Employee Engagement Business Report - Management Assignment Help

Assignment Task

Introduction
Throughout the ages, organizations acknowledge that the human resources engagement, and their attachment to the company is the most driven factor for the success of the organization. Therefore, Organizations become keener to have engaged employees in their workplace.
Employee Engagement it has now become a trend of high importance, it becomes in the top of the management literature agenda. “This organizational behavior was articulated by Professor Kahn in 1990 and since then it has become a top organizational concern for researchers and practitioners alike.” CITATION Mad14 \l 1033 (Madhura Bedarkar, 2014) Understanding the meaning of the employee engagement, is it the same of the employee satisfaction? Are the organizations really apply the employee engagement or its only a fancy naming? Are the companies really design the employee engagement programs based on their employees’ needs or it taken as on shelve program? What is the component and the factor of the employee engagement? Honestly all these questions came to my mind when I decided to do my research about this subject. However, my main focus is two areas: understanding of the meaning of the employee engagement, its factors and the impact of it for the Organization.

Main body:
Methodology:There is a combination between a primary data by conducting a questionnaire among different community some of them working in HR field while the majority is not part of HR and the reason of this is to know if the employee engagement is well- known and real recognized or it’s only a fancy and branding to the activities that the HR is brining to the table. Moreover, a secondary data is considered from secondary research, professionals, and academicians to gives a boost to the quality of the research.
Questionnaire overview:84 % of respondents
Age of the respondents



Questionnaire result:Well- known of the Employee engagement:

Analysis:
In this questionnaire I intended to have a mix of population between people with HR and non-HR background, and from the above background chart we can see that 57.1% of the population are non-HR employee and the reason is to see if the terminology of the employee engagement is well- known in the current workplaces or as said in the beginning it is only a fancy term and a branding activity for the HR team.
From the above it proved that Employee engagement is eminent and 81% of the selected population are familiar with this terminology. While 19% are not aware of this.
Understanding of the “Engaged Employee”

Analysis:
The main purpose of this part of the questionnaire is to figure out the understanding of the employee engagement is people really distinguished between the satisfaction and engagement! From the above we can realize that 66.7% of the selected population are really into the meaning of the employee engagement that to be engaged that mean motivated, committed, and loyal employee.
While 23.8% see that the engaged employee equal to the employee with high performance, very few percentages of 9.5% are still mixing up between the satisfied and engaged employee.

Driven factors of the employee engagement:
Analysis:
In this question the purpose is to see the needs of the employee, the main factors drive the employee engagement what is the essential to the employee to feel engaged. Not surprising that clear career path is considered as number one factor that employee will be engaged to the company if they have it.
Promote and encourage teamwork and collaboration take the second ranking as most factor that employee would have to feel engaged with 52.4%, on the other hand, Strong communication and alignment take the third place with 47.6%. Coming after in sequence: good well-being system, Empowerment, management support and recognition, High paid, Balance working-life, talent management and employer branding.
Most implemented and not implemented factor in the companies nowadays:

Analysis:
The purpose of this part in the questionnaire is to see the gap between the needs of the employees and what the company is focused on.
From the above its obvious that there is a gap between the employee desire and their needs to be engaged in the company and what the company really offer and implement.
I will take here 2 factors and analysis it with comparing it with the need.:
While 81% of the selected population see that to be engaged employee, they need to have a clear career path, this factor is less focused from the organization side with 33.3% of the selected population see their company not good in. Similar, with the same percentage of the communication and alignment while this factor takes the second factor in the ranking of the most factors people need to feel engaged it took a percentage of 33.3 % that people feel that their company not good in.
The impact of improving the employee engagement in the organization.


Conclusion

CITATION Ste21 \l 1033 (Hacker, n.d.)As a conclusion, the above diagram is interesting one, as it shows the stages of the development of the Employee engagement starting with Employee satisfaction back in 80s, and howe it changes gradually till employee engagement on 20th. this is explaining the complexity and the differences of the understanding of the employee engagement and its driven factors.
As a conclusion of the primary data and secondary data we can realized the gap between what employee need to feel engaged and what the company offer or focused on. And this really emphasized my view that some companies apply the employee engagement as a fancy wording, and they are not really caring about the real impact and the importance of it.

Recommendations:HR consultant who is expert in employee engagement to do more courses and workshop to HR professional about the topic and its factors and impact.
HR department to focused on the employee needs by doing Yearly survey to measure and assess the employee engagement.
The HR strategies and objectives to be built based on the result of the opinion survey.
To have a KPIs on the employee engagement. And link it with the overall company KPIs.
Institution to build and have more training courses of how to measure the employee engagement and to assess the impact of it.

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