic planning for human resources and its impact on Sudanese national security considering that strategic planning is one of the important mechanisms that achieve integration and interaction between the components of the comprehensive perspective of human resources at the state level, in order to achieve the conditions required to achieve the full utilization of competitive human capabilities as one of the important elements affecting national security. The study aimed at the importance of strategic planning for human resources at the macro level of the state and its impact on Sudanese national security. The study reviewed the terms related to strategic planning, the concept of national security and the relationship between strategy, national security and human resources. The study reviewed the terms related to strategic planning, the concept of national security and the relationship between strategy, national security and human resources. The study also dealt with the aspects affecting the human resources and the Sudanese reality. The descriptive approach was used for the study and the scientific sources that dealt with the subject were used as sources for the study. The study concluded that strategic planning for human resources should be adopted, and that a national policy should be established through human resource development programs and clear foundations for investing human resources to meet challenges related to human capabilities, especially competitive human capacities.

scholarly journals Steps for Survive in the Global Economic

2021 ◽  
Author(s):  
Veronica Yefian
Keyword(s):  
Information Technology ◽  
Corporate Governance ◽  
Human Resources ◽  
Employee Engagement ◽  
Human Resources Management ◽  
External Environment ◽  
Resources Management ◽  
Good Corporate Governance

The best for companies in Indonesia to survive in the midst of glogal economic is by transforming their business and human resources, given that changes in business concepts are highly driven and patterned by advances in information technology that are exponentially increasing. The innovative steps of transformation, however, should refer to Good Corporate Governance, as an operational foundation and guarantee trust from stakeholders. The era of economic disruption requires companies in Indonesia to always generate new values in all aspects so that performance can increase and the companies are able to survive in the market by gaining positive profits. Human resources management is also important, especially when there is employee engagement in facing threats originating from the external environment.

scholarly journals MANAJEMEN MODAL SOSIAL LEMBAGA KEUANGAN MIKRO SYARIAH DALAM MEWUJUDKAN KEMASLAHATAN UMAT: STUDI PADA BAITUL MAAL WAT TAMWIL DI KUDUS

2019 ◽  
Vol 7 (1) ◽  
pp. 1
Author(s):  
Masturin Masturin ◽  
Siti Amaroh
Keyword(s):  
Social Capital ◽  
Human Resources ◽  
Financial Institution ◽  
Training And Development ◽  
Research Approach ◽  
Natural Setting ◽  
Development Programs ◽  
Capital Management ◽  
Customer Complaints ◽  
Poor Students

<p><em>Baitul Maal Wat Tamwil </em><em>has been growing as the financial institution from grassroot. This study will describe social capital management of Islamic microfinance to realize ummah maslahah. Data was obtained from five Baitul Maal Wat Tamwil in Kudus that are BMT Mitra Muamalat, BMT Harapan Umat, BMT Amanah, BMT Al Amin, and BMT Mahardika. Informants of this research are managers of each BMT. Social capital management is explained based on some aspects contains vision and mission, customer mapping, handling pattern of customer complaints, social activities, human resources training and development model, and education and socialization model. This research approach is qualitative with natural setting to capture essential problems from research object. However, the findings of this research are: (1) formulate vision and mission represent efforts to integrate organizational resources and social values to community welfare; (2) design of training and development programs for employee to increase human resources comprehension in managing products and contracts, and also principles of Islamic finance; (2) educate society to change conventional mindset into Islamic mindset particularly about justice principle and trustworthy; (3) conduct social responsibility through Baitul Maal with donation, scholarship for poor students, home repair, and other assistances; (4) stand with micro-small enterprises, small traders, traditional market traders, farmer, and factory workers; and (5) design risk management through fund reserve system.</em></p>

scholarly journals Corporate Responsibility towards employees–Raben Group

2021 ◽  
pp. 187-192
Author(s):  
Natalia Jankowska
Keyword(s):  
Sustainable Development ◽  
Human Resources ◽  
Human Resources Management ◽  
Employee Development ◽  
Work Life ◽  
Life Balance ◽  
External Stakeholders ◽  
Development Goals ◽  
A Company

Human capital management in an organisation is one of the key areas of company success and its competitive advantage, particularly in a service company such as Raben (Zając, 2014). As an entity operating in the Transport Forwarding Logistics (TFL) sector, its decisions in the area of human resources management depend on industry factors. This is evidenced, among others, by the structure of employees. The aim of this case study is: first, to draw attention to the problems that companies operating in specific sectors may face. The second goal is to identify their ability to implement the concept of a company responsible to employees. The company strives to take the goals set by the United Nations (SDGs) into account. These include taking care of appropriate employment structure, ensuring employee development, ensuring diversity, caring for work-life balance as well as safety in the workplace, and building relations with external stakeholders. The specificity of the industry in which the presented company operates makes it pursue a number of Sustainable Development Goals—both with regard to employees and in terms of environmental protection. Some need to be adapted accordingly.

scholarly journals ENHANCEMENT OF THE QUALITY OF HUMAN RESOURCES THROUGH TRAINING AND DEVELOPMENT PROGRAMS IN SCHOOLS

2021 ◽  
Vol 5 (2) ◽  
pp. 145-153
Author(s):  
Charlita Trihapsari ◽  
Fadhilah Mujahidah ◽  
Neneng Humairoh
Keyword(s):  
Human Resources ◽  
Development Program ◽  
Training And Development ◽  
Educational Goals ◽  
Development Programs ◽  
Study Approach ◽  
The Subject ◽  
Data Collection Technique

This study aims to analyze and understand the training and development program carried out by SMP YAMIS Jakarta in improving the quality of its human resources. This research uses a qualitative case study approach. The data collection technique is done through interviews, observation, and documentation. Data analysis is done through data presentation, data reduction, and concluding. The results showed that the training and development program carried out by SMP YAMIS Jakarta in improving the quality of its human resources was through the Subject Teacher Consultation (MGMP) activities which were carried out periodically by the existing schedule, involving teachers in seminars on learning methods that creative, innovative and fun, holding independent training in schools by inviting resource persons who are experts in the field, and programmed supervision carried out by school principals to employees regarding the achievement of planned educational goals. 

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