A Report

On
Roshni Haider & Shad Rahmani
HUMAN RESOURCE MANAGEMENT
2
nd
Semester, Dept of Social Work
JAMIA MILLIA ISLAMIA
Employee Engagement: Current Organizational Practices
Employee Engagement: Current Organizational Practices
Employee Engagement : Current organisational Practices
Roshni Haider & Shad Rahmani

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A Report In Employee Engagement :
Current Organisational Practices

Prepared By:
Roshni haider
&
Shad Rahmani

For Paper:
Employee Engagement

Submitted in
Department of Social Work
Jamia Millia Islamia
Employee Engagement: Current Organizational Practices
Employee Engagement : Current organisational Practices
Roshni Haider & Shad Rahmani

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ACKNOWLEDGEMENT

We are indebted to many people for the successful completion of this paper and would like
to take this opportunity to acknowledge the effort put forth by them and thank them in
assisting me in the completion of this project.
We would like to express our sincere gratitude towards our Subject teacher Dr. Intezaar
Khan who provided us with her precious guidance and suggestions for completing this
paper.
We are also extremely grateful and indebted to Mrs. Upasana Pandey for her help and for
taking out time from her busy schedule and giving us insight on employee engagemnt from
the perspective of Industry.
We offer our sincere thanks to our classmates and friends who provided us valuable facts
and insight
Employee Engagement: Current Organizational Practices
Employee Engagement : Current organisational Practices
Roshni Haider & Shad Rahmani

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Introduction:
The topic Employee Engagement is almost self explanatory. It is a one of the trendiest topic
in the HR faternity nowdays.If we will try to understand employee engagement in a layman
term, we could describe it as any activity that tries to hold the attention of workers to their
organization and their work and in return provides them with Incentives for their
commitment and their work.
However this defination only give a basic idea about the term and not all the aspects of the
employee engagemnt.Employee engagement is not just about holding attention or
rewarding,it comprises of a whole lot of strategys to make an employee align his/her work
ethics and culture toward organisation vision and mission.Employee engagemnt is directly
linked to employee retention strategies,infact employee engagemnt strategies are put into
effect to counter high retention rates and nowadays most of the employee engagemnt
startegies are directed to counter high turnover rate in the organisation.
The wind of employee engagement caught up with India with advent of New economic
Policys of 1990s when economy was thrown open to foreign organisation and norms for
starting a new venture were relaxed.With new organisation a new work culture satrted and
race started for getting talented workforce and then retaining them,As India was in shortage
of skilled Labour force It became Imperative for organisation to put their hands on talented
workforce.
Also with the advent of IT era and Dotcom frenzy there was major change in demographics
of Indian workforce.People started to rush toward IT sector and average age of workforce
started to go down.People started to hop jobs in IT industry which forced Employees to
think about how to retain their Workforce.Ther answer lied in Engaging Employees and
making them stay with the organization.
Employee engagemnt has become main focus of HR department in recent years and we
could trace origin of Training and Development, welfare activities, and CSRs in employee
engagemnt activities.Also it helps Brand image of an organisation if they boast of good EE
practices and if turnover rate is low.It speaks of Environment and culture of the organisation
and biggest advantage of having engaged workforce is high productivity and profits reaped
by organisation.
In this assignment we would try to understand employee engagemnt as a whole,different
aspects,process of engagement and current trends going on in industry.













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2.Defination(s):
Term Employee engagemnt was first used by William.A.Kahn in 1990s.From the time various
definations has been propounded for Employee engagemnt.We would first look into
Differnt definations given by Experts.

1) William A. Kahn (1990) defined employee engagemnt as the harnessing of organizational
members selves to their work roles.

2) Schmidt et al (1993) defined Employee engagemnt as "an employee's involvement with,
commitment to, and satisfaction with work."

3) Robinson et al. (2004) define employee engagement as a positive attitude held by the
employee towards the organization and its value.

4) Perrins Global Workforce Study (2003) uses the definition employees willingness and
ability to help their company succeed, largely by providing discretionary effort on a
sustainable basis.

5) Employee engagement have also been defined as a measure of job involvement (Harter,
Schmidt & Hayes, 2002)

6) Purcell et al (2003) suggest that employee engagement is only meaningful if there is a
more genuine sharing of responsibility between management and employees over issues of
substance

7) Gallup as cited by Dernovsek (2008) likens employee engagement to a positive
employees emotional attachment and employees commitment.

