Managing People Assessment 2 - Desklib

This report by Desklib discusses the concepts and drivers of employee engagement, diagnostic tools to measure engagement, and strategies to raise levels of engagement in the context of Sainsbury, the second largest supermarket chain in the UK. The report also includes an employee value proposition and various measures taken by Sainsbury to enhance employee engagement.

Managing people
assessment-2

Table of Contents
..........................................................................................................................................................2
INTRODUCTION...........................................................................................................................3
TASK ..............................................................................................................................................3
Concept and drivers of employees engagement..........................................................................3
Diagnostic tools to measure employee engagement in organisation..........................................5
Constructs an employee value proposition including strategies to raise levels of engagement..6
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Employee engagement is defined as the concept and efforts of organisation that facilitates
employees to perform their defined work with efficiency and effectiveness to attain determined
goals and objectives. It is essential part of human resource management process that describes
the level of enthusiasm as well as dedication of organisational employees towards their defined
job role. Proper and effective engagement of employees help organisation to attain the objective
of growth and development and enhance employees job satisfaction and morale (Ababneh,
2020). Communication plays important role in maintaining relationship and engagement of
employees towards business activities and operations and motivate them to attain higher working
performance objectives in best possible manner. In this report the chosen organisation is
Sainsbury which is the second largest supermarket chain of United Kingdom. The organisation is
founded in 1869 by John James Sainsbury and headquarter situated in London, England, UK.
Sainsbury serves its products and services in the area of United Kingdom through operating
1,428 shops. Organisation operates its operations with 111,900 employees. In this report concept
and drivers of employee engagement and various tools to measure engagement of employees are
discussed. Furthermore, strategies that raise the level of employee engagement are covered in
this project report.
TASK
Concept and drivers of employees engagement
Employee engagement: Employee engagement is determined as the fundamental
concepts as well as efforts that that facilitates organisation to understand and describe the nature
of relationship between employees and organisation in both qualitative and quantitative manner.
Engages employees are fully enthusiastic and have positive attitude and actions towards attaining
organisational defined goals and objectives with efficiency (Amah and Sese, 2018). Sainsbury
adopt the concept of employee engagement that enhance employees performance and their
loyalty towards organisation. Respective organisation develop effective and positive working
environment and engage employees in organisational decision making process through adopting
their new, innovative and creative ideas.
If organisation engage employees in business decisions than it enhance their morale and
retain them with business for longer period of time. On the other hand, if organisation do not

engage employees them it impacts on their performance and longevity with organisation. As
employees engagement is the emotional commitment of employees towards goals and objectives
of organisation. Sainsbury implement various policies and strategies to enhance employee
engagement with organisation because it provides various benefits to it (Gannon and Paraskevas,
2019). It plays important role in enhance employees productivity level, increase their satisfaction
with job role and maintain higher employee retention rate with organisation that facilitates it to
accomplish determined objectives with more efficiency.
According to case study, in the pandemic of Covid-19 Sainsbury organisation takes
various measures that facilitates organisation to enhance the level of employee engagement such
as respective organisation provide work from home to employees as well as flexible working
hours. Furthermore, the organisation restructure the roles as well as follow various safety
measures at workplace the improves employee engagement with operations and organisational
activities. Respective organisation adopts various strategies to improve employee performance
level and their well-being in organisation.Drivers of employee engagement:
Drivers of employee engagement are defined as the items that impacts on employees
engagement outcomes with organisation. Sainsbury adopts various things and maintain effective
working environment that plays important role in enhancing employees participation and
engagement towards organisational activities properly (Wells, 2018). Some drivers that are
adopted by the respective organisation are mentioned below:
Inspiring leaders and team: Organisational team and leadership approaches plays
important role in employee engagement. As respective organisation adopts democratic leadership
style in organisation that engage employees in business decisions it enhance employees
contribution towards attaining business goals and objectives in well-defined manner (Hamilton
and Kaufman, 2019). Leaders are the individual who motivates, inspire and influence employees
to perform determined activities effectively and motivate them to engage with organisation for
long period of time.
Organisational working environment and culture: Effective and flexible business
environment and culture is important for improving employees engagement with organisation.
Sainsbury develops supportive working environment that enhance employees performance and
their engagement rate through retaining them for long period of time. Leaders of Sainsbury

