The document summarizes the results of a study on employee engagement at State Bank of India (SBI). The study assessed 70 SBI employees through a questionnaire. Key findings included:
- Most employees agreed or strongly agreed that they like their work and colleagues, understand their roles, and are willing to work hard for the company's success.
- However, over 10% of employees felt neutral about whether their achievements are recognized.
- The majority of respondents were male clerical staff between 31-40 years old, with 1-3 years of service and a graduate education level.
Employee satisfaction survey for xyz companyPrakash Bhoi
Employee satisfaction surveys are conducted to find out the pulse of employees. It captures employee's opinion about their jobs as well as the work environment.
Employee issues and concerns need to be addressed regularly for employee retention and higher productivity, Employee satisfaction surveys such as this one help in bringing in front such issues which need to be resolved on priority and gives a platform to the employees to raise their concerns.
A
Project Study Report
On
Training Undertaken at aerial telecom solution - questionnaire based study titled as employee engagement at aerial telecom solutions
Employee satisfaction survey for xyz companyPrakash Bhoi
Employee satisfaction surveys are conducted to find out the pulse of employees. It captures employee's opinion about their jobs as well as the work environment.
Employee issues and concerns need to be addressed regularly for employee retention and higher productivity, Employee satisfaction surveys such as this one help in bringing in front such issues which need to be resolved on priority and gives a platform to the employees to raise their concerns.
A
Project Study Report
On
Training Undertaken at aerial telecom solution - questionnaire based study titled as employee engagement at aerial telecom solutions
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
EFFECTIVENESS OF THE MENTORS IN THE GROWING CORPORATE COMPANIESIAEME Publication
In the present corporate scenario, the employees belonging towards the
organization is becoming very less. Gone are those days where an employee stays in
an organization till their retirement. But in the present era, sustaining in the same job
for few years is becoming very difficult. That is due to people need fast growth, high
attention, more income & at times no proper guidance. The new entrants in the
organization are also in the same path. They are not guided properly by the seniors in
the organization. Thus the Mentors come into picture
We, at Swaraj Wealth Management Pvt Ltd understand, that A productive employee is vital for company’s overall health as his loyalty & productivity not only helps company to achieve higher success more so if he knows all key secrets of company’s functioning which if is fallen in competitor’s hand can cause severe economic loss to the company. Therefore,
1. Retention of employees has been found as one of the major challenges these days in surviving and flourishing of any Industry or institution.
2. Companies have to exercise various activities which may be expensive as well as time taking also.
At Swaraj Wealth Management Pvt Ltd we have expertise we would like to share with you during this seminar. This seminar will take only one hour of your time
*Note - This is a Dully Research done about the Job Satisfaction of ITN Employees
This includes:-
An Introduction to Independent Television Network
What is Business Environment
1)Internal Environment
2)External Environment
PESTEL Analysis
Task Environment
Who are Employees at ITN
Reasons for Job Dissatisfaction
Population, Sample and data collection
Physical and Mental factors leading to the the Job Dissatisfaction
Recommendations to the Organization
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...ectijjournal
The employee loyalty causes for the productivity of a company, minimize employee turnover, improves the corporation’s image, reduce the cost of new recruitments and less absenteeism. The objectives of this study were to identify the relationship between the employee loyalty with financial and non-financial benefits, empowerment, organization’s commitment on employee and managers’ attitudes and its influence that make on the employee loyalty. According to the results of ordinal logistic regression model, even though the variables are positively engage with the employee loyalty the organization’s commitment on employee (0.721) and managers’ attitudes (0.883) are significantly engaged rather than financial and non-financial benefits (0.221) and empowerment (0.462). The Cronbach’s alpha coefficient is 0.87. A progress in the attachment of the employee union and high labour turnover identified as challenges. Hence the management should introduce the proper evaluation methods and treat the employees based on the results of employees’ attitude surveys as recommendations.