Employee engagement can be defined as the level of commitment and involvement an
employee has towards their organisation and its values.
Hence, from above definitions we can conclude that component of employee engagement
are:



Commitment
Job
Satisfaction
Involvement
Rewards And
Appraisal
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3. Concept:
Until now we have understood the definitions of Employee engagement, now we would try
to understand the concept as a whole and what are different aspects of employee
engagement, now we would try to understand the whole concept and its different aspects.
Organisations are needed to make their employee feel as a part of the organisation rather
than just as any other worker who would come, work and go. If an employee will feel
attached, with the organisation, it will help organisation in long term and there would be
less chance of them for leaving the organisation.
We would now try to understand type of employee in context with engagement:

According to the Gallup the Consulting organization there are there are different types of
People:-
a) Engaged--"Engaged" employees are builders. They want to know the desired
expectations for their role so they can meet and exceed them. They are naturally curious
about their company and their place in it. They perform at consistently high levels. They
want to use their talents and strengths at work every day. They work with passion and they
drive innovation and move their organization forward

b) Not Engaged---Not-engaged employees tend to concentrate on tasks rather than the
goals and outcomes they are expected to accomplish. They want to be told what to do just
so they can do it and say they have finished. They focus on accomplishing tasks vs. achieving
an outcome. Employees who are not engaged tend to feel their contributions are being
overlooked, and their potential is not being tapped. They often feel this way because they
do not have productive relationships with their managers or with their co-workers.

c) Actively Disengaged-The "actively disengaged" employees are the "cave dwellers."
They are "Consistently against Virtually Everything." They are not just unhappy at work;
They are busy acting out their unhappiness .They sow seeds of negativity at every
opportunity. Every day, actively disengaged workers undermine what their engaged
Co-workers accomplish. As workers, increasingly rely on each other to generate products
And services, the problems and tensions that are fostered by actively disengaged workers

Therefore, engagement is directly linked to employee retention. If an employee feels secure
and safe with organisation, s/he would not try to leave the organisation and would like to
continue with the organisation.
Hence, engaged employee remain with organisation and turnover rate can be reduced easily
by making them engaged with organisation.




Engaged
employee
Sound
policy's
Low
turnover
rate
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4. Factors for Employee Engagement:

a) Motivation: Managers are needed to motivate their employees for work and make them
feel proud about the organisation, a motivated employee always works harder than other
has and is highly engaged. If a person is motivated about the work s/he do/does, they are
certainly engaged in will put their maximum effort.

b) Job Satisfaction: An employee will work for the maximum only when there is right
matching between their job and skill they posses. If a person is put on a job, which s/he
does not know how to do /he will certainly get bore of that work very easily and it will harm
organisation. Managers should keep a tab on the employees regarding this and keep taking
feedback whether their employees are satisfied with the kind of job they are doing or not.

c) Commitment: Creating a workforce of committed employee is one thing, which is always
on the mind of employee, and it is not easy. However, a committed employee would always
work for the betterment of organisation. They would always stand with organisation and
will always put on a good image of the organisation.

d) Loyalty: Every organisation needs loyal employees who would stand with the
organisation in time of crisis.

e) Trust: Trust is very important between employer and employees. Employers should have
trust on their employee to take them as party in important decisions and employees should
trust their employer in matters regarding administrative and functional decisions of
organisation.

f) Leadership: A good and fair leader is always required to take organisation to pinnacle of
success. If there is a democratic and hard working leader, s/he would easily motivate and
lead employees by his/her work standards. However if there is undemocratic and
Impassionate leader s/he would not b able to take employees as a unit toward the common
goal.

g) Values: Right and just values of the organisation motivate employees to give their best. If
employees would feel cheated and organisation did not have right values, employees would
also not respect their organization and their work.










