Managing People: Employee Engagement and Diagnostic Tools

This report discusses the concept of employee engagement and various diagnostic tools to measure engagement. It also covers Samsung's efforts to engage employees and strategies to raise levels of engagement. The report emphasizes the importance of employee engagement in managing people and increasing productivity.

Managing People

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK...............................................................................................................................................3
Background of the consider company . .....................................................................................3
Explain the concept of employee engagement: .........................................................................3
justify different diagnostic tools to measure engagement...........................................................5
Constructs an employee value proposition from the ideas and analysis previously covered,
including strategies to raise levels of engagement......................................................................7
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Employee engagement is the term which is used in organisation in order to engage the
workforce with in the company. In companies the management uses the varied techniques to
engage the workers so that it increases the stability of the employees in the company, this
methods is proceed in many organisation (Hanif, , and et. al., 2020). It plays a important role in
company, to manage the workforce and make them satisfy with their job roles in the venture.
In this report considering Samsung company which is south Korea based company deals in
electronic accessories, automation, automation, and many other items. The company was
founded in 13 January 1969. the report will cover the concept of employee engagement and
further it will explain the various tools of engaging employees with in the company.
TASK
Background of the consider company .
The considered company is Samsung, the company deals in electronic items, automations,
mobile, house hold items and many others items, the organisation serves services in
worldwide. The brand is well recognised and it has a high competitive advantages in the
global countries. The company is group of south Korean multinational manufacturing and its
headquarter is in Samsung town Seoul, it has a highest global brand value. It was founded
by Lee Byung chul in 1938 as a trading company. The brand is diversified in various areas, in
1960 the company entered in the big electronic industry. It creates a several electronics
related divisions like Samsung electro mechanics, Samsung corning and Samsung
telecommunication. The first product of the company is black and white TV. The company is
consist a large amount of employees in the company, its has varied branches in whole
worldwide and every branches has huge amount of workforce. In recently the company has
faced the issues due to covid 19 the management has to reduce the amount of workers
because of pandemic the company gets a loss in revenue. But they constantly work on
engaging the employees with in the industry (Hoe, , 2021).
Explain the concept of employee engagement:
Employee engagement is the concept which is proceed by the human resource, this describes
the level of enthusiasm and dedication a staff feels towards their occupation. An engage
workers are more likely to be productive and higher performing in firm. The management

can maintain this by having an effective communication, offering rewards and provide them
an opportunities for growth. Employee engagement can be crucial in order to attain an
company objectives. This plays a huge role in company so that the company can rise the
employee stability and grow their productivity. It is more likely to be more productive and
progressive for production activity. It is beneficial for both the company and worker, as it
increases the ability of the workforce that will be beneficial for future and in company it gives
benefits as enhance the creativity and productivity that helps in setting the goals and
understand the consumers and market place (Todd, , and et. al.,, 2019).
It improves an emotional connection of the workforce in order to their jobs and
company, it majorly concentrate on working towards their company objectives. Whereas the
concern may explains this concept as per the desires and requirements, the basic
classifications of an engaged workers are as they know their duties and responsibilities with
in the institution and how they have to perform effectively. This kind of workers are loyal to
their managers and company, They are motivated towards their jobs. It consist a different
types of drivers which is explain below.
 Value and purposes - the study of analysis shows that 85 % of employees feel
engaged with their jobs when its aligns to the brand value. Designing the mission and
business proposition is important for connecting with their workforce. Not only does
this gives a clear image in which the managers all work towards person will feel a
part of company broad planning. Create a concise content that workers and
upcoming selection can link to, connecting it into the workers communication and
goal setting practices.
 Mental and physical well being - As awareness for mental health continues to rise,
wellness in the work space has become a highest ranking company. The most
common reason for stress and mental sickness is heavy workload. Many of people are
struggling to maintain balance between personal and working life. It is essential to
ensures workers are not pressure. However, the member should take inspiration
from new French law. In terms of Samsung, the companies are now forming a groups
that workers can contributes to their workplace surroundings. For office bound
employees that means all things from in office yoga and nutritionist to standing desk

and walking meetings and many others so that employees can feel engaged with in the
workplace.
 Fairness and safety - interrelated with previous discussed topics, workers requires
to be respected, specifically by their subordinates and seniors. Fair treatment
considers a ratio of indicators from pay to workload to progression. For alternative
shift employees their should be flexible working hours. In extent of Samsung, the
company makes a fair policy which is beneficial for workers and company, they
should treat every employee equally with In the company.
 Learning and development - the company should organise the training and
development program so that the employees can improve their skills and ability of
working in the company. In extent of Samsung, the company organise a training
sessions for workers and provide them a sources that are updated and automated that
makes the work more easy (Mantle,. and Lichty, 2019.).
 Working environment - the management should take care of making the environment
more positive and healthy working environment in the company, so that they can feel
safe and secure with in the organisation. It is important to keep the environmental
friendly organisation for workforce it creates a bond and families to the workers with
the organisation. In case of Samsung, the company keeps their surroundings healthy a
and calm. It is the duty of administration to have a good and working atmosphere in
the company.
justify different diagnostic tools to measure engagement
It helps in measuring the effectiveness and interest of the employees in the concern, the
company constant Implements a varied practices to engage the man power in the organisation
by including their Interest and many other factors, these all are done with the motive of
encouraging them and make them satisfy with their job roles in the company. The management
organised a various program to motivate their workforce such as rewards, appreciation,
promotions and many other factors that motivates their employees. The human resource team
and management measures the performance then provides them then they promote them.
There are various methods to measure a performance of the employees engagement that are
described in below (Griffin, and Griffin, 2019).