supports employees and provide them clear direction that help to improve employee engagement
rate. learning and training opportunities: Employees retain with organisation, if there are
various learning as well as development opportunities are exist that enhance employees various
skills, competencies and capabilities which improve their working performance as well.
Sainsbury provides work related training to employees that enhance their engagement and
performance to attain determined goals with effectiveness. In the pandemic of Covid-19,
respective organisation provides online training to employees that facilitates them to perform
operations properly.
Rewards and recognition: If organisation provides rewards as well as recognition to
employees for their excellent performance, it motivates them work with more efficiency and
improve their contribution towards achieving organisational determined objectives (He, Chao
and Zhu, 2019). Sainsbury allocate job role according to employees skills and capabilities that
enables them to perform in best possible manner. For the efficient performance various rewards
are provided to them that engage them for longer period of time with organisation.
Diagnostic tools to measure employee engagement in organisation
Diagnostic tools are defined as the technique that facilitates organisation to measure
employee performance and their engagement rate in business activities and operations. There are
various tools and techniques that are adopted by the Sainsbury to measure employee operations
and their contributions towards organisational goals and objectives. As employees engagement is
the most important aspect that facilitates organisation to attain the objective of growth and
development. Respective organisation concentrates of engaging employees through
implementing various strategies and planning. Some measurement tools of employee
engagement are mentioned below:
Employee survey: Employee survey is the most effective tool and technique that is used
by the organisation to get feedbacks of employees attitudes and feeling towards organisation.
Sainsbury adopts employee survey to gain quick and effective feedbacks of employees. It
facilitates organisation to measure employee engagement rate as well as motivates them to
provide their ideas and concepts (Holland and Lee, 2019). There are two-way communication is
adopted by the organisation to maintain engagement of workforce. Managers and HR of
organisation conduct small, simple and actionable survey of employees to know about their

work. Organisation develop set of questionnaire that facilitates organisation to find various
employee factors such as their satisfaction level, alignment and future orientation.
Conduct exit and stay interview: As employees of organisation are leave at different point
of time, so it is important for HR and manager of organisation to know actual cause of their exit.
Sainsbury organisation conducts exist as well as stay interviews that enhance their understanding
about which areas of organisation needs improvement to enhance employees engagement.
Feedbacks of employees help organisation to improve specific areas and attract as well as retain
employees. Stay interview facilitates organisation to know about their stronger areas that are the
reason of engaging employees.
Evaluate employees productivity and retention rate: There are various factors such as
employee productivity and retention matrix that help organisation to measure that how
employees are engaged with business operations and activities. As engagement of employees
directly impacts on employees retention and productivity matrix (Kaur, 2018). Sainsbury
measures employees performance on regular bases and motivates them to retain with
organisation. It is the effective tool that facilitates organisation to measure employees
performance properly.
Conduct frequent meetings and focus on small groups: To measure employees
engagement, respective organisation conducts continuous meetings in which employees directly
interact with managers and allowed to share information and express their feelings freely. As
Sainsbury is the multinational organisation which operates with number of employees so it
formed various small groups of same department and ask them several set of questions to know
their point of view and enhance their engagement with organisation.
Constructs an employee value proposition including strategies to raise levels of engagement
Employee value proposition: Employee value proposition is defined as the unique set of
various benefits that are acquired by the organisational employees in return of their capabilities,
skills, experience and their working performance towards organisation (Obuobisa-Darko and
Domfeh, 2019). Basically, It is the promises of organisation or employer to employees in the
return of their commitment. These promises included sum of various benefits as well as rewards
that are received by the employees from organisation. There are various steps are followed by the
organisation enhancing employee engagement with organisation. These measures are defined
below:

(Employee Value Proposition, 2021)
Compensation: For the purpose of constructing effective employees value proposition,
organisation formulates effective compensation policies and strategies that work as the
motivational factor for employees and enhance their engagement with organisation. Sainsbury
maintains provides appropriate salary to employees and increment it on regular bases. For extra
work organisation provides extra benefits and bonus to employees that inspire employees to
perform determined operations with effectiveness.
Benefits: In the process of constructing proper employee value proposition, organisation
provides various benefits to employees that work as a effective motivational factor and enhance
their engagement with organisational operations (Shaik, Makhecha and Gouda, 2020). Sainsbury
provides various benefits to employees other then their salary that retain them with organisation
Illustration 1: Employee Value Proposition (2021)