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5. Organisation Role In Employee Engagement:

a) Career Development- Opportunities for Personal Development
Organizations with high levels of engagement provide employees with opportunities to
develop their abilities, learn new skills, acquire new knowledge and realise their potential.
When companies plan for the career paths of their employees and invest in them in this way
their people invest in them.

b) Career Development Effective Management of Talent
Career development influences engagement for employees and retaining the most talented
employees and providing opportunities for personal development

c) Clarity of Company Values
Employees need to feel that the core values for which their companies stand are
unambiguous and clear.

d) Respectful Treatment of Employees
Successful organizations show respect for each employees qualities and contribution
regardless of their job level.

e) Companys Standards of Ethical Behaviour
A companys ethical standards also lead to engagement of an individual

f) Empowerment
Employees want to be involved in decisions that affect their work. The leaders of high
engagement workplaces create a trustful and challenging environment, in which employees
are encouraged to dissent from the prevailing orthodoxy and to input and innovate to move
the organization forward.

g) Image
How much employees are prepared to endorse the products and services which their
company provides its customers depends largely on their perceptions of the quality of those
goods and services. High levels of employee engagement are inextricably linked with high
levels of customer engagement.











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6. Advantage of Engaged employees:

Engaged employees will stay with the company, be an advocate of the company and
its products and services, and contribute to bottom line business success.

They will normally perform better and are more motivated.

There is a significant link between employee engagement and profitability.

They form an emotional connection with the company. This impacts their attitude
towards the companys clients, and thereby improves customer satisfaction an
service levels

It builds passion, commitment and alignment with the organizations strategies
and goals

Increases employees trust in the organization

Creates a sense of loyalty in a competitive environment

Provides a high-energy working environment

Boosts business growth

Makes the employees effective brand ambassadors for the company

A highly engaged employee will consistently deliver beyond expectations

Turnover rate goes down and people would like to come back to organisation

Friendly and easy-to approach environment of working

Set a platform for new employees to get aligned with companys goal easily

More problem solving and newer ideas due to participative environment








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7. Engaging Employees-Methods:
So now, we know what employee engagement is and why it is necessary. Now we would
look into methods, which are being used to engage the employees in the industry.
If we look from the perspective of an employee, that what could be the aspects, which can
make them engaged with the organization, are:

1) Performance Appraisal: When employee works in an organisation s/he would like to get
proper due of the work s/he is doing in the organization. They would like to be appreciated
and get benefits for the work they are doing. Therefore, this can be divided into following
parts:

a) Appraisal system: A proper appraisal system, which could be annually, or six monthly are
being followed in almost everywhere KRAs are prepared and job responsibility is given.
Then the work of employee is marked through feedback system and proper increment is
provided.

b) Promotion/Increment: A sound increment and promotion policy keep employees
engaged. Regular and just promotion policy is required to keep employees motivated about
the quality of work they do. It depends on KPAs and KRAs and it is on timely basis.

c) Training and Development: This has become trendiest factor in employee engagement.
To train and develop workforce according to their job profile and also to make workforce
multiskilled. It also gives employees an opportunity to learn new things and aspects of their
work. It provide them a chance to upgrade their skill and go for different job profile or
upgrade their job profile/designation if they became good.

d) Participation: Everyone like to give his her idea and every person like to participate and
get appreciated. These days every organisation encourages active participation from their
employees to get new and better Ideas for the organisation development. In return, they
are praised and also given monetary benefits.

e) Appreciation: If a person does some good work, part from monetary benefit people also
love to get appreciation from colleagues and their seniors. It boosts their morale and makes
them feel important.

f) Rewards and Recognitions: Proper reward and timely recognitions by the managers and
employers make an employee proud and keep him/her attached with the organizations.

g) Monetary Benefits: If some employees do some good work, and get benefitted in term of
monetary benefits, it keep employees on toes and they work harder to get it again and
again. It helps employees and employer both.




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2) Social Security Measures:
Second aspect of employee engagement is providing Social security benefits as being
provided by Government as statutory measures. This motivates employees, as they know
that their present and future is secure and their family is secure from any unwanted mishap.
Some of the social security measures being provided as statutory measures are:

1) Workman Compensation act: Through this employee is covered for Accidents and Injury,
which could happen while working. Provisions are made in this law to provide for
compensation if some injury takes place and in case of death, grieving g family is provided
with compensation amount.

2) Pension Schemes: Pensions schemes are given to employees under employee pension
schemes in which some amount is deducted from employee salary and employer
contributes. This is saved and given as pension after retirement.

3) Provident Fund: Provident fund scheme is put in place in which both employee and
employer give some contribution toward provident fund that is released to employee in
case of need or after retirement.

