Data, Metrics, Reporting and Analytics: Employee Engagement Analysis

This report identifies and analyzes employee engagement scores across different regions, focusing on factors influencing employee loyalty. The data reveals varying engagement levels, with scores peaking at engagement levels 3 and 4, indicating higher trust and coordination. The analysis suggests a decline in engagement in later stages, highlighting areas for improvement. Recommendations are directed towards home cares, suggesting recruitment of talented and experienced candidates to enhance engagement levels. The report references several studies on employee engagement, HRM practices, and their impact on organizational performance, providing a comprehensive overview of the topic.

Data, Metrics, Reporting
and Analytics

Identification of data
The data identified is the engagement scores
of the employees
Various regions located in the city is taken
into consideration
Determination is made about the validity of
the data

Engagement Score 1
The engagement score 1 reveals that the
communities have a low score
This may be because people are reluctant to
continue with the new prospect based on
skepticism
The highest score in the analysis at this level
is at 7.14%

Engagement Score 2
The engagement score can be considered as
one of the high points
At this point people remain aware of the
projects and the roles they need to play
The highest score displayed in this case is the
43.33%

Engagement Score 3
The analysis show that engagement score 3 gets the
maximum number of respondents
With scores of 60% this can be considered as the best
responses that can be managed by individuals
This is mainly because the trust and coordination
between people are more at this level

Engagement Score 4
The engagement score 4 can be considered as high as the
responses in this case is more
Every respondent show a more coheres manner of
coordination and with it a high score
A high score of 75% and other scores of 60% and 42% show
that this stage is important for success

Engagement Score 5
The engagement score of 5 is again a drop in
terms of responses
As seen from the analysis most people fail to
respond in this particular score
The highest is seen in the form of 17.39%

Analysis of the data
The analysis of the data suggests that these
data are not correlated to one another
The analysis suggests that most of the data
are on the decline except the first data and
this can be considered as a negative sign

Reason for interpretation
The analysis is done to identify the
engagement level of the employees
The engagement of the employees is based on
the understanding of the factors that trigger
the loyalty of the employees
At the same time the different divisions and
cities are also analysed based as per
interpretation

Recommendation
The recommendation needs to be directed to
the home cares
The analysis show that engagement in
community housing is more than that of the
home cares.
The home care need to recruit talented and
experiences candidates for improving its level
of engagement

Reference
Albrecht, Simon L., Arnold B. Bakker, Jamie A. Gruman, William H. Macey,
and Alan M. Saks. "Employee engagement, human resource management
practices and competitive advantage: An integrated approach." Journal of
Organizational Effectiveness: People and Performance 2, no. 1 (2015): 7-35.
Anitha, J. "Determinants of employee engagement and their impact on
employee performance." International journal of productivity and
performance management 63, no. 3 (2014): 308.
Huang, Yueng-Hsiang, Jin Lee, Anna C. McFadden, Lauren A. Murphy,
Michelle M. Robertson, Janelle H. Cheung, and Dov Zohar. "Beyond safety
outcomes: An investigation of the impact of safety climate on job satisfaction,
employee engagement and turnover using social exchange theory as the
theoretical framework." Applied ergonomics 55 (2016): 248-257.
Mone, Edward M., and Manuel London. Employee engagement through
effective performance management: A practical guide for managers.
Routledge, 2018.