Managing People Assessment 2 - Reviewing Concepts and Drivers of Employee Engagement

This article discusses the concepts and drivers of employee engagement, including organizational culture, leadership, job learning, and collaborative practices. It also covers diagnostic tools to measure engagement, such as reviewing feedback and tracking employee turnover rates. Finally, it explores constructing an employee value proposition to raise levels of engagement, including onboarding programs, communication strategies, recognition and rewards, employee meetings and events, and employer branding.

Managing People Assessment
2

Table of Contents
INRODUCTION..............................................................................................................................2
TASK...............................................................................................................................................2
Reviewing concepts and drivers of employee engagement.........................................................2
Diagnostic tools to measure the engagement...............................................................................4
Constructing employee value proposition from the ideas and analysis including strategies to
raise levels of engagement...........................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INRODUCTION
Managing people is defined as process of managing performance and productivity level
of employees or individuals in specific location, where they are responsible to conduct specific
activity or practice in appropriate manner. It is important to a manager or leader to manage
skilled and talented people in the workplace, which in turn provide desire outcomes in form of
increasing organizational performance and productivity level.
The current assignment will explain the concept of employee engagement and drivers
related to that. It will also specify the diagnostic tools to measure engagement and an employee
value proposition from ideas and overall analysis, including tactics to raise extent of engagement
in the workplace.
TASK
Reviewing concepts and drivers of employee engagement.
Employee engagement is one of those concepts that drive the attention of individual
person toward developing understanding about value and importance of engaging people in the
workplace, in the context of functional and operational as well as managerial activities (Chanana,
2021). In the world of business, this concept is utilized in appropriate manner in form of
engaging individual candidate in decision-making and other activities that put direct impact on
business performance and success factors. It can be said that employee engagement is considered
as the best workplace approach that a manager and leader utilized to obtain positive outcomes
such as low employee turnover, increase performance, boost motivation level, etc. In the recent
time, employee engagement in organizational practices is considered as one of the best source
that enable management to take pleasure unexpected success and growth in the market, where
competition level is high.
Drivers of employee engagement-
Organizational culture-
The best driver related to employee engagement is current one, which drive the
concentration of management toward creating positive working environment or culture, where
employee may feel happy and satisfied (Shirina and Sharma, 2021). It is fact that organizational

culture put direct impact on employee engagement, either negative or positive in manner. In case
of organization, where management and chief executive officer conduct practice to attend online
conference, it is essential to make an discussion about culture change. This driver may put
positive impact in term of increasing employee retention rate, that enable firm to take pleasure of
wide and strong workforce, among which skilled players are performing, appropriately and in
productive way.
Leadership-
Another driver of employee engagement is leadership, which means a leader with good
leadership style and attribute may engage employees in different activities and practices that aid
to boost their morale, even better than last few years or months. It is the main source of business
success and progress in intense competitive business environment, where a company tend to
work with skilled and experienced leaders, who may have specific style of leadership term. It
may drive the concentration of leader toward employee engagement and initiatives that they may
conduct in the similar concept context, which plays significant role in growth and success of
venture, that is quite challenging for them to do so rapidly.
Job learning-
It is important for management to focus on and considering the key drivers related to
employee engagement. For example, job learning is the best way that aid to engage each
candidate in company and drive their concentration toward making themselves engage in process
of aim achievement that is also essential practice or responsibility, which they are responsible to
fulfil appropriately. It is fact that, recently candidates value job learning, enrichment and
capability to see the future. When company face with certain promotional chance for high
potential workers may embrace horizontal transfers. Job learning opportunity may give firm
chance to retain and acquire skilled people who may contribute to make their venture successful.
Collaborative practices-
Another term that falls under the category of employee engagement driver is current one,
which mean that leaders and other professionals as well as individuals engage themselves in
varied practices in form of adopting collaborative practice. It is fact that effective collaboration
in the workplace support to increase performance and improve productivity of employees, which
is one of the biggest challenge that management deal. This technique may aid to increase

