“ Employee Engagement Practices” as a Retention Tool in Service Sector
Title- “ Employee Engagement Practices” as a retention tool in Service Sector LPG in global economy has immensely contributed in the growth of service sector as a result potential people are getting pool of good opportunities and for the same, fast career moves and hopping is observed rapidly.
About Author:-
Name:- Mrs.Anuradha Phadnis,
Experience:-Currently working as Faculty and served from last 4 years at Dr.D.Y.Patil Institute of Mgmt. & Research, Pimpri. Pune
Educational Background:- BCom, MBA( HR) .
Contact:- 9850728206. (020) 27641554.
Email-id:- anuradhakampli@gmail.com
Abstract: I.T and ITES has its big share in the economy and in past decade it has grown at fast rate. This sector has given lot of good opportunities to prove ones career. Especially young and dynamic age group who want to keep up with today’s growing competition and high standard of living, is attracted for the high packages and fast promotions offered in this sector. For fast career moves, better opportunities, people – i.e. employees started to shift from one organization to another quite soon. Leading to issues like high attrition, wave off, turnovers, absenteeism, low productivity and many more. This became an alarming problem for the companies of this sector. To solve this problem many organization started finding solutions. And some started adopting ‘Employee Engagement Practices’ as a measure to hold and retain back their employees. Engagement is the extent to which employees commit to something or someone in their organization, how hard they work and how long they stay as a result of that commitment Employee Engagement is about building a truly great relationship with the work force and in ensuring that the bond lasts. Employee Engagement is a Barometer that determine the association of a person with the Organization. There are some parameters as to, how companies measure engagement, they typically assess their
About Author:-
Name:- Mrs.Anuradha Phadnis,
Experience:-Currently working as Faculty and served from last 4 years at Dr.D.Y.Patil Institute of Mgmt. & Research, Pimpri. Pune
Educational Background:- BCom, MBA( HR) .
Contact:- 9850728206. (020) 27641554.
Email-id:- anuradhakampli@gmail.com
Abstract: I.T and ITES has its big share in the economy and in past decade it has grown at fast rate. This sector has given lot of good opportunities to prove ones career. Especially young and dynamic age group who want to keep up with today’s growing competition and high standard of living, is attracted for the high packages and fast promotions offered in this sector. For fast career moves, better opportunities, people – i.e. employees started to shift from one organization to another quite soon. Leading to issues like high attrition, wave off, turnovers, absenteeism, low productivity and many more. This became an alarming problem for the companies of this sector. To solve this problem many organization started finding solutions. And some started adopting ‘Employee Engagement Practices’ as a measure to hold and retain back their employees. Engagement is the extent to which employees commit to something or someone in their organization, how hard they work and how long they stay as a result of that commitment Employee Engagement is about building a truly great relationship with the work force and in ensuring that the bond lasts. Employee Engagement is a Barometer that determine the association of a person with the Organization. There are some parameters as to, how companies measure engagement, they typically assess their
Bibliography: 2) Doug Buchanan-Associate Vice Chancellor for Human Resources-Employee Engagement: Motivated and Productive People Who are Innovative and Creative- University of Missouri- Kansas City. 2007.