United Composheets Pvt. Ltd. (UCPL) manufactures sheet metal components for electrical, electronic, and automotive applications. The document discusses UCPL's existing employee engagement system. It defines employee engagement and outlines its importance. The objectives are to study engagement levels of employees based on position, experience, and factors affecting engagement. Suggestions will be provided to improve engagement. Measurement involves listening, assessing current engagement, identifying problems, and taking action. The document provides various employee engagement activities and programs UCPL utilizes and discusses advantages and disadvantages of engagement initiatives.

1. A Study On the:
“EXISTING EMPLOYEE ENGAGEMENT SYSTEM”
AT UNITED COMPOSHEETS PVT. LTD.

2. INTODUCTIONTO ucpl
(united composheets pvt. Ltd.)
 Established in 1998 as a Small Unit Grown up to Its present Excellence in
Sheet Metal Components Manufacturing for Electrical, Electronic &
Automotive Applications by Continuous Up gradation of Technology,
Machinery & Skills.
 The unit is located on National Highway Meerut Road Ghaziabad.
Products & Services :
• Terminals
• Stay Timings
• Insulators
• Collars

3. Mission &Vision
Mission :
• UCPL’s mission is to support our clients' businesses in becoming more
competitive in their markets.
• UCPL offers best-in-class services while building up on our deep process,
expertise, highly skilled employee assets and cutting-edge technologies
and help our customers grow their business.
Vision :
• Quality :- Consistent
• Cost :- Competitive
• Service :- Timely
• To be a partner of choice for clients looking to reorient their business
processes and entering or penetrating a new or competitive market.

4. EMPLOYEE ENGAGEMENT
EMPLOYEE ENGAGEMENT
 This term was conceptualized by ‘Kahn’
“A heightened emotional connection that an employee feels for his or her
organization, that influences him or her to exert greater discretionary effort to his or
her work".
 “Employee engagement is the level of
commitment and involvement an
employee has towards
their organization and its values.”

5. EMPLOYEE ENGAGEMENT
EMPLOYEE ENGAGEMENT
Its a step ahead than Employee Satisfaction:
Belief in the organization
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

6. EMPLOYEE ENGAGEMENT
EMPLOYEE ENGAGEMENT

7. OBJECTIVE
• To study the overall engagement level of the employees in
the organization.
• To study (compare) the employee engagement level at
various positions.
• To compare the engagement level of employee based on
their years of experience 0-3years, 3-6 years, 6-9 years and
more than 9.
• To identify and study the factors affecting the employee
engagement system within the organization.
• To judge the relevant level of impact of each parameter on
the engagement levels of the employees.
• To provide suggestions to the company accordingly.

8. EMPLOYEE ENGAGEMENT
Say : Speak positively about the organization
Stay : Desire to be a member of the organization
Strive : Go beyond what is minimally required

9. EMPLOYEE ENGAGEMENT

11. EMPLOYEE ENGAGEMENT
Need of employee engagement
 HR practitioners believe that the engagement challenge has a lot to
do with how employee feels about the about work experience and how
he or she is treated in the organization.
In a research survey of more than 50,000 employees at 59 member
organizations in 27 countries and 10 industries, done by Corporate
Leadership Council, has demonstrated the real bottom-line impact of
employee engagement.
Highly committed employees perform up to 20 percentile points
better and are 87% less likely to leave the organization than employees
with low levels of commitment.

13. EMPLOYEE ENGAGEMENT
Engaged--"Engaged" employees are
builders.
Not Engaged--Not-engaged employees tend
to concentrate on tasks rather than the goals
Actively Disengaged--The "actively
disengaged" employees are the "cave
dwellers.
Engaged
Actively Disengaged
Not Engaged

15. EMPLOYEE ENGAGEMENT
How to achieve employee engagement

16. EMPLOYEE ENGAGEMENT
Measurement of Employee Engagement
Step I: Listen.
Step II: Measure current level of employee
engagement.
Step III: - Identify the problem areas.
Step IV: Taking action to improve employee
engagement by acting upon the problem areas.

17. EMPLOYEE ENGAGEMENT
Employees are said to be engaged when they show a positive attitude
toward the organization and express a commitment to remain with the
organization.
Culture
 Continuous Reinforcement
of People-Focused Policies
 Meaningful Metrics
 Organizational Performance

18. EMPLOYEE ENGAGEMENT
Provide variety.
 Conduct periodic meetings with employees.
 Indulge in employee deployment.
 Communicate openly and clearly.
 Get to know employees' interests, goals, stressors.
 Celebrate individual, team and organizational successes.
 Be consistent in your support for engagement initiatives.

19. EMPLOYEE ENGAGEMENT
Employee engagement activities / programs
1. Picnic and Movie at interval of 2 months.
2. A daily column, written by CEO, on the intranet with company
announcements / programs etc.
3. Update via an overhead paging system, which is used to recognize
employees for significant business achievements.
4. Employee suggestion systems / quick responses.
5. CEO spending time in face to face communication with staff.
6. CEO based FAQ questions on company business.
7. ONLINE “ask the CEO” mailbox.

20. EMPLOYEE ENGAGEMENT
8. Monthly and Annual staff awards.
9. Interaction with disaster management team and emergency
management team.
10. Problem solving committee.
11. Quality assurance committee.
12. Conducting soft skills training program as well as required training
programs.
13. Online real-time tracking of progress. Employees can view company
progress towards targets / goals.
14. Provide long term strategic vision for business growth.
15. Indoor Games as well as Outdoor games, like Chess, Cricket,
Badminton etc..
16. Celebration of Employees Birthday.

23. Advantages
While Hewitt Associates, has just released new
data showing the strongest link yet between
engaged employees and business success.
Their analysis of 1,500 companies over a four-
year period showed that companies with higher
engagement levels had markedly higher total
shareholder return.

24. EMPLOYEE ENGAGEMENT
EMPLOYEE ENGAGEMENT

25. Disadvantages
Expensive.
Returns are not immediate.
Time consuming.
Chances of error.
Lots of analysis.
Too much responsibility.

26. EMPLOYEE ENGAGEMENT
Buzz word term for employee communication.
Positive attitude towards the organization and
its values.
Gaining popularity.
Success of a business.

27. EMPLOYEE ENGAGEMENT
Recognition of employees.
Continuous process of learning, improvement,
measurement and action.
We would hence conclude that raising and
maintaining employee engagement lies in the hands
of an organization and requires a perfect blend of
time, effort, commitment and investment to craft a
successful endeavor.
VIDEO 3

28. Thank You.