employee engagement level that impact organization in form of increasing their performance and
operational effectiveness.
Diagnostic tools to measure the engagement
There are the various types of the diagnostic tools which are available for the effective
measurement of the engagement between the employees and the management. The tools are
effective enough as it can provide the better understanding of the engagement between the
employees and the management which can be used for evaluating and developing the better and
effective strategies that can be implemented by the organization so that there can be better and
effective performance of the business and the employees on the day to day operations of the
business (Shrotryia and Dhanda, 2019). The effectiveness can result into better and effective
performance of the employee management. The various diagnostic tools to measure the
engagement are as follows.
Reviewing the responses and the feedbacks
The management can review the responses and the feedbacks that has been given by the
employees which can help in effectively measuring the engagement between the employees and
the management. The feedbacks that has been provided by the employees can help the
management in making the necessary changes in the current employee management strategies so
that the management of the employees can be done with more effectiveness and it can provide
the organization with better and effective result in the application of the strategies that is being
made by the organization.
Monitoring the engagement with internal communication
The monitoring of the engagement can be done by the organization with the help of the
internal communication as it can provide the effective knowledge and information about the
employees that is required to be collected by the organization (Shavrovskaya and Borodina,
2022). The internal communication is an effective tool that can provide the better and effective
understanding about the challenges and problems that is being faced by the employees. The
information can help the management in making the necessary changes in the current strategies
so that the employees are not required to face the same problems in the future.
Tracking the employee turnover rates

The tracking of the employee turnover rate can help the organization in having the
effective knowledge and better understanding of the better and necessary knowledge to
understand the reason behind the employees leaving the organization (Khodakarami, Dirani and
Rezaei, 2018). This will be able to provide the management with the effective understanding of
the aspect where the organization is lacking in making the effective communication with the
employees. This can help in measuring the engagement of management with the employees.
Studying the employee performance using the analytical tools
The study of the employee performance can help the organization in having the effective
knowledge and understanding of the rate of the engagement that the organization is having with
their employees (Burnett and Lisk, 2019). The organization can do this with the help of the
various tools that can provide the organization with the effective and complete knowledge of the
engagement which is necessary to be analysed so that the management can make the better and
effective strategies for the improvement in the current employee engagement strategies that is
being used by organization in current period.
Measuring the reach of number of employees
The managers and HR review this matrix in appropriate manner. There are certain
challenges at the organization communication and between the employees which is being
identified. The effective internal communication helps in improving the organization efficiency,
employee productivity and retention rates are also improved by measuring the scale of number of
employees (Krizanova, Gajanova and Nadanyiova, 2018). Thrive Intranet can be used to
measure the aspects of how effectively the communication within the company and workplace
can be improved effectively. This process helps in measuring the success of the organization
which takes place at large scale within the organization.
Constructing employee value proposition from the ideas and analysis including strategies to raise
levels of engagement
Employee Value Proposition (EVP) is defined as branding of the employees within the
organization so that they are engaged in providing productive performance at large scale. It is the
process which helps in attracting the skills and values of the employees within the organization
in an appropriate manner which helps in reducing the aspects of negative working environment
and positivity is encouraged within the organization during Covid -19 (Arasanmi and Krishna,