4) Maternity Benefits: Working women are given leave with pay when they are pregnant
and to take care of baby.

5) Gratuity: a lump sum amount is paid to the employee for unblemished and loyal career.

Apart from these statutory benefits, some non-statuary benefits are also provided by
organisation.
a) Crches: For working women to feed their babies.

b) Subsidized Canteens: Subsidized food is provided in canteens

c) Recreational activities: Gym and Yoga class are provided for employees

d) Outdoor Activities: Trips, Outing, Management games are organized for employees.
Concessions and coupons are given for travelling with family and for holidays.











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8. Employee Engagement: Current organisational Practices:
Now we would have a look on what is going on in Industry for employee engagement. With
overflow of MNCs and Modern culture, the face is changing and more recreational
activities, Participation activities are being advocated for employee engagement. We would
have a look at them and we will look at some organisation for their practices.

A) Current Recreational/Participatory Practices:
1. Family Day: Outing with the family memebrs of all employees or allowing family
members of employee in office/work area.
2. Outdoor Sports Gully cricket, football, basketball, volleyball etc are being organized
as recreational and stress buster activitys.
3. Coffee with Mannagers Communication forum: These are forums in which
emploiyee talk directly with senior managers and heads.give suggestions,and take
advices.
4. Diwali celebrations: celebrating diwali in the office premise or with family of
colleagues etc.
5. Festival Celebrations: Different festival are celebrated together for making idea of
companionship and togetherness
6. Birthday/anniversary celebrations.Employees celebrate birthdays and anniversary in
the office.Gifts are given and happy birthday message displayed.
7. Gurukool an informal training session for sharing skills.
8. Workshops for women like make up, cookery show, weight loss/gain.
9. Quiz competitions: Interactive and healthy session for boosting knowledge etc
10. New year party
11. Indoor games - carroms, chess, badminton, Table tennis.
12. Food festival
13. Essay competition - where the topic may be chosen from the Industry.
14. Outbound training programs
15. Power Yoga classes.
16. Health Check up.
17. Blood donation camps.
18. Introduce fun board in your floor shop, so your employees can pin up their
Colleagues candid pics, posters, their paintings, hot news, fun news.
19. Celebrate "One Thing Change day" wherein we have asked employees to do one
noticable change in them, it be their dress, style, voice tone, greeting style etc.
20. Organizations birthday celebrations. (date of commencement)
21. Bulk Mailers - Thought for the day, Did you Know, Birthday & anniversary mailers.

These are some of the interactive recreational and particpative activities that are organized
these days mostly in corporates for employee engagement.





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B) Organisations: Now we would look at some organisations and see what are the activitys
which they carries out for employee engagement.These also are mainly recreational and
participative in nature as we have already covered performance appraisal and statuatory
measures.

1:Wipro:
Association with Employee engagement companies on contractual basis like with
Guitargaurav for taking initiatives for different engaging activities like employee
guitar,yoga,drumming learning classes etc.

Providing Platform for employee engagement in social issues
Monetary contribution by employees is matched by Wipro
Encourage employee initiatives with financial capability and volunteer support
Personal participation and volunteerism
Wipro, as an organization, has various internal social media platforms to engage
employees:-
Communities like Xperience Wipro and Earthian on facebook
These communities leverages various initiatives like:-
A. Spirit of Wipro Run
B. Online Diversity Festival

2: Infosys
Poject party: Conducted Every quarter of year or end of a project's quarter, infosys
spend Rs300 per head. Team mates can have a dinner or lunch together as a team
Rookee Award: Freshers who joined within a year are selected for this for his
outstanding performance and brilliance, helping for other project etc. His team
leader should propose his name for award, its a prestigious award for freshers in
infosys.
Pat on the back: Team leader proposes the best performer in his team and panel
analyses all best performers to select the best candidate. he is awarded with
certificate of appreciation and memento.
Petite infoscion day: On this particular day employee can bring his/her children to
co. and children can visit work area except those few restricted high sensitive
project work area.special arrangement like videogames, etc are made
Long term project party: For projects that are running for years, the members
0rganise special catering service, food courts etc. to rejuvenate and relax.