Dear student, Warm Greetings of the Day!!! We are a qualified team of consultants and writers who provide support and assistance to students with their Assignments, Essays and Dissertation. If you are having difficulties writing your work, finding it stressful in completing your work or have no time to complete your work yourself, then look no further. We have assisted many students with their projects. Our aim is to help and support students when they need it the most. We oversee your work to be completed from start to end. We specialize in a number of subject areas including, Business, Accounting, Economic, Nursing, Health and Social Care, Criminology, Sociology, English, Law, IT, History, Religious Studies, Social Sciences, Biology, Physic, Chemistry, Psychology and many more. Our consultants are highly qualified in providing the highest quality of work to students. Each work will be unique and not copied like others. You can count on us as we are committed to assist you in producing work of the highest quality. Waiting for your quick response and want to start healthy long term relationship with you. Regards http://www.cheapassignmenthelp.com/ http://www.cheapassignmenthelp.co.uk/
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
EFFECTIVENESS OF THE MENTORS IN THE GROWING CORPORATE COMPANIESIAEME Publication
In the present corporate scenario, the employees belonging towards the
organization is becoming very less. Gone are those days where an employee stays in
an organization till their retirement. But in the present era, sustaining in the same job
for few years is becoming very difficult. That is due to people need fast growth, high
attention, more income & at times no proper guidance. The new entrants in the
organization are also in the same path. They are not guided properly by the seniors in
the organization. Thus the Mentors come into picture
We, at Swaraj Wealth Management Pvt Ltd understand, that A productive employee is vital for company’s overall health as his loyalty & productivity not only helps company to achieve higher success more so if he knows all key secrets of company’s functioning which if is fallen in competitor’s hand can cause severe economic loss to the company. Therefore,
1. Retention of employees has been found as one of the major challenges these days in surviving and flourishing of any Industry or institution.
2. Companies have to exercise various activities which may be expensive as well as time taking also.
At Swaraj Wealth Management Pvt Ltd we have expertise we would like to share with you during this seminar. This seminar will take only one hour of your time
*Note - This is a Dully Research done about the Job Satisfaction of ITN Employees
This includes:-
An Introduction to Independent Television Network
What is Business Environment
1)Internal Environment
2)External Environment
PESTEL Analysis
Task Environment
Who are Employees at ITN
Reasons for Job Dissatisfaction
Population, Sample and data collection
Physical and Mental factors leading to the the Job Dissatisfaction
Recommendations to the Organization
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...ectijjournal
The employee loyalty causes for the productivity of a company, minimize employee turnover, improves the corporation’s image, reduce the cost of new recruitments and less absenteeism. The objectives of this study were to identify the relationship between the employee loyalty with financial and non-financial benefits, empowerment, organization’s commitment on employee and managers’ attitudes and its influence that make on the employee loyalty. According to the results of ordinal logistic regression model, even though the variables are positively engage with the employee loyalty the organization’s commitment on employee (0.721) and managers’ attitudes (0.883) are significantly engaged rather than financial and non-financial benefits (0.221) and empowerment (0.462). The Cronbach’s alpha coefficient is 0.87. A progress in the attachment of the employee union and high labour turnover identified as challenges. Hence the management should introduce the proper evaluation methods and treat the employees based on the results of employees’ attitude surveys as recommendations.
Dear student, Warm Greetings of the Day!!! We are a qualified team of consultants and writers who provide support and assistance to students with their Assignments, Essays and Dissertation. If you are having difficulties writing your work, finding it stressful in completing your work or have no time to complete your work yourself, then look no further. We have assisted many students with their projects. Our aim is to help and support students when they need it the most. We oversee your work to be completed from start to end. We specialize in a number of subject areas including, Business, Accounting, Economic, Nursing, Health and Social Care, Criminology, Sociology, English, Law, IT, History, Religious Studies, Social Sciences, Biology, Physic, Chemistry, Psychology and many more. Our consultants are highly qualified in providing the highest quality of work to students. Each work will be unique and not copied like others. You can count on us as we are committed to assist you in producing work of the highest quality. Waiting for your quick response and want to start healthy long term relationship with you. Regards http://www.cheapassignmenthelp.com/ http://www.cheapassignmenthelp.co.uk/
Introductory lecture in training course of Building Capacity for Quality Improvement Team for General Organization of Teaching Hospitals and Institutes.
This project enumerates ways to mitigate climate change through eight strategies. Each strategy, called as 'wedge', when implemented could reduce carbon emission by 1b ton by 2055. This project prioritizes these strategies based on cost of implementation and public opinion. Ranks are assigned from 1 to 8, with 1 for highly feasible [low cost and less criticism] and 8 for hardly feasible.