for longer period of time. If employees perform according to expectations or more then it then
organisation provide extra benefits to them.
Career: It is the most important aspects for creating employees value proposition.
Sainsbury provides various career development opportunities to its employees through training
and coaching. Organisation promotes employees in superior department or job position that
motivate them to retain with organisation and enhance their contribution as well as engagement
towards attaining business goals and objectives.
Organisational culture and working environment: Organisational culture as well as
working environment is the factor on that bases organisation construct its employee value
proportion. Sainsbury maintain clear communication at work place and covey all mission, vision
and objectives to employees. Organisation create the culture of teamwork that enhances
employees engagement towards organisational operations and activities.Strategies to raise levels of engagement:
There are various strategies that are adopted by the organisation to enhance employee
engagement rate that facilitates organisation to achieve employee value proposition defined goals
and objectives efficiently (Tucker, 2020). Sainsbury organisation implements various strategies
as the manager of organisation employee value proposition is concerned with low level of
employee engagement rate that impacts organisational viability. Some strategies that are
executes by the organisation to deploy better engagement of employees with their defined work
and organisation are mentioned below:
Communicate regularly with employees: For the purpose of enhancing employee
engagement, organisation maintain regular communication with its employee. Sainsbury
conducts regular meetings and conferences to communicate various organisational policies and
strategies to employees as well as include them in organisation decision-making process that
facilitates organisation to enhance their engagement level.
Invite employee fee employee value proposition and take actions: To improve employee
engagement, Sainsbury adopt the strategy to get feedbacks on employees, listen them properly
and take effective actions to resolve employees problems that motivates them to work in more
efficient manner (Turner, 2020). Respective organisation conducts various online surveys in n
the pandemic of Covid-19 to collect employees feedbacks and take immediate required actions to
solve them.

Empower employees and recognise their work: Sainsbury provides conducts various
training and development programme to empower employees that enhance various skills and
capabilities in employees. These capabilities enable employees to perform in well defined
manner and encourage them to achieve defined goals and objectives efficiently (Watson,
Kuofie and Dool, 2018). Respective organisation recognised employees in meeting if they
achieve expected benchmarks that enhance the level of employees engagement with
organisation.
CONCLUSION
As per per above report, it can e concluded that engagement of employees plays
important role in organisational growth and development. It the determined as the relationship
between employee and organisation that motivates employees attain objectives of higher
performance and productivity. There are factors such as organisational culture, working
environment that influence employees to retain with organisation. There are various tools and
techniques are adopted by the organisation like employee survey, reward, recognition, learning
and development programmes that facilitates organisation to improve employees engagement
rate. Furthermore Sainsbury adopts various strategies to enhance employees performance and
engagement.

REFERENCES
Books and Journals
Ababneh, O.M.A., 2020. The impact of organizational culture archetypes on quality performance
and total quality management: the role of employee engagement and individual values.
International Journal of Quality & Reliability Management.
Amah, O. E. and Sese, E., 2018. Relational Energy & Employee Engagement: Role of Employee
Voice & Organisational Support. Indian Journal of Industrial Relations. 53(3).
Gannon, J. and Paraskevas, A., 2019. In the line of fire: Managing expatriates in hostile
environments. The International Journal of Human Resource Management. 30(11).
pp.1737-1768.
Hamilton, I. and Kaufman, G., 2019. Approaches to managing older people using opiates and
their risk of dependence. Nursing older people. 31(3).
He, H., Chao, M. M. and Zhu, W., 2019. Cause-related marketing and employee engagement:
The roles of admiration, implicit morality beliefs, and moral identity. Journal of
business research. 95. pp.83-92.
Holland, A. E. and Lee, A. L., 2019. Precision medicine, healthy living and the complex patient:
managing the patient with multimorbidity. Progress in cardiovascular diseases. 62(1).
pp.29-33.
Kaur, P., 2018. Mediator analysis of job satisfaction: relationship between servant leadership and
employee engagement. Metamorphosis. 17(2). pp.76-85.
Obuobisa-Darko, T. and Domfeh, K. A., 2019. Leader behaviour to achieve employee
engagement in Ghana: a qualitative study. International Journal of Public Leadership.
Shaik, F. F., Makhecha, U. P. and Gouda, S. K., 2020. Work and non-work identities in global
virtual teams: Role of cultural intelligence in employee engagement. International
Journal of Manpower.
Tucker, E., 2020. Driving engagement with the employee experience. Strategic HR Review
Turner, P., 2020. What Is Employee Engagement?. In Employee Engagement in Contemporary
Organizations (pp. 27-56). Palgrave Macmillan, Cham.
Watson, M., Kuofie, M. and Dool, R., 2018. Relationship between Spiritually Intelligent
Leadership and Employee Engagement. Journal of Marketing and Management. 9(2).
pp.1-24.

Wells, K., 2018. Is Managing Getting in the Way of Leading?. Professional Safety. 63(3). pp.58-
59.
Employee Value Proposition.2021 [online] available
through:<https://www.talentlyft.com/en/blog/article/105/employee-value-proposition-magnet-
for-attracting-candidates>