2. 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.
3. 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".
4. 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.
5. 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.
8. 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.
9. 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.
14. ABSTRACT
• Employee engagement is a vast construct that touches almost all parts of
human resource management facets we
know 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.
15. • 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
16. • 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.
17. • 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
18. • 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
19. • 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
20. • 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)
21. 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.
22. • 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 hel
to feel the employees that the organization is growing & their future is
secure there.
23. 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