As seen from the presentation, adopting to biofuels is found to be least feasible (rank-8), followed by fuel switching for electricity (rank-7). In contrast, improving transport efficiency is found to be highly feasible (rank-1), followed by efficiency in electricity production (rank-2). Justifications (qualitative and quantitative) are provided for the ranking of each strategy.
In the concluding slides, stakeholder perspectives are provided for automobile industry and industrial/developing nations. The climate wedges concept was developed by Princeton University, Ford and BP to find solutions to greenhouse gas problem (see references).
Reference:
- Carbon Mitigation Initiative http://cmi.princeton.edu/wedges/
- Stabilization Wedges Game https://cmi.princeton.edu/wedges/pdfs/teachers_guide.pdf
This work is done as a part of graduate course titled Global Air Pollutants in Spring 2016. The author was pursuing MS in Environmental Engineering Sciences at University of Florida during the making of this project.
This project enumerates the attributes of Performance Appraisal in a visual form of representation. It explains 'what is performance appraisal' through pictures, and is best accompanied with the presenter in front.
Performance Appraisal is a method by which the job performance of an employee is evaluated. It is a crucial part of any successful organization, and tries to align individual and group strengths to the organization's vision. There are many different methods of Performance Appraisal, and each has its own perks and limitations. This project discusses some of the most common methods practiced by successful organizations.
This is the Part-2 of the two parts in the series. Please refer to Part-1 for more comprehensive information and technical description. It is presented in a conventional representation with texts and flow-charts. Please refer this website for the Part-1: http://www.slideshare.net/secret/dM2jnMkaKP9c1h
This work is done as a part of undergraduate course titled Management Concepts and Practices in Spring 2013. The author was pursuing B.Tech in Civil Engineering at National Institute of Technology at Tiruchirappalli INDIA during the making of this project.
Human resources management chapter 13 .. Translated to Arabic by Rasha Alahmad Rasha
Human Resource Management, Robert Mathis and John Jackson, Thomson, 2006
Chapter 13 :Variable pay and executive compensation
Translated to Arabic by Rasha Alahmad
إدارة الموارد البشرية
الفصل الثالث عشر
ترجمة : رشا محمد الأحمد – السعودية - القصيم
performance appraisal, meaning, types, methods, problems in performance appraisal, 360 degree performance appraisal, definition of peformance appraisal , process of performance appraisal , miskates or error in performance appraisal, Errors in rating & objective
الاهداف الرئيسية لادارة الاداء
حيث ان ادارة الاداء تقوم بتقييم وقياس قدرة اداء الموظف على تحقيق اهداف المؤسسة بشكل فعال وتساعد المؤسسة على تحديد الية التدريب والتطوير و اعطاء مؤشرات توضيحية للتطوير الهيكل التنظيمي مما يساعد المدراء على القيام بدورهم بشكل اوضح وضمن معايير واضحة ويساعد المنشئة على تحقيق اهدافها الاستراتيجية بشكل فعال
Employees’ holds the key of success for any company. Hence, listening to their voices is very important.
Employees’ workplace should have ability to motivate to have maximum contribution.
Employees’ recognition, motivation, commitment is dependent upon the function & level.
MBA 687 Employee Engagement Surveys Response Rate AbramMartino96
MBA 687: Employee Engagement Surveys
Response Rate
The survey response rate is the first indication of the level of employee engagement
in any organization. Of the 140 employees invited to take the survey, 40 responded,
which is a response rate of 28.5%. As a rule, rates higher than 50% are best, while
rates lower than 40% may indicate trust problems within the organization, lack of
faith in leadership, and employees’ reluctance to engage in improvement efforts
until leadership demonstrates a clear commitment to change.
