Presented by Krishna Mari Prasad .S

A study onEmployee engagement

orgins• History records that about

2300 years ago, Alexander (356 BC – 323 BC) was able to march ahead and conquer unknown lands by battling for years across continents, miles away from home, because he had an engaged army that was willing to abide by its commander.

concept• "Employee Engagement is a measurable

degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work".

Current scenario• 84% of highly engaged employees believe they can positively impact

the quality of their organization's products, compared with only 31 percent of the disengaged. From the perspective of the employee, "outcomes" range from strong commitment to the isolation of oneself from the organization

• The study done by the Gallup Management Journal has shown that only 29% of employees are actively engaged in their jobs. Those "engaged" employees work with passion and feel a strong connection to their company. About ⅔ of the business units scoring above the median on employee engagement also scored above the median on performance

• Moreover, 54% of employees are not engaged meaning that they go through each workday putting time but no passion into their work. Only about ⅓ of companies below the median on employee engagement scored above the median on performance.

Behavioral patterns

• belief in the organisation• desire to work to make things better• understanding of business context

and the ‘bigger picture’• respectful of, and helpful to,

colleagues• willingness to ‘go the extra mile’• keeping up to date with

developments in the field.

Drivers

IES’ diagnostic tool

Measurement parameters

$ a positive attitude towards, and pride in, the organization.$ belief in the organization's products/services$ a perception that the organization enables the employee to perform well.$ a willingness to behave altruistically and be a good team player$ an understanding of the bigger picture and a willingness to go beyond the requirements of the job.

Engagement challenges• engagement levels decline as employees get older – until they

reach the oldest group (60 plus), where levels suddenly rise, and show this oldest group to be the most engaged of all

• minority ethnic respondents have higher engagement levels than their white colleagues

• managers and professionals tend to have higher engagement levels than their colleagues in supporting roles, although people in the latter group appear to owe greater loyalty to their profession than to the organisation in which they practise their craft

• engagement levels decline as length of service increases• having an accident or an injury at work, or experiencing

harassment • employees who have a personal development plan, and who have

received a formal performance appraisal within the past year, have significantly higher engagement levels than those who have not.

Figurative charts

Figurative charts

Figurative charts

Models:

ABSTRACT• Employee engagement is a vast construct that touches almost all parts of

human resource management facets weknow hitherto.

• The primary objective of the study is to analyze the effectiveness is to analyze the effectiveness of employee engagement and factors affecting it are measured and suggest appropriate measure taken by the employers at INNCONN pvt.ltd

• To accomplish the primary objective a survey was conducted by preparing the questionnaire which consists of 14 closed ended and open ended questions. The research design used is descriptive by nature.

• A sample of 120 respondents were selected for analyzing their opinion regarding employee engagement at INNCON ltd, kodambakkam. The methods used to collect primary data was through questionnaire by conducting personal interview with employees. Source of secondary data collected by websites and company profile.

• Results have been published by charts and diagrams finding were drawn some analyzing data, suggestions and conclusions have been based on the findings.

• OBJECTIVES OF THE STUDY• Primary Objective• To study the various factors that affects Employee

Engagement in Inncon.• Secondary Objectives• To improve the quality of working life by allowing the

workers to study the extent of greater influence and engagement of employees in decision making of a work and the satisfaction obtained from work.

• To study the mutual co-operation of employees and employers in organisation

• SCOPE OF THE STUDY• The study has been conducted among all the employees

of Inncon at Chennai. The respondents have been interviewed to know their engagement in performing their job.

• Research Design• Research design is the basic plan which guides the data

collection and analysis phase of the research project. A good design will make sure the information gathered is consistent with the study objective and economical

• Nature of Data• Data collected is primary in nature. The data were

directly collected from the employees with the help of questionnaire.

• Method of Data collection• Due to time and linguistic constraint of the respondents, the

questionnaire was administered individually and instructions which were very simple were conveyed to the subjects verbally with the assurance that their names and information given by them would be kept completely anonymous.

• Construction of a questionnaire • Strongly agree• Agree• Neither Agree Nor Disagree• Disagree• Strongly Disagree

• Sampling Technique• Simple random sampling technique is followed in this research report.• Population• The sampling units are all the department employees of Inncon, Chennai. Various Departments in

Inncon includes• Sync• E Speed• Edge• LTV• DHMC• Admin• Prompt• SMV• CRM• HR• The Designations given to employees of Inncon are• Tester / Senior Test Engineer• Senior Recruiter / Senior Programmer Analyst / Team Leader / Senior System Admin• HR Manager / Graphic Designer / Operations Manger / Accounts Manger• Developer / Programmer Analyst / Tech writer• IT Recruiter / System Admin / Database Administrator• HR Trainee / Receptionist

• Sample size• The Population size is 100 respondents.• Tools for Analysis• Reliability Analysis

• Statistical Tools • 1. Percentage Analysis

Percentage of respondents = Number of respondents * 100

Total respondents

Mean = Total score of each variable

Total Number of respondents

• 2. Chi-square Analysis• Chi-square analysis is used to study the divergence of expected and actual

frequencies. This is the measure of actual difference between observed and expected frequencies. The importance of such measures is very great in sampling studies where the influence of sampling size or unit may influence the result.

• Review of literature:

• Kahn (1990)

• The Gallup Organisation (2004)

SUGGESTIONS• Employee Engagement & authority• To increase the efficiency and loyalty of employees toward organization it

is necessary to involve employees in major decisions areas & also provide them proper authority to take their decisions independently

• Team spirit• An observed high level of dissatisfaction among employees regarding

team spirit. Employee empowerment does not lead to make team spirit among employees. This should not be there

• Working conditions / social interactions• To improve upon the existing work environment in the organization the

management should take the following steps.• There should be sense of competitiveness among employees, which will

make them more compatible to work efficiently. This could be achieve by giving them proper authority & empowerment to do the work & provide them appraisal also in the form of incentives which act a motivational tool.

• Career growth and opportunities • The policies and action plans of the organization should be

communicated well in advance to employees and they should be involved in that so that their future should be secure. This may also help to feel the employees that the organization is growing & their future is secure there.

CONCLUSION

It is clear that the organization has a responsibility to lead engagement, and there are

several key areas the organization can address to encourage engagement among its

employees. Job support, Performance appraisal, senior management and Work

environment are major aspects that organizations can control and influence and have been

found to impact upon engagement levels.

Engaged employees are the one who work with passion and feel a profound connection to

their organization. They drive innovation and move the organization forward through this

study it is found that most of the respondents have better level of engagement in the work

in Inncon