2019). There are six steps to construct Employee Value Proposition (EVP) which enables and
addresses the aspects as to how effectively and in appropriate manner the employees of the
organization are encouraged and are engaged in providing the performance in an effective
manner at large scale. The six steps are described as –
 On boarding Online Programs is the best way through which the employees are to be
encouraged so that they are able to create value of how productively they are providing
the major concerns for adding up and negating into the organizational programs and
participating in significant manner.
 Communication Strategies and Online Campaigns will help in improving and engaging
the employees within the organization at large scale. By taking part in the campaigns, the
employees will be able to gain more knowledge and understanding which will help them
ion knowing how they are engaging themselves in the campaigns and activities during
Covid – 19 (Staniec and Kalińska-Kula, 2021). With the help of communication, the
employees will communicate and will address the message is to delivered to other
employees and other senior level managers in the organization.
 Recognition and Rewards are the best practices which will help in keeping the
employees intact and will help them in knowing that how effectively they are being
recognized and rewarded. With the help of using EVP as a tool, recognitions and
rewarding is provided to the employees which is helping them to analyse their self-worth
and encourages them to perform in better and precise manner during Covid – 19.
 Employee Meetings and Events will also help the employees to improve the performance
and productivity of the employees. Employee meetings will also help to solve the queries
and problems which they are facing. Employee events are the major reason through
which the employees can be engaged within the organization (Cattermole, 2019).
 Employer Branding is the process which helps in analysing and creating value as to how
effectively the company is able to engage the employees with the process of branding of
the work culture in an appropriate manner.
Therefore, employees will be engaged in appropriate manner which will help in improving
the aspects as to how effectively the organization is creating value in the market. The
organization is able to create value of how effectively there are major concerns of developing the
positive aspects and concerns in at large scale (Pandita, 2019). The different manner in which the

employees are concerned and are providing the aspects as to how effectively they are
contributing to the growth and development of the company. With the help of Employee Value
Proposition (EVP) the company will be able to strategize and provide the different scales as to
how effectively there are major concerns of attributing the aspects of contributing to the success
and development and to while working from home in an appropriate manner.
Thus, during the work place there are aspects which helps in addressing the major concerns
of how effectively the employees are working from home due to Covid – 19 (Pandita and Ray,
2018). There are aspects as to how the employees are engaged in providing the productive
performance at large scale.
CONCLUSION
On the basis of above discussion, it has been concluded that employee engagement had
contributed to increased and improved the performance and profitability extent of company. It
has boosts the morale and confidence level among individual person that perform and work in
similar work areas to achieve key aims and objectives to business. Furthermore, by summing up
above discussion, it has been summarized that value proposition related to employee in the
workplace had increased their performance level and give them confidence to take challenges
that in return provide unpredictable outcomes to them as well as enable to provide the same to
management.

REFERENCES
Book and Journals
Arasanmi, C.N. and Krishna, A., 2019. Linking the employee value proposition (EVP) to
employee behavioural outcomes. Industrial and Commercial Training.
Burnett, J.R. and Lisk, T.C., 2019. The future of employee engagement: Real-time monitoring
and digital tools for engaging a workforce. International Studies of
Management & Organization. 49(1). pp.108-119.
Cattermole, G., 2019. Developing the employee lifecycle to keep top talent. Strategic HR review.
Chanana, N., 2021. Employee engagement practices during COVID‐19 lockdown. Journal of
public affairs. 21(4). p.e2508.
Khodakarami, N., Dirani, K. and Rezaei, F., 2018. Employee engagement: finding a generally
accepted measurement scale. Industrial and Commercial Training.
Krizanova, A., Gajanova, L. and Nadanyiova, M., 2018. Design of a CRM level and
performance measurement model. Sustainability. 10(7). p.2567.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Pandita, D., 2019. Drivers of employee engagement and engagement value proposition.
In Management Techniques for Employee Engagement in Contemporary
Organizations (pp. 99-108). IGI Global.
Shavrovskaya, M. and Borodina, O., 2022. Employee Engagement as a Factor of Internal
Entrepreneurship. In SHS Web of Conferences (Vol. 135). EDP Sciences.
Shirina, S. and Sharma, R., 2021. Driving Employee Engagement in Today’s Dynamic
Workplace: A Literature Review. Innovations in Information and
Communication Technologies.
Shrotryia, V.K. and Dhanda, U., 2019. Measuring Employee Engagement: Perspectives from
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Staniec, I. and Kalińska-Kula, M., 2021. Internal employer branding as a way to improve
employee engagement. Management. 19(3). pp.33-45.
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