Company Data
1. Years of service with this organization
Less than 1: 52.5% of respondents
1–2: 27.5% of respondents
3–5: 15% of respondents
6–10: 2.5% of respondents
11–15: 0
16+: 0
Prefer not to answer: 2.5% of respondents
2. My race/ethnic identification
African American or Black: 60% of respondents
Hispanic or Latino/a/x: 12.5% of respondents
Anglo American or White: 12.5% of respondents
Asian: 5% of respondents
American Indian or Pacific Islander: 0
Multiracial or Other: 7.5% of respondents
Prefer not to answer: 2.5% of respondents
3. I am currently in a supervisory role
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
4. I received a merit increase during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 5% of respondents
5. I received a promotion during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
6. I plan to be working for this organization in one year
Yes: 60% of respondents
No: 12.5% of respondents
Prefer not to answer: 27.5% of respondents
Employee Engagement Questions
Professional Development:
• In the last six months, my manager has talked to me about my progress, and
we developed goals to help me grow.
o 36% agreement
• I am satisfied with the on-the-job training I have received.
o 27% agreement
• There is adequate cross-training in my department.
o 36% agreement
Company Vision, Values, and Mission:
• I am familiar with the company’s vision and values.
o 26% agreement
• I have a clear understanding of the organization’s direction.
o 36% agreement
• The organization is changing for the better.
o 26% agreement
Teamwork or Workgroup:
• I receive the support I need from employees in my workgroup to do my job
effectively.
o 89% agreement
• My coworkers make me feel that I am part of the team.
o 78% agreement
• I trust my coworkers.
o 83% agreement
• My workgroup cooperates to get the job done.
o 73% agreement
Senior Leader/Middle Manager:
• Senior leaders focus on creating a positive team atmosphere.
o 36% agreement
• Senior leaders are open, honest, and transparent.
o 36% agreement
• Senior leaders encourage and empower me to take initiative and suggest
improvements.
o 26% agreement
• My middle manager is open, honest, and transparent. ...
MBA 687 Employee Engagement Surveys Response Rate CicelyBourqueju
MBA 687: Employee Engagement Surveys
Response Rate
The survey response rate is the first indication of the level of employee engagement
in any organization. Of the 140 employees invited to take the survey, 40 responded,
which is a response rate of 28.5%. As a rule, rates higher than 50% are best, while
rates lower than 40% may indicate trust problems within the organization, lack of
faith in leadership, and employees’ reluctance to engage in improvement efforts
until leadership demonstrates a clear commitment to change.
Company Data
1. Years of service with this organization
Less than 1: 52.5% of respondents
1–2: 27.5% of respondents
3–5: 15% of respondents
6–10: 2.5% of respondents
11–15: 0
16+: 0
Prefer not to answer: 2.5% of respondents
2. My race/ethnic identification
African American or Black: 60% of respondents
Hispanic or Latino/a/x: 12.5% of respondents
Anglo American or White: 12.5% of respondents
Asian: 5% of respondents
American Indian or Pacific Islander: 0
Multiracial or Other: 7.5% of respondents
Prefer not to answer: 2.5% of respondents
3. I am currently in a supervisory role
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
4. I received a merit increase during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 5% of respondents
5. I received a promotion during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
6. I plan to be working for this organization in one year
Yes: 60% of respondents
No: 12.5% of respondents
Prefer not to answer: 27.5% of respondents
Employee Engagement Questions
Professional Development:
• In the last six months, my manager has talked to me about my progress, and
we developed goals to help me grow.
o 36% agreement
• I am satisfied with the on-the-job training I have received.
o 27% agreement
• There is adequate cross-training in my department.
o 36% agreement
Company Vision, Values, and Mission:
• I am familiar with the company’s vision and values.
o 26% agreement
• I have a clear understanding of the organization’s direction.
o 36% agreement
• The organization is changing for the better.
o 26% agreement
Teamwork or Workgroup:
• I receive the support I need from employees in my workgroup to do my job
effectively.
o 89% agreement
• My coworkers make me feel that I am part of the team.
o 78% agreement
• I trust my coworkers.
o 83% agreement
• My workgroup cooperates to get the job done.
o 73% agreement
Senior Leader/Middle Manager:
• Senior leaders focus on creating a positive team atmosphere.
o 36% agreement
• Senior leaders are open, honest, and transparent.
o 36% agreement
• Senior leaders encourage and empower me to take initiative and suggest
improvements.
o 26% agreement
• My middle manager is open, honest, and transparent. ...
The importance of teamwork in the IT worldMiglė Arūnienė
- What is team and teamwork?
- Roles and their responsibilities in IT.
- Team types in Agile and Waterfall.
- What do you gain from working in a team?
- Challenges that teams are facing.
- How to choose the right workplace?
