Proposal on Tata Group: Impact of Employee Engagement on Organisational Performance

This proposal outlines a research on the impact of employee engagement on organisational performance in Tata Group. It covers the industry background, research objectives, scope, limitations, literature review, theoretical framework, research methodology, and references.

Running head: PROPOSAL ON TATA GROUP
Proposal on Tata Group
Name of Student:
Name of University:
Author’s Note:

1PROPOSAL ON TATA GROUP
Executive Summary:
The aim of this report is to draw a brief outline of a research proposal on the topic of employee
engagement and its impact on the organisational performance. The chosen organisation for
research is that of Tata Group. The report is a basic outline of the research which is to be
conducted. The report covers all the important points including a brief background of the
industry, the scope of the research, literature review, the research methodology, the research
problem among others. The report is an important tool in helping the ultimate research pertaining
to the chosen topic.

2PROPOSAL ON TATA GROUP
Table of Contents
1.1 Industry/ Business Background:................................................................................................3
1.2 Research Objectives and questions:...........................................................................................3
1.3 Research Scope:.........................................................................................................................4
1.4 Limitations:................................................................................................................................5
1.5 Justification of Research:...........................................................................................................5
1.6 Literature Review:.....................................................................................................................5
1.7 Theoretical Framework:.............................................................................................................7
1.8 Research Methodology:.............................................................................................................7
1.9 Research Program:.....................................................................................................................8
1.10 References:..............................................................................................................................9

3PROPOSAL ON TATA GROUP
1.1 Industry/ Business Background:
The Tata Group is built on a foundation of trust and transparency which is the basis of
every business which the company is a part of. The group is shaped by a lineage of sound and
straightforward business principles. “The Tata Group” was founded by Jamsetji Tata in the year
1868 and is headquartered in India. “The Tata Group” is famous as a global business
conglomerate that operates in over 100 countries across 5 continents. “The Tata Group” at
present has a strong presence across diverse industries such as “automotive, chemicals,
construction, finance, consumer products and hospitality”. There are 29 publicly listed Tata
enterprises which include the “Tata Steel, Tata Motors, Tata Consultancy Services, Tata
Teleservices, Tata Communications and Indian Hotels”.
The Tata Projects now expect opportunities in several infrastructure sectors namely “civil
construction, power generation and transmission, the railways, metals and minerals, water, oil
and gas”. In addition to this, the company has diversified into urban infrastructure and is one of
the fastest growing sectors in the country. The organisation needs to take its profitability to a
much higher level in order to improve the cash flow. This is considered as the short term
challenge of the company. Consumers face issues due to international competition and also in
terms of implementation.
1.2 Research Objectives and questions:
The chosen topic is “The impact of employee engagement on organisational performance
in Tata Group”. Therefore the objective of the research is to understand what is the actual impact
or the effect of employee engagement on the ultimate success and the performance of the

4PROPOSAL ON TATA GROUP
organisation. Tata group has been the pioneer in providing products and services to the
consumers and its plethora of clients all over the world. The research objectives aim to
understand the problems which the organisation is facing and work on it. The challenges which
the organisation is facing are that of attraction of proper talent and its retention.
The research questions aimed at are:
“Does employee retention prove useful for organisational performance in the long run?”
“Does employee engagement have an impact on employee performance?”
“Is organisational performance affected by the most efficient employee’s non-retention?”
“Can the organisation successfully retain its employees by proper incentives?”
The Tata Group performance analysis needs to be studied properly so that it is helpful for
answering the research questions and objectives.
1.3 Research Scope:
The scope of the research is to focus on the factors which affect employee satisfaction
which impacts the retention of the employees and ultimately the organisational performance. The
sense of achievement which comes from appreciation is one of the main factors which needs to
be studied and covered under the scope of research. The factors including the monetary benefits,
the sense of fairness, the employee’s feeling of belonging, a mixture of a formal and informal
approach as an when necessary, adequate working conditions, credit system, the nature of
challenges, the existing safety and security of the job needs to be studied properly.

5PROPOSAL ON TATA GROUP
1.4 Limitations:
The limitations of this particular topic of research is that it is extremely subject specific
and cannot be helpful in answering research questions other than those covered in the study. This
is due to the fact that the issues are company specific and will not be indicative of the issues in
any other company. In case the issues in a particular organisation are applied in case of another
organisation it would not be accurate. Thus the research in this case is limited to the study of
Tata Group only. The issues of employee satisfaction, the working conditions of the company
and the factors which affect the employee performance are taken into consideration. The research
does not include any factor which is not linked to the employee performance.
1.5 Justification of Research:
The research needs to be conducted as the issues of the organisation need to be solved at
any cost. The Tata Group is one of the most prestigious organisations in the country, India.
Therefore it is necessary to solve the issues, the employees need to be retained in order to ensure
that the organisation performs and fulfils al the duties it is entitled to complete. In case the
contributory factors to employee performance and employee retention are addressed, it helps in
the organisational performance as a whole. Unless the issues which plague a particular
organisation are solved it is bound to lead to increased number of employee dissatisfaction and
hence their resignation.
1.6 Literature Review:
“Employee engagement”, is a topic of discussion among different researchers. The
engagement concept can be defined to be a popular topic as it is related with performance of the
organisation. The more efficiently the employees work the more the revenue that will be