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3. Britannia:
Organizing fates for workers family .
Britannia has also started lunch and learn sessions every month to expose
employees to a range of topics that are interesting and pertinent to them and this
includes outside speakers from a wide variety of areas and topics.
Top performers and high achievers of the Company are felicitated with rewards and
appreciation for their exemplary achievements and leadership behaviors at the
Annual Conference.
Organizing forums for workers to discuss safety and hygiene conditions with the sole
purpose of understanding workers mindset.
Organizing events like talent acquisition for employee kids for scholarships and
awards.
Providing rewards in employees referral programs and recognition like outstation
trips to performers.

4. Ranbaxy:
Employees are provided with an online internal job posting system Vector to
facilitate internal employees movement across geographies.
Initiatives like Global appreciate awards in recognition of special efforts.
Introducing Global engagement surveys for employees to voice their issues and
share feedbacks.
Risk tolerance is also a very critical engagement tool for Ranbaxy as it allows it
employees to explore different aspect of business and genuine mistakes are
considered as part of learning and development.

5. Dr.Reddys:

Employee feedback are taken in two Ways without having immediate bosses:-
1. Interview with function heads Senior management
2. Focus groups consisting of 6-8 employees across different locations
(While following above process suggestions were invited on areas that needed attention,
and concluding remarks were captured)
Providing employees with open communication channels through in-house circular
(Elixir) and intranet(drreddys).
Initiatives like corporate volunteering for developing a connect between employee
and drreddys. This involved employee volunteering to help in initiatives taken by
company to be part of that.
Employees are provided with medicines on low cost or on affordable pricing.
Introducing initiative like friend forever with Alumni so that all Ex employees can
be in touch with the Dr reddys network.




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6. Kohinoor hospitals:

a) Baat Aapke Saath
Employees are the face of an organisation. They have their concerns and suggestions to
share. To facilitate such interaction Kohinoor Hospital has come up with an open forum
called Baat Aapke Saath. Every Saturday employees are welcome to discuss issues or give
suggestions with the company HR
b) Open Forum for the employees close to our Heart- Nurses Nightingales Meet
Nurses are the lifeline of a hospital. They continuously monitor the patients health, paying
attention to every detail. Through this forum, nurses can directly talk with the Vice
President of the organisation Dr. Rajeev Boudhankar, and discuss problems that affect them
at work.
c) DHAMAAL - The Enthusiastic Work Place
Enthusiastic people brighten up the hospital and are passionate and dedicated to what they
do. To keep the enthusiasm levels high Kohinoor Hospital organises different activities such
as

New employee introduction
Birthday Bash
Employee of the Month
Informal Presentation by different departments
Games
Snacks
d) Kohinoor Happy Hour
During Happy Hour employees from different departments get to know each other better
and participate in activities like teambuilding games, stress relieving exercises, meditation
etc.
e) Celebration of Festivals and Days
Festivals spread happiness and bring people together. Grand celebrations complete with
music, dance and other activities are organised during these days and events. Recreational
activities are planned for special days like Nurses Day, Doctors Day and Womens Day.
Kohinoor Hospital also organises a month long Annual Day carnival which includes sporting
events, dance, drama, singing and various competitions.
f) Employee of the Month
Recognition is an important factor that drives employees to perform better. At the end of
every year Kohinoor Hospital recognises and rewards employees whose exemplary
contribution has enabled it to create new benchmarks in healthcare.
g) Hobby Lobby
Creativity brings us alive and lets us explore our talents. HOBBY LOBBY is a part of
DHAMAAL The Enthusiastic Work Place and is an opportunity for employees to express
their creativity through dance, drama, singing, mimicry, theatre, comedy, magic shows etc.



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7.Samsung:

SAMSUNG LIVE which is an online open communication platform for employees of
all ranks.
Reply consultation room- active discussion on new products take place.
Refresh system-To motivate people to work better, Samsung SDI encourages
employees to take leaves available for them. Employees must prepare their leave
plan yearly. Then the system tracks if an individual actually takes planed leaves or
not.
open counselling system- these are the companys representative communication
channel for building a sound organization and promoting communication among
employees.
In 2011, a new specialized program was introduced for employees who may be
marginalized. The Muhan Soh-tong (Limitless Communication) Workshop has been
held twice so far for foreign employees working at Giheung headquarters. The
workshops provide emotional support related to hardships these employees may be
facing in their lives outside their home countries, as well as art therapy to help
enhance their sense of belonging.
At Cheonan Plant, a training program called Working Moms Mind Plus has been
provided for pregnant employees, in which they can discuss emotional difficulties
and ways to overcome them, in terms of finding balance between parenting and
work. Meanwhile, an external speaker was invited to give a lecture program called
Healing Cinema, about solving emotional conflict.

