EMPLOYEE ENGAGEMENT

Introduction –Employee Engagement Employee engagement is now a management topic and one which has quickly absorbed into the HR agenda. It is a key challenge which is capturing the attention of executives and HR professionals (Soldati, 2007; HR Focus, 2006) and, increasingly, the acceptance of academics. As cited by Armstrong ,(2010) ,The concept of employee engagement has attracted a lot of attention recently. Reilly and Brown (2008) noted that the terms ‘job satisfaction’, ‘motivation’ and ‘commitment’ are generally being replaced now in business by ‘engagement’ because it appears to have more descriptive force and face validity. As Emmott (2006,  p153 ) commented, ‘Employee engagement has become a new Organizations and People management mantra – and it’s not difficult to see why. Engaged employees – those who feel positive about their jobs – perform better for their employers and can promote their organization as “an employer of choice”.’ According to the CIPD (2012, p...

Definitions - Employee Engagement Two way process in which organization provides employee the opportunity to grow, encourage them to speak, Markos & Sridevi (2010) motivate them to flourish and eventually develop a psychological bond with the organization. Dernovsek, (2008) defines employee engagement as the involvement with and enthusiasm for work. According to Armstrong (2010, p155) as cited by Murali and Watson (2001) defined ‘engaged performance’ as ‘A result that is achieved by stimulating employees’ enthusiasm for their work and directing it towards organizational success. According  to Armstrong, (2014, p. 194)  as cited by Kahn , Employee Engagement can be define as  “The harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances”.  The rising importance of employee engagement It is for that reason too t...

Analysis & Recommendation  -Employee Engagement Analyzing the present scenario of in my organization of commercial banking sector and revealed the following reasons for the employee dissatisfaction and de motivation. 1.        Lack of opportunities for staff job rotations and barriers to specialize subject knowledge concern, 2.       Ineffective frequent internal policy changes ,unrealistic targets 3.       Not identifying skilled and capability employees for the proper departments/units 4.       Existing mechanism used for annual staff performance appraisal ,not capturing the real engaged employees due to the limitations & low percentage allocation for the highest grade and score 5.       Inability of utilizing staff benefits extended, on time and long internal procedures where the turn around time is high 6.    ...

 Conclusion  -Employee Engagement Employee development through self-directed learning, participation, empowerment, employee education and skill development clearly play a significant role in employee engagement. The study shows a clear link between the employee development and engagement .Employee development is one of the most critical features in enlightening employee engagement. It has been observed that when people receive relevant and valuable learning and education, they are usually happier in their jobs. When the learning is carried to the next level, employees feel more cherished by their employers. They participate well and get ready to avail more opportunities to develop new skills in future. Apart from other factors might exist in organizations, which lead to make  employee retention a big challenge, employee development programs can still make a positive difference. They tend to provide intrinsic motivation to employee by making them feel as th...