B.Brinda, II MBA, KCT Business School, coimbatore email@example.com
Contact No: 9751168450.
E.Vishalatchi Preethi, II MBA, KCT Business School, coimbatore firstname.lastname@example.org
Contact No: 8012590902.
Employee engagement has emerged as a popular organizational concept in recent years. It is the level of commitment and involvement of an employee towards the organization and its values. Employee engagement here is defined according to the International Survey Research (2003) as a process by which an organization increases commitment and contribution of its employees to achieve superior business results. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. In today economic downturn situation, organization started to look into its people asset-internal employee so that they can utilize the human asset to sustain the competitiveness in the industry Employees who are engaged in their work and committed to their organizations give companies crucial competitive advantages - including higher productivity and lower employee turnover (Robert, 2006). Employee engagement develops positive attitude among the employees towards the organization. Proper attention on engagement strategies will increase the organizational effectiveness in terms of higher productivity, profits, quality, customer satisfaction, employee retention and increased adaptability. From a global sample of 60 corporations the Corporate Leadership Council found that over 80% of senior human resources (HR) professionals agreed that employee engagement was a high priority for 2009 and 40% claimed it had become more of a priority over the last year. Senior private sector HR managers believe that the top challenge they face now is maintaining employee engagement. Employee engagement is closely linked to company revenue, employee performance, and trust in leadership, retention, customer satisfaction and profitability. High engagement leads to employee success, and employee success leads to organization success. Right Management recently conducted a study and found that only 43.6 percent of employees in the Northeast are fully committed to their job and employer. The region's employee engagement level lags behind the Mid Atlantic and Midwest, which are 47.7 percent and 44.5 percent respectively. The key to achieving positive results through employee engagement is accomplished with three ways; they are commitment, measurement and understanding through engagement survey and continuous improvement through engagement process and cycle. This paper focuses on various factors which lead to employee engagement and what should company do to make the employees engaged. The dependent variable considered in the research is the employee engagement and the independent variables are considered to be employee development, employee communication, employee rewards and recognition. The data is obtained by questionnaire method and random sampling method is used. The analysis is made through correlation to find the relationship between the dependent and independent variables and regression analysis is used to find which factor that influence employee engagement the most. The purpose of this study is to examine and gain a better understanding of the drivers that influence the employee engagement. 1. INTRODUCTION TO THE STUDY
In recent years, there has been a great deal of interest in employee engagement. Along with engaged technology and streamlined work processes gaining employee’s discretionary effort, so called engagement, may be one of the most effective ways to improve productivity and improve business results. In today economic downturn situation, organization started to look into its people asset –internal employee so that they can...