EMPLOYEE ENGAGEMENT

1. Perceptions and Role of H.R.
Manager towards Employee
Engagement
Perceptions and Role of H.R. Manager
towards Employee Engagement

2. Why Employee Engagement ?
• Mandatory for an employee to give his 100 %.
• Money is not the supreme thing that keeps him engaged. ( C.H.R.S., New Jersey).
• Highly engaged (while joining) to Highly disengaged ( during the course of
employment)
• To eradicate the Disengagement drivers and convert them into Engagement drivers
• Employee engagement activities need to be revised from time to time.

3. Perception of H.R. Managers towards
Employee Engagement. (CAHRS, Paris)
25%
75%
Is Employee Engagement
really important
Yes
No
28%
35%
37%
What does the 25 % have to
say
Know about
it
What is it ? I
want it
Have no
clue about
it

4. Role of H.R. in Employee Engagement

5. • Employee perceptions of job importance
• Employee clarity of job expectations
• Career advancement/improvement opportunities
• Regular feedback and dialogue with superiors
• Quality of working relationships with peers, superiors, and
subordinates
• Effective Internal Employee Communications
• Reward to engage

6. Subordinates/Peers/
Superiors
Emotional/Financial/
Family factors
Recognition/Office
environment

7. A thin line of discretion between
Engagement and Disengagement
Engagement
Disengagement

8. Feasibility of Gallup and other
Employee Engagement Models
• Gallup’s Q12, Super 20 / 40 / 50 questions.
• Process of engagement is dictated by the
specific questions that one chooses to
measure engagement.
• Employee engagement happens only when
you remove barriers to work, and those
barriers are unique to every work group.

9. E.S.S. (EMPLOYEE SATISFACTION SURVEY) AS A TOOL TO FIND
OUT THE KEY AREAS OF DISENGAGEMENT
A Preliminary action towards starting an
employee engagement activity

10. • Conduct a survey in various departments.
• Areas of concern differ department wise.
• Feasible solutions are derived out of the
survey which are plotted on the graph.
• The parameters that are rated the lowest are
primarily worked upon.

11. H.R.D
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
FINANCE DEPARTMENT
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5