 Employee survey - it is the most commonly utilised tool for measuring workers
engagement in order to get feedbacks on worker and dimension. The most effective
examination can be filled out and suggest nameless which rises engagement ratio and
permits for more honourable consequence from employees. In case of Samsung, it
helps in having a clear image of company atmosphere and trends. It gives a
transparency in employees performance and satisfaction.
 Human resource tools - during surveying once or double time in a year . It is
compulsory that company should periodically takes a survey with in the company so
that they can satisfy the employees . In extent of Samsung, the method helps in
increasing accessory timely resume with various software program that can collect
and course workers engagement.
 social media - in current era social media greatly assist in enhancing the business. It
help in promoting business through their websites and makes the base of communicating
with their employees easily through mails, messages and many other social sites. in
case of Samsung, the company can measure workers sentiment by monitoring glass
door ratings and feedbacks. An internal social media network. Such as the
organisation intranet that permits workers to post thoughts and engage in conversation
is also useful. This provides administration an opportunity to understand their
groups and gets thought that could be beneficial for company.
 Exit interviews - this is done by the human resource they ask the right question with the
workers in order to prioritise the expertise employees in their workplace, in order to
Samsung company, the management takes and communicates with their workers so that
they can have a positive and skilled workforce in the company (Jeon, ,and et. al., 2021).
 Having benefits of employees engagements - Manpower life cycle refers to levels
followed by workers during their working hours, which being with hiring, acquiring
and on boarding actions. Through various levels of the workers experience the
person can constantly gather the Information and feedbacks and construct employee
engagement sessions to rein force the value proposition of company brand and trend.
In order to Samsung the company continuously lookout on the performance of the man
power in relation to increase the productivity of the workers.

However, the company has already taken a steps in order to prevent their employees from the
chronic pandemics . The managements of the concern has taken as steps like they provided their
systems to their homes and give them a work from homes and flexibility in their shifts, they
have making the laws regarding the safety from covid they have implemented a various steps
like mask and social distancing etc. the administration of the organisation keep themselves
upgraded with the current technologies and automations that are beneficial for company
(Venkataraman, , 2021)..
Constructs an employee value proposition from the ideas and analysis previously covered,
including strategies to raise levels of engagement.
Employee value proposition is the concept which defines the value a company offers to
workers in return for the value they bring to the organization. It is beneficial and rewards
offered to workers in return for their commitment as well as the ability workers have with
them. It is important part to human resource process, as it tells the members why they should
apply for a job with the organisation and what's in it for them. It is also great instrument for
confining ability and companies with strong EVP basically see high keeping ratio among all
their quality workers. It contains a 5 key factors of an employee value proposition that are as
1. compensation
2. work life balance
3. stability
4. location
5. respect
the above listed points are related to the human resource activity all factors states that this
model is all about to hiring and selection process. The model helps in analysing the activity of
the man power. The various strategy that enhances the employee engagement are listed in
below (Helgadóttir, 2018) .
 Increase transparency - it is not OK to work behind the back of company, the
workers will become more engage simply by understanding the value of their leaders.
It assist in making the workplace more better.
 Emphasize respect - this approach is all about the individual value that each person
brings to the organization. An engaged employee is one who keeps desire to lead
their team with their ideas. This is the best method of controlling team.

CONCLUSION
From the above report it is concluded that employee engagement is the essential in
the company, so that they can feel families and stress free with in the workplace. The
considered company Samsung, makes a efforts to engage the employees constantly it gives
advantages in increasing the stability of workers, they uses a various to measure a employee
engagement, that are discussed in above report these techniques of measuring employees
engagement increases the productivity of the workers. The company gains a various
advantages by engaging the workers in the company.

REFERENCES
Books and Journals
Griffin, R.W. and Griffin, R.W., 2019. Organisational behaviour: Managing people and
organisations. Cengage.
Hanif, W., and et. al., 2020. The South Asian health foundation (UK) guidelines for managing
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Helgadóttir, G., 2018. Herding livestock and managing people: The cultural sustainability of a
harvest festival. In The Routledge Handbook of Festivals (pp. 333-343). Routledge.
Hoe, S.L., 2021. Information Technology and Organizational Learning–Managing Behavioral
Change in the Digital Age. The Learning Organization.
Jeon, M.S.,and et. al., 2021. Barriers to managing sleep disturbance in people with malignant
brain tumours and their caregivers: a qualitative analysis of healthcare professionals’
perception. Supportive Care in Cancer, 29(7), pp.3865-3876.
Mantle, M.W. and Lichty, R., 2019. Managing the unmanageable: rules, tools, and insights for
managing software people and teams. Addison-Wesley Professional.
Todd, O., and et. al.,, 2019. 44 MANAGING HYPERTENSION IN PEOPLE WITH FRAILTY:
AN EXPLORATION OF A PATIENT LED APPROACH. Age and Ageing,
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Venkataraman, N., 2021. SAFETY IS ABOUT MANAGING PEOPLE. Professional Safety,
66(10), pp.41-43.