6PROPOSAL ON TATA GROUP
generated by the company. This is because of the fact that the leaders of an organisation aim to
search for a bettered employee performance in the workplace (Akhter and Equbal 2012). The
degree to which the employees are motivated for contribution to the success of an establishment,
are willing to give requisite effort and accomplish tasks are defined as employee engagement
(Mishra, Boynton and Mishra 2014).
Engagement is defined as a work related state of mind which is characterised by
dedication, vigour and absorption. Engagement is also concerned with a level of emotional
involvement (Wang and Hsieh 2013). The concept of emotional involvement depends on how
the employees relate to the values of the Tata Company (Vardhan 2015). The same is applicable
in case of the intellectual components (Pathak 2015). It is also about people going that extra way
and giving extra discretionary effort which they will proudly do for the organisation (Andrew
and Sofian 2012). The topic of engagement also includes, quality management, internal supplier
relationship, performing to the best of one’s ability and helping each other at work (Vardhan
2015). Employee engagement is also concerned with the awareness regarding the business
context, the work dynamics with the colleagues and also the peer groups for improvement of the
performance within the job for the benefit and ultimate excellence of the organisation. It is also
concerned with a positive employee attitude, towards the company and its values as a whole
(Vashishtha 2016).
There can be several viewpoints of “employment engagement” which can be considered
from several perspectives. The perception of the employees and their beliefs concerning the
organisation and culture come under the cognitive aspect (Vardhan 2015). The degree to which
the employees are willing to give proper efforts to the company helps in the determination of the

7PROPOSAL ON TATA GROUP
value added benefit to it. All in all the employee engagement is one of the main determining
factors in the organisational performance (Gupta and Kumar 2012).
1.7 Theoretical Framework:
The theoretical framework is concerned with identifying factors which contributes to the
employee satisfaction in an organisation. (Patten 2016). There are several business models for
the human resource management in organisations. There are the hard and soft models, the
contextual models involving the importance of social, institutional and political forces and the
matching model in context of the organisational strategy. In this connection the 5-P’s model of
HRM can be used where the policies, programs, the practices and processes are formulated and
implemented for carrying out of the activities. In certain cases application of the contextual
model is also appropriate in case of the Tata Group (Vardhan 2015).
1.8 Research Methodology:
The research methodology of the study is aimed at the collection of suitable data and its
analysis for the suitability of the study. For the research, data are collected from the Tata Group
managers and employees. The nature of the data collected is primary. It is to be collected, in
order to understand the employee reactions and their opinions about the workings in the
organisation. The primary data is to be collected from the employees and also from the managers
of the organisation. The employees need to be interviewed and their responses to the questions
would comprise of the qualitative data which needed to be analysed. A sample of 10% of the
total employee count of the organisation can be taken as a suitable sample and the responses of
these employees can be properly arranged which comprise the qualitative data that are to be
analysed.

8PROPOSAL ON TATA GROUP
Apart from this the managers of each subdivision also need to be interviewed and their
responses also need to be analysed. It can further be tested whether there is a correlation between
the opinions of the managers and the opinions of the employees. The responses of the managers
also need to be collected for analysis (Patten 2016).
The sampling procedure which needs to be performed can be a simple random sampling
without replacement. This is to be done so that the sample of responses which have been
collected is a proper representative of the population.
1.9 Research Program:
The research program comprises of organising a particular team of officials to carry out
the research activities. The team also needs to ask the research questions effectively in order to
elicit suitable responses to the questions which will ultimately pave the way for suitable analysis
of the research problem. The nature in which the questions should be asked also needs to be
mentioned to the team. The team should also comprise of trained members so that the questions
are accurate and maintain a certain amount of sensitivity (Seidman 2013).

9PROPOSAL ON TATA GROUP
1.10 References:
Akhter, S. and Equbal, I., 2012. Organized retailing in India–Challenges and
opportunities. International Journal of Multidisciplinary Research, 2(1), pp.281-291.
Andrew, O.C. and Sofian, S., 2012. Individual factors and work outcomes of employee
engagement. Procedia-Social and Behavioral Sciences, 40, pp.498-508.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3), p.308.
Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O.K. and Espevik, R., 2014. Daily
transactional and transformational leadership and daily employee engagement. Journal of
occupational and organizational psychology, 87(1), pp.138-157.
Creswell, J.W. and Creswell, J.D., 2017. Research design: Qualitative, quantitative, and mixed
methods approaches. Sage publications.
Garg, P., 2014. Impact of employee engagement on it sector. International Journal of
Management Research and Reviews, 4(1), p.62.
Gupta, V. and Kumar, S., 2012. Impact of performance appraisal justice on employee
engagement: a study of Indian professionals. Employee Relations, 35(1), pp.61-78.
Mishra, K., Boynton, L. and Mishra, A., 2014. Driving employee engagement: The expanded
role of internal communications. International Journal of Business Communication, 51(2),
pp.183-202.

10PROPOSAL ON TATA GROUP
Pathak, S., 2015. Role of Employee in Brand Building of the Organization-Business Branding
through Employee. Journal of Marketing Vistas, 5(2), p.1.
Patten, M.L., 2016. Proposing empirical research: A guide to the fundamentals. Taylor &
Francis.
Pattnaik, C., Chang, J.J. and Shin, H.H., 2013. Business groups and corporate transparency in
emerging markets: Empirical evidence from India. Asia Pacific Journal of Management, 30(4),
pp.987-1004.
Seidman, I., 2013. Interviewing as qualitative research: A guide for researchers in education and
the social sciences. Teachers college press.
Vardhan, J., 2015. A review of market based management as a strategic performance tool-an
illustrative example through Tata steel. International Journal of Accounting and Economics
Studies, 3(1), pp.54-59.
Vashishtha, S., 2016. Employee Engagement, Training and Career Development (Tata Tele
Services Limited –A Case Study). Journal of Commerce and Trade, 11(1), pp.101-108.
Wang, D.S. and Hsieh, C.C., 2013. The effect of authentic leadership on employee trust and
employee engagement. Social Behavior and Personality: an international journal, 41(4), pp.613-
624.