Contact me:
migle@miglearuniene.com
LinkedIn - miglearuniene
Selecting Candidates for Engagement and RetentionMonster
This PowerPoint deck will examine real ways to measure quality of hire and impact the value of talent on an organization.
Learn how to:
* Dispel myths on subjective recruitment measures
* Assess candidates for traits and competencies that are true identifiers of engaged employees within your organization
* Identify candidate’s fit within the organizational culture
* Provide best practices and low-cost tips to engage early and often.
* Discuss the generational differences in workplace concerns and about national trends in employee engagement.
The importance of employee engagement and building executive and senior management buy into effective employee engagement programs. Focus on using Employee Engagement survey to drive positive workplace change.
Five tools for managing leadership talent: 1. Measure 2. Find 3. Engage 4. Develop and 5. Move. Practical tips from talent management at blue chip companies
Common misconceptions about employee surveys in organizations and how decision makers may overcome them. The case for design and customization to context is contrasted with standard surveys with a few examples from professional experience.
2. State bank of India was established 1 July 1955
Industry Banking, Financial services
government-owned corporation with its headquarters in
Mumbai, Maharashtra.
Arundhati Bhattacharya
(Chairperson)
Employees 295,696 (2012)
it had assets of US$388 billion and 17,000 branches,
including 190 foreign office
14 local head offices and 57 Zonal offices,
SBI was ranked 298th in the Fortune Global 500 rankings of
the world's biggest corporations for the year 2012.[2
THERE ARE EIGHT SUBSIDIARIES OF SBI
4. Vision
My SBI
MY Customer first
MY SBI: first in customer satisfaction
MISSION
We will be prompt, polite and proactive with our
customers
We will speak the language of young India
We will create products and services that help our
customers achieve their goal
VALUES
We will always be Honest, transparent and ethical.
We will respect our customers and fellow associates
We will be knowledge driven
We will learn and we will share our learning
5. Employee engagement was first used by
william.A.Khan in1990s.
“Harnessing of organizational members “selves to
their work roles
People employ & express themselves physically,
cognitively,& emotionally during role performance
Employee engagement can defined as the
level of commitment and involvement an
employee has towards their organization and
its values.
6. Organizations are needed to make their employee
feel as a part of the organization
If an employee feel attached, with the organization
it will help the organization in long term & there
would be less chance to them for leaving the
organization
Acc to gallup the consulting organization there are
3different types of people:-
A)-Engaged-
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
7. B)-Not Engaged-tends to concentrate on tasks
rather than the goals and outcomes they are
expected to accomplish.
Not engaged tend to feel their contributions are
being overlooked.& they often feel this way
because they do not have productive relationships
with their managers or with their co- workers.
C)-Actively disengaged-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
Employee engagement is directly linked to
employee retention
Employees want to work for an organization that is
successful,legal,provides opportunities to grow
8. Employees engagement happens only when
you remove barriers to work and these
barriers are unique to every work group
9. Factors of employee engagement
Career Development- Opportunities for personnel
development
Career development-effective management of talent
Leadership clarity of company values
respectful treatment of employees
company’s standard’s of ethical behavior empowerment
image
Equal opportunities and fair treatment performance
appraisal
Pay and benefits
Health and safety
Job satisfaction
communication
family friendliness
co-operation
Felling Valued & involved
10. SBI Employee engagement
People are the most important assets through their
capabilities and use of their knowledge
Employee engagement is an important factor
Sbi workforce focus aims at creating a flexible, knowledge &
satisfied workforce
Senior leaders may use many formal and informal means to
motivate workforce
Creating an environment of achievement by setting
challenging targets for the subordinates,
Giving adequate resources for enabling people to succeed
Personal involvement
Reward and recognition based on consideration on
meritorious performance
Empowerment enabling workforce through training and
development to take decision closest to the front line
Delegation of authority with trust & support, to take action
and make decisions to satisfy customer at first contact
General managers and chief managers have been given both
financial powers to reward workforce under them,
Providing easy access to senior leadership through open
house,e mail and freedom to meet informally
11. Reward and recognition-is most important element
of high-performance work culture
Reward schemes are bonus, gunwant karamchari
award
senior leaders take active part unrewarding people
in annual Jdc meetings, safety week,productivity
week and innovation week celebration.
