Evaluation of Employee Engagement Procedure at ABC Motors

UIN assessment activity 1 template v 1.1 online
UIN assessment activity 1 template
HR research project report
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Evaluation of Employee Engagement Procedure at
ABC Motors
Context
ABC Motors is a family owned and run motor retail company in
Buckinghamshire. Though the business has grown multi-fold yet it faces
tremendous challenges in management of its employees. The major issue
faced by the Company includes employee demotivation, high rates of attrition
and low morale (Dalal, Baysinger, Brummel & LeBreton, 2012). The Company
aims at evaluating employee engagement currently undertaken in order to
understand steps taken to motivate, uplift morale and retail employees within
the organisation.
Context
Discussion of the issue
ABC Motors is a family owned retail motor business. The Company
undertakes motor trading of new and used car sales, car washing facilities,
petrol serving forecourt, maintenance and repairs along with vehicle hire
services. The business has a retail dealership for Ford and Hyundai car sales.
The business is 100 years old, founded by the father of the current Chairman.
The current business employs 135 people and operates across 3 sites. The
business currently has disposed their Hyundai site, focussing on Ford
Dealership, which is located in Marlow. In recent period there has been
considerable decrease in revenue and profits. The reasons has been
analysed as;

UIN assessment activity 1 template v 1.1 online
o The management of the Company aims at finding out the reasons
pertinent for such decrease in revenues and profits figured those high
rates of recruitment, induction and training costs along with higher
rates of attrition (Gruman & Saks, 2011). The Company analysed
deeper perspectives that affected increase in recruitment, induction
training and subsequently found that lack of employee engagement led
to the current challenge.
o Studies reflect that human resource is one of the most integral
resources for any organisation. In case of drop in revenue or profit for a
service based organisation, then the organisation’s productivity needs
to be analysed (Crawford, LePine & Rich 2010).
o Employees of the Company were not focussed and felt burnout, due to
which there had been increasing absenteeism and then resulting in
leaving the Company. The employees lacked working in an
organisation culture that is conducive to remain focussed on the goals
and objectives of the organisation.
o The organisation did not have a formal motivation or an in-depth
engagement procedure (Kular et al., 2008).
o Further there is an absence of a formal job design, which can create
flexibility for its employees.
Employee engagement is a contemporary term which has emerged in
importance currently. Contemporary organisations are adopting employee
engagement as their leading strategy which impacts employee morale and
levels of motivations. Employee engagement was found to be a pertinent
factor, which influenced high levels in employee retention (Macey &
Schneider, 2008).
The current organisation has a Human Resource Manager and team, which
coordinates various functionalities and processes within the organisation
(Shuck & Wollard, 2010). However, the human resource department follows
traditional approach and conducts basic human resource activities such as
recruitment, selection, induction, training, performance appraisal. Thus,

UIN assessment activity 1 template v 1.1 online
the research here analyses the pertinent employee engagement factors that
can be employed by the organisation so as to be able to retain its employees.
In the current scope of the organisation, factors evaluated include job design,
flexibility, organisation culture, performance appraisal and motivation
(Anitha, 2014). All these factors needs to be considered within the
organisation and evaluated accordance to Human Resource Management
policies and procedures applied. The human resource department does not
adopt job designing, flexibility planning, organisation culture
development, and employee motivation or employee succession. These
stated factors forms an integral part of employee engagement. Thus the
current research conducts study to analyse ways, employee engagement
factors affect productivity in the organisation and hence influencing its
profitability and revenue earning (Brad Shuck, Rocco & Albornoz, 2011).
Research aims and objectives
The current research will aim at establishing a connection of employee
engagement with productivity, hence revenue and profitability (Breevaart et
al., 2014). The various employee engagement strategies adopted by the
organisation thus, needs to be evaluated. Analysing the above statements,
the aims and objectives of the study can be ascertained.
Research Aims
- To understand employee engagement contribution to productivity and
hence profitability and revenue
- To examine the employee engagement aspects undertaken at the current
organisation
Research Objectives
- To analyse contribution of employee engagement to productivity, in
turn profitability and revenue earning of the Company

UIN assessment activity 1 template v 1.1 online
- To examine employee engagement processes applied at the
current organisation
- To analyse gaps prevailing in employee engagement processes
- To develop recommendations for accommodation of employee
engagement procedures for enhancing productivity
Planning
Stakeholders
The stakeholders who will be involved for the study, includes management,
human resource manager and employees. The three key stakeholders will be
affected by this study as the management will need to reflect regarding the
employee engagement procedure and accommodate new changes
(Karanges, Johnston, Beatson & Lings, 2015). The HR manager will need to
design more procedure and processes such that employee engagement gap
present can be diagnosed and procedure for implemented for employee
engagement processes. The employees will need to assimilate new changed
procedures such that they feel more attached to the organisation.
The stakeholders of the organisation will be interested in this study as the new
processes and procedure of employee engagement (Bakker, 2010). The
management will be interested in the study as from accommodation of
employee engagement procedure will lead to reduction of costs and increase
in revenue. Moreover, increase in employee engagement will also lead to rise
in productivity (Kompaso & Sridevi, 2010). Secondly, for the HR manager, it
will imply lesser pressure on recruitment of employees, lesser induction costs
and less amount of employee turnover. The HR manager will be able to
coordinate functions of the employees in the better manner. The employees of
the organisation will be benefitted highly, from the employee engagement
procedure. Employees will be highly motivated, committed, less absent from
the organisation and might get training, which will help benefit the
organisation (Rama Devi, 2009).