Employee Engagement Report: Strategies and Value Proposition Analysis

This report delves into the multifaceted concept of employee engagement within the realm of human resource management. It begins by reviewing the core principles and drivers of employee engagement, exploring factors such as resources, work environment, transparency, work-life balance, and compensation. The report then evaluates various diagnostic tools used to measure engagement, including employee surveys, one-on-one meetings, exit interviews, social media monitoring, and eNPS scores. Building on this analysis, the report constructs an employee value proposition (EVP), incorporating strategies to elevate engagement levels by focusing on compensation, benefits, career development, and organizational culture. The report uses examples of companies such as Tesco, Cadbury, Sainsbury, Burberry, Nestle to demonstrate the practical applications of these concepts. The report concludes by highlighting the importance of employee engagement in achieving organizational goals and fostering a positive work environment.

Managing people

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Reviews the concept and drivers of employee engagement........................................................3
Evaluates 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......................................................................6
CONCLUSION ...............................................................................................................................9

INTRODUCTION
Human resource management is a planned approach for getting a proper management of
the employees or people in company which helps in earning profits in business. It mainly helps
in improving the performance of the employees by applying various strategies, as they cover all
the policies and systems for better training and development of the employees. HR(human
resource) department keeps check on various essential elements like training, rewards, appraisal
and also industrial relations and changes need to be made.(Busse, R. and Weidner, 2020)
Human resources aims to attain maximum profit for the company by the help of people or its
employees and they make a healthy and transparent relation with there staff so there may not be
any problems within them. HR department tries to manage people by motivating and
communicating with the employees. This report covers about drivers of employee engagement ,
all the tools to measure the engagement and further an employee value preposition.
MAIN BODY
Reviews the concept and drivers of employee engagement
Employee engagement refers to the involvement of employees in there work or in the
company by taking various suggestions from them or by making certain policies, which are
framed for the benefits of the employers and merely engaging employees in all the internal and
external factors of the company to keep them motivated toward there work.
Drivers of employee engagement- It helps in keeping balance between the employees and
organisation and to get the proper knowledge about the working of the employees and the areas
which need to get more emphasis some of the drivers forces are mentioned below: Resources and tool: It is important to keep check on the resources being available for the
company there may be made a proper communication between the employee and the
managers that if there is any requirement in the company whether it may be in
educational sector, financial sector and many more then that should be fulfilled.
(Crawshaw, Budhwar, and Davis, 2020)As in TESCO they tries to train there employees
for all the requirements when needed instead of hiring frequently this helps to get there
work done in cheap and accurate way.

 Work Environment: As there is a pandemic (COVID) arisen out, it is important to
maintain a healthy and safe working environment for the employees which makes them
feel comfortable in the office environment, there made a proper ventilation and lights in
the working area of the employees and employees should regularly being asked about
there requirements in there working zone.(Dede, 2019)Likewise, Cadbuary has
introduced a new policy that all the workers will wear a proper personal protection
equipment (ppe kit) while working in the organisation and there regular temperature will
be checked as for safety measures of all. Transparency: It refers to the communicating behaviour of all the employees , leaders or
managers that means that managers, board members or other staff members should
always discuss about the new strategy and policies with there employees and also gave
them confidence about talking to them when needed, this will help to built confidence
and transparency in the environment, as in Sainsbury they always makes an open
discussion with there employee about there problems and also involve all the members
when they address new policy before the company. Work life balance: It is important to maintain a work life balance for mental peace and
all the organisation should try to give employees a good environment by giving them
various goals and action plan for work, organisations should motivate there employees
toward there work and give them proper relief if needed by giving some flexibility while
working and also to avoid there monotonous routine, as Burberry motivates there
employees towards there working goal and also provide them flexible hours when
needed. Perks, Benefits and Compensation: Every organisation may tries to give some perks and
benefits to the employees as this is helpful for both employees and organisation and it
motivates the employees for working more efficiently, this even helps them to plan there
future and to save more money.(Elliott, G. and Corey, 2018) The company should take
opinions from employees on making policies for perks or benefits and should amend such
ideas in there working, as in Nestle they organise certain meetings of employees and
there mangers where they ask them there reviews and suggestions about perks and

benefits to be added this helps the employees to give there ideas and also motivate them in
working.
Evaluates diagnostic tools to measure engagement
The basic and the foremost step to evaluate or improve something is to measure it. To
know the engagement of an employee in an organisation it is very important to know employees
as a whole. This way the employees will trust the organisation and believes that they really care
about them. This will lead employees to be more committed and loyal towards the organisation.
There are various tools to measure employee engagements. They are:
 Employee Survey: This is a method in which suggestions and opinions of an employee
are collected. It is done by an organisation by preparing sets of questions which are to be
answered by the employees.(Klein, and Potosky, 2019) It is done by either asking open or
closed questions or both. This will generate a feedback which will be in qualitative and
quantitative format. The survey would help a company to draw conclusions after
receiving all the feedbacks. This will help company to work on problems faced by the
employees. The questions in the survey would include questions relating to: work
environment, relationship with other employees and higher authorities of the
organisation, etc.
 1-On-1s: This is one of the great method through which employee engagement can be
measured. In this, meetings are scheduled with the employees to know about their
problems and also to know them better. An employee feels free to answer the questions
and share the problem faced to him at work place. They feel secure because of the
conversation being held privately. These types of meeting are informal in nature and
employees feel comfortable talking to their managers.
 Exit interviews: A company when receives feedbacks from an employee who is leaving
the company are termed as Exit Interviews.(King, and Drake, 2018) This helps a
company to know the reason behind the employee leaving the company. This way a
company finds out about the improvements that can be made to improve employee
engagements. Exit interview are great way to know the reason but it would be too late for
company as till that time employee would be gone. So its better that along with exit