Md impersonally present in the annual functions of
rewarding the winners, this Encourages workers
contract workmen are also awarded during safety
week celebration by senior leaders
Information flow communication flow – knowledge
management system ,departmental meetings for
knowledge sharing job rotation.
Individual goal sharing-key result areas
12. OBJECTIVES
To assess the level of employee engagement
at SBI
To study the gender differences with respect
to employee engagement at SBI
13. RESEARCH METHODOLGY
Research design
Sample Size = 70, Employees
Sample Area = SBI, Dehradun
DATA COLLECTION:
Data Sources:
(I) Secondary Data through Internet
(ii) Primary Data through Questionnaire
14. 61.42
38.57
Data Analysis and
Interpretation
Gender
Male
female
Options No. of Responses
Male 43
Female 27
,
15. 27.14
30
24.28
18.57
Age
21-30
31-40
41-50
51-60
Options AGE IN YEAR No. of Responses
A- 21-30 19
B-31-40 21
C-41-50 17
D-51-60 13
16. 61.42
1.42
22.85
16.66
Current position
8.57
Clerical
Technican
Managerial
Accountant
other
Options No. of Responses
Clerical 43
Technician 1
Managerial 16
Accounting 4
Other 6
17. 7.1
24.28
24.28
22.85
21.42
Year of service
Less than a year
1-3 year
4-6 year
7-9 year
More than 10 year
Options No. of Responses
Less than a year 5
1-3 years 17
4-6 years 17
7-9 years 16
More than 10 years 15
18. Education qualification
7.1
8.5
67.14
17.14
12TH
DIPLOMA
GRADUATION
POST GRADUATION
Options No. of Responses
12th 5
DIPLOMA 6
GRADUATION 47
POST GRADUATION 12
19. I like the people I work with the organization
42.85
55.71
1.42
0
0
Strongly Agree
Agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly Agree 30
Agree 39
Neutral 1
Disagree 0
Strongly disagree 0
20. I like the type of work that I do
32.85
64.28
2.85 0 0
Strongly agree
Agree
Neutral
disagree
strongly disagree
Options No. of Responses
Strongly Agree 23
agree 45
Neutral 2
Disagree 0
Strongly disagree 0
21. At work, I have the opportunity to do my job
45.71
44.28
10
best everyday
0 0
Strongly agree
Agree
Neutral
disagree
strongly disagree
Options No. of Responses
Strongly agree 32
Agree 31
Neutral 7
Disagree 0
Strongly disagree 0
22. My job makes good use of my skills and
25.71
68.57
4.28 1.40
abilities
Strongly agree
Agree
Neutral
disagree
strongly disagree
Options No. of Responses
Strongly agree 18
Agree 48
Neutral 3
Disagree 1
Strongly disagree 0
23. I have a clear understanding of my job role
32.85
58.57
8.5
0 0
Strongly agree
agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 23
agree 41
Neutral 6
Disagree 0
Strongly disagree 0
24. I know what is expected from me at work
38.57
54.28
5.7 1.4 0
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 27
agree 38
Neutral 4
Disagree 1
Strongly disagree 0
25. I understand the importance of my role to the
success of the organisation
37.14
55.71
7.1
0 0
Strongly agree
agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 26
Agree 39
Neutral 5
Disagree 0
Strongly disagree 0
26. My company clearly tells me what is expected for
career advancement
37.14
55.71
5.7
1.4 0
Strongly agree
Agree
Neutral
disagree
strongly disagree
Options No. of Responses
Strongly agree 26
Agree 39
Neutral 4
Disagree 1
Strongly disagree 0
27. I trust that if I do good work, my company may
consider me for a promotion
31.42
60
5.7
1.4 0
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 22
Agree 42
Neutral 4
Disagree 1
Strongly disagree 0
28. I am willing to give extra efforts to help my company
31.42
65.71
2.8
00
succeed
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 22
Agree 46
Neutral 2
Disagree 0
Strongly disagree 0
29. I plan to continue my career with my company for at
45.71
48.57
5.7
least 10
00
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 32
Agree 34
Neutral 4
Disagree 0
Strongly disagree 0
30. I would recommend employment at my
company to a friend
28.57
60
11.42
0 0
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
Options No. of Responses
Strongly agree 20
Agree 42
Neutral 8
Disagree 0
Strongly disagree 0
31. My achievements are recognized and awarded in my
27.14
61.42
10
1.40
company
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 19
Agree 43
Neutral 7
Disagree 1
Strongly disagree 0
32. There is a free flow of communication and good co-ordination
among supervisors and subordinates in
40
57.14
the company
2.8 0 0
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 28
Agree 40
