Employee engagement ppt - Copy.pptx
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This document defines employee engagement and discusses its key aspects. Employee engagement refers to the relationship between an organization and its employees, where an engaged employee is passionate about their work and committed to the organization's goals. Engagement can fluctuate depending on work experiences. The study will measure employee engagement levels and examine its relationship to organizational performance, commitment, and job satisfaction. It will use a survey methodology to collect data from employees on variables like leadership, career development opportunities, and compensation that may impact engagement. The goal is to help improve organizational performance and understand job satisfaction.
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The document discusses employee engagement, including its definition, importance, and ways to measure and improve it. Specifically:
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- Managers play a key role in driving engagement through recruiting the right people, coaching, communicating clear objectives, and showing appreciation for good work.
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Employment legislation is an important aspect of HRM that covers many areas. Discipline procedures must follow various steps to deal with workplace conflicts. Development and training help employees gain new skills and stay updated. Rewards systems include pay, benefits, and other incentives. Productivity measurement assesses an employee's contribution.
The document also
Module 1 Advertising
This document provides an overview of advertising, including definitions, objectives, classifications, and the structure and functions of advertising agencies. It defines advertising as a paid, non-personal form of promotion and defines modern advertising as a complex communication using strategies to impact consumer behavior. The document outlines the basic factors of advertising and objectives such as brand awareness, sales increases, and profit growth. It then classifies advertisements based on consumers, media, business type, and area. Finally, it describes the major departments of advertising agencies, including creative, media, production, accounting, and examples of top agencies in India.
Module 1.pptx
This document provides an overview of advertising and advertising agencies. It defines advertising and outlines the key objectives and classifications of advertising. It then describes the major departments within an advertising agency, including account servicing, account planning, creative, media, production, and finance. Finally, it discusses the different types of advertising agencies and their revenue models.
Rural marketing module 3.pptx
The document discusses rural FMCG and banking services in India. It provides an overview of the FMCG sector in India, including its size and key segments. It also discusses challenges faced by the FMCG industry in rural areas, such as transportation and packaging costs. The document then covers rural consumer durables, noting that 35% of sales come from rural areas. It discusses the evolution of rural banking in India including the establishment of regional rural banks and their functions in providing banking access to rural communities. Challenges in marketing banking services rurally and opportunities for rural banking are also summarized.
ruralconsumerbehavior.pptx
Rural consumers in India represent a significant market, accounting for over 50% of FMCG and durables sales. HUL conducted research in rural India and found that hand washing habits differ between urban and rural areas. They partnered with an ad agency to design a behavior change campaign focused on health and hand washing. When making purchases, rural consumers' decisions are influenced by their socio-cultural environment, including culture, social class, family structure, reference groups, and opinion leaders. Marketers must understand these factors to effectively target rural consumers.
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Health Tech Market Intelligence Prelim Questions -
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How to effectively start market research in the health tech industry by defining objectives, crafting problem statements, selecting methods, identifying data collection sources, and setting clear timelines. This guide covers all the preliminary steps needed to lay a strong foundation for your research.
This lays foundation of scoping research project what are the
Before embarking on a research project, especially one aimed at scoping and defining parameters like the one described for health tech IT, several crucial considerations should be addressed. Here’s a comprehensive guide covering key aspects to ensure a well-structured and successful research initiative:
1. Define Research Objectives and Scope
Clear Objectives: Define specific goals such as understanding market needs, identifying new opportunities, assessing risks, or refining pricing strategies.
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Employee engagement ppt - Copy.pptx
- 3. Meaning and Definition of Employee Engagement Employee engagement is the relationship between an organization and its employee .An engaged employee is one who fully absorbed & enthusiastic about their work. According to Kevin Kruse from Forbes.com Employee engagement is the emotional(Passionate) commitment of the employee towards organizational goal goal Khan (The founding Father of Employee engagement -1990) Engagement isn't static- an employee experiences of the workplace in different moments can cause fluctuation in engagement . Engaged employee care about their work & about the performance of the company & they wants to fell that their efforts could make a difference.
- 4. Key Variables of the study Independent Variables : Employee Characteristic, Leadership Style ,Work place relationship, Organizational Justice, Compensation & benefits, Training & Development, Career development opportunity Mediating Variables :Organizational Performance • Effectiveness • Efficiency • Relevance • Financial viability Organizational Commitment • Affective commitment • Continuance commitment • Normative commitment Out come Variables : Job Satisfaction
- 5. Conceptual frame work Employee engagement Organizational Performance • Effectiveness • Efficiency • Relevance • Financial viability Employee Characteristic Leadership Style Work place relationship Organizational Justice Compensation & benefits Training & Development Career development opportunity Organizational Commitment • Affective commitment Continuance commitment • Normative commitment Job Satisfaction H1 H2 H6 H4 H5 H3
- 6. Need of the study • This survey is being conducted to assist the company in identifying employee concerns and improving organizational performance with commitment & to understand the satisfaction level of his/her job.
- 7. Objectives of the study • RO1 :To measure the level of employee engagement in the organisation. • RO2 : To assess the relation between employee engagement and organizational performance • RO3 : To analyse the impact of organizational commitment relates to employee engagement • RO4 : To understand the level of Job satisfaction through Employee engagement
- 8. Research design & methodology • The study will be descriptive and empirical in nature. It will be cross-sectional in design. Stratified random sampling is used. • A structured research questionnaire will be designed and a survey will be conducted to collect data from different levels of online and offline
- 9. RESEARCH INSTRUMENTS A research instrument is a survey, questionnaire, test, scale, rating, or tool designed to measure the variable(s), characteristic(s), or information of interest, often a behavioural or psychological characteristic are Percentage analysis
- 10. Thank You
- 11. Conceptual frame work Employee engagement Organizational Performance • Effectiveness • Efficiency • Relevance • Financial viability Employee Characteristic Leadership Style Work place relationship Organizational Justice Compensation & benefits Training & Development Career development opportunity Organizational Commitment • Affective commitment Continuance commitment • Normative commitment Job Satisfaction H1 H2 H6 H4 H5 H3 Remuneration Quality of Work life Promotion Supervision Teamwork Social Relationship Co-workers Relationship Promotional opportunity Stress Task significance
- 12. Key Variables of the study • Background variables-Age, Gender, Educational Qualification, Income Level, Marital status, work experience • Dependent variables- Employee Engagement and Organisational performance • Independent variables-Employee characteristic , Career development opportunity, work place relation, Training & development, compensation & benefits, Organizational justice, Leadership style.