interviews company should focus more on stay interview. This will help company to
make improvements with the current problems of the existing employees.
 Social media: With the rise in social media and online activities, it gives a great
opportunity to the company to measure employee engagement. Companies can monitor
the ratings and reviews given by the employees on social media. There are various tools
on social media which can be used to know the feedbacks of the employees to improve
the engagement at the company.(Maurer, and et. al.,2018) Company can also have
intranet through which employees can post their ideas, suggestions and can also get
themselves engaged in the conversation or be part of company's discussion. There are
many online applications which can help an organisation to stay connected with its
employees and daily get their feedbacks.
 eNPS: Initially eNPS i.e. Employee Net Provider Score, were used to measure customers
satisfaction level on the scale of 10. Now it is also used in various situation including the
measurement of employee engagement. This is done by asking 8-10 questions which is to
be answered on the scale of 10. If the answer is between 0-6 it is considered as
Detractors, 7 or 8 will be considered as Passives and 9 or 10 as Promoters. The total
eNPS of all the employees are calculated and then the company draw generic conclusion.
It will help company to make improvements based on the results.
Constructs an employee value proposition from the ideas and analysis previously covered,
including strategies to raise levels of engagement.
Employee value proposition (EVP) is defined as all the benefits being provided by the company
or organisation to there employees whether that may be monetary or non-monetary and that is
decided on the basis of there skills, working abilities , contribution towards the organisations. It
is also the recognition given to the employers to achieve more working potential.
It mainly comprises of four values which are being covered under it: Compensation: It is the first value proposition which involves all the salary, perks,
bonus, compensation being given to the employees for there efficient working as earlier
explained in drivers force of employee engagement in perks, benefits and compensation.
This value also helps in retention of the employees as they makes them motivated to

work harder and so as to retain maximum profit, as in Nestle by taking ideas about the
perks and rewards from employees, as they make such schemes which makes them feel
confident towards there working and keep them motivated.
 Benefits: It is the second important element of EVP which covers the healthcare, time
period and remote work of the employees as explained in diagnostic tools and drivers
Employee Survey,1-On-1s,Work life balance these same elements are applied to retain
the employees which were made free to discuss about there problems and are also
allowed top give proper feedbacks which is helpful for the company..(Srivastava, S. and
Madan, 2016) As in Burberry they supports there employees and keeps them motivated
toward there work. Career: This is the third element of EVP which covers all the education, training and
promotions of employees in respect of organisations as explained in drivers and
diagnostic tools Resources and tool, eNPS these applies in retain of employees
preposition in which they give proper training and education to the employees over
working techniques and also conduct surveys which helps them to know the area which
needs to be improved here value proposition provides methods to develop more revenue
for the company, as in TESCO they trains there employees for working in those area s
where they required any new hiring which makes them to gain more revenue in less
amount.
 Culture: This is the final stage of EVP where they tries to develop a proper atmosphere
for the employees, by giving them mission or targets and also implement teamwork as
explained in drivers Transparency and Work Environment provides methods in which
employees gets proper atmosphere for working with all safety measures.(Vivares-
Vergara, and et. al.,2016)These will also be applied in employee engagement or in retain
of employees for working in a team which helps them to develop friendly relation with
other members and they can also gain some knowledge and skills from learning, same as
employees should get a healthy environment for working as in this pandemic it is quiet
risky to go out and work, as in Cadbuary they providences all the safety measures for the
staff in there working areas.

CONCLUSION
It is concluded from this report that, Human resource management is a department which
covers all the work related to employees and the organisation whether it may be training,
recruitment, orientation as there main motive is to give maximum profit to the company with
there employees and for that they takes skilled and efficient workers and trains them to achieve
there targets. In order to ensure employee engagement different techniques are used like in
diagnostic tool it measures the employees survey, social media which helps to gain more
customers and in drivers tool of employee engagement it covers work environment, transparency
which helps employees to gain confidence on the company. Furthermore, there has been
identified an EVP composition through which they may increase the employee engagement in
the company.

REFERENCES
Books and journals
Busse, R. and Weidner, G., 2020. A qualitative investigation on combined effects of distant
leadership, organisational agility and digital collaboration on perceived employee
engagement. Leadership & Organization Development Journal.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2020. Human resource management: Strategic
and international perspectives. SAGE Publications Limited.
Dede, N.P., 2019. Enhancing employee innovative work behavior through human resource
management practices. In Handbook of Research on Managerial Thinking in Global
Business Economics (pp. 1-21). IGI Global.
Elliott, G. and Corey, D., 2018. Build It: The Rebel Playbook for World-Class Employee
Engagement. John Wiley & Sons.
King, L. and Drake, K., 2018. How to drive employee engagement through high-performance
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Klein, H.J. and Potosky, D., 2019. Making a conceptual contribution at Human Resource
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Maurer, and et. al.,2018. Building a Culture of Continuous Improvement and Employee
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Vivares-Vergara, and et. al., 2016. Impact of human resource management on performance in
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