Neutral 2
Disagree 0
Strongly disagree 0
33. My organization continuously improve my skill,
attitude, knowledge and always motivate,&
increase my morale
18.57
75.71
5.7
0 0
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 13
Agree 53
Neutral 4
Disagree 0
Strongly disagree 0
34. I am happy with my position in the company
24.28
55.71
18.57
1.4 0
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 13
Agree 53
Neutral 4
Disagree 0
Strongly disagree 0
35. I feel physically safe in my work environment
21.42
11.4
67.14
0 0
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 15
Agree 47
Neutral 8
Disagree 0
Strongly disagree 0
36. My immediate superior acknowledges when I do my
25.71
54.28
18.57
1.4 0
work well
Strongly agree
Agree
Neutral
disagree
Strongly disagree
Options No. of Responses
Strongly agree 18
Agree 38
Neutral 13
Disagree 1
Strongly disagree 0
37. My immediate superior tells me when my work needs
31.42
54.28
10
4.2
improvement
0
Strongly agree
agree
Neutral
Disagree
Strongly diagree
Options No. of Responses
Strongly agree 22
agree 38
Neutral 7
Disagree 3
Strongly disagree 0
38. My immediate superior is open to hearing my opinion or
28.57
60
11.42
feedback
0
Strongly agree
agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 20
agree 42
Neutral 8
Disagree 0
Strongly disagree 0
39. This organization provides enough information,
equipment and resources I need to do my job well.
40
51.42
8.5
0 0
Strongly agree
agree
Neutral
disagree
Strongly disagree
Options No. of Responses
Strongly agree 28
Agree 36
Neutral 6
Disagree 0
Strongly disagree 0
40. I find myself growing in the organization.
40
51.42
8.5
0 0
Strongly agree
agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 28
agree 36
Neutral 6
Disagree 0
Strongly disagree 0
41. My commitment towards organization goals
lead to job satisfaction
28.57
62.85
8.5
0 0
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 20
agree 44
Neutral 6
Disagree 0
Strongly disagree 0
42. I am satisfied with my organization policies
towards employee's welfare
25.71
68.57
2.8
2.8
0
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Options No. of Responses
Strongly agree 18
Agree 48
Neutral 2
Disagree 2
Strongly disagree 0
43. I am satisfied with my effort’s doing job with in time limit
97.14
2.8
yes
no
Options No. of Responses
Yes 68
No 2
44. I feel good and the working culture is best
of my organization
82
17.14
yes
no
Options No. of Responses
Yes 58
No 12
45. Most of the respondent 64.28%they like the type of work that they do
Most of the respondent 54.38% know that what is expected from them at work
Most of the respondent 68.57% think that they trust that if they do good work, their
company may consider them for a promotion
Most of the respondent 58.57% think that they have a clear understanding of their
job role
Most of the respondent 55.71% think that their Company clearly tells them what is
expected for career advancement
Most of the respondent 65.71% think that they am willing to give extra efforts to
help their company to succeed
Most of the respondent 75% think that their organization continuously improve
employees skill, attitude, knowledge and always motivate,& increase their morale by
employee engagement
Most of the respondent 51.42% think that this organization provides enough
information,
Equipment and resources employee need to do his job well.
Most of the respondent 68.57% think that they are satisfied with organization
policies towards emp Most of the respondent 68.57% think that they find their self
growing in the organization.
Most of the respondent 55.71% think that they are happy with their position in the
company
Most of the respondent 61.46% think that their achievements are recognized and
awarded in his company
Most of the respondent 68.57% think that their job makes good use of their skills
and abilities
Most of the respondent 60% think that in sbi Employee engagement the immediate
superior is open to hearing subordinate opinion or feedback and tell about the gap
and reducing that gaployee’s welfare
46. From the above finding 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. Employees are highly involved in sbi
and they are committed toward organizational
goal achievement sbi develop their employees
attitude, skill, knowledge, through various
employee engagement strategies equal
opportunities given to employees carrier
advancement.