8. TCS:

Two initiatives in TCS :-
PEEP- Proactive employee engagement program these are individual employee
meetings across functions and grades. In this programme, associates get to talk
directly one on one with senior , no specific agenda for the meeting.
PROPEL also a global associate engagement program initiated by TAO consultants.
TCS attrition rate 12.8% as compared to 15.4% of INFOSYS because of PEEP.
SPEED(system for performance evaluation and employee development) TCSs
performance management system helps individuals exhibit goal directed behavior .
TCS, which has diverse teams working in different geographic locations in different
cultures, created the Ultimax platform an Online forum, where employees across
levels and geographies can come together.
TCS popular MAITREE forum organizes festive celebrations, family
day,kaledoscope- a fair for children to bring the TCS family closer together.
SEVENTY SEVEN bagged the mandate to handle the on ground employee
engagement activity for TCS in Mumbai. The activity, held in June 2010 at various
locations ,engaged TCS employees and their family members with an entertainment
led evening.
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TCS actively supports athletic and sporting activities at the national, regional and
local level and encourages employees to participate. Myriad of activities yoga to
aerobics, from tennis and coaching to cricket and football tournaments.
Sponsorship of the Mumbai marathon

9: Challenges in Engagement:
1) Controlling Attrition: Despite providing with extra benefits and soaps Attrition rate is
high in Corporate and IT sector.People are restless and changes job very suddenly.Sensing
attrition in starting is very crucial and organisation are working toward that.

2) Driving High Performance: Aligning mindset toward high performance is not easy and
organizations are still finding it difficult to drive high performance from employees.

3) Creating future leadership: Finding leaders and grooming them for future is another
aspect where organisations are working so as to create new leaders that would drive them
in future.

4) Attracting Womens toward high Powered Job: corporate and board rooms are still
marked by absence of female in them.It is high time management satrt worrking toward
having ambitious and high enery women in corporate nad boardrooms.

10.Conclusion:
From the above discussion we can conclude that employee engagement activities are very
necessary and currently most of the organizations are trying to provide good engagement
measures so as to retain their employees and also develop the career of their employees.
Apart from statutary measures which are compulsory, organizations are also providing
recreational and participative measures. This culture is more prevalent in corporate these
days and they are trying more innovative methods to engage their employee.
Plant level initatives are also commendable and they are also trying to retain their
employees through engagement programms however they rely more on statuatory laws
rather than providing innovative ideas.
henceforth due to these activities both employee and employer are in win-win situation.
Employee get Extra benefits and perks and employer tend to get a commited and loyal
workforce.











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11. References:

a) Websites:
1.http://www.lhf.org.uk/publications/NeedsStatementFull.pdf
2. http://www.guitargaurav.com/corporate-workshop.html
3.http://www.wipro.org/pdf/Wipro-view-Good-Citizenship.pdf (Page 9)
4.http://peoplematters.in/articles/learning-curve/the-social-shift
5.http://www.drreddys.com/sustainability2009/ec-employeeengagement.html
6.http://www.britannia.co.in/Annual_Report_2012.pdf
7.http://www.scribd.com/doc/38291014/Ranbaxy-09
8. http://www.kohinoorhospitals.in/employee-engagement-program.html

b) Journals:

a)Ferguson, Amanda.(2001) Employee engagement: does it exist, and if so, how does it
relation to performance, other constructs and individual differences?

b) Vazirani.Nitin,(2007) Employee Engagement working paper 05/07,
Website: www.siescoms.edu

c) Attridge.Mark,(2009) Employee Work Engagement:Best Practices for Employers , Vol 1,Issue
3,June 2009.

d) Kula.Sandeepr,Gatenby.Gatnby,Rees.Chris,Soane.Emma,Truss.Katie,(2008), Employee
Engagement: A Literature Review Vol.19, October 2008.

e) Markos.Solmon, Sridevi.Sridevi(2010) Employee Engagement: The Key to Improving
Performance Vol. 5, No. 12 December 2010.
Website: www.ccsenet.org/ijbm



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