ACACIA Learning: Employee Engagement Report, Strategies, and Barriers

This report provides a comprehensive overview of employee engagement, defining it as a positive mental state where employees contribute their maximum efforts for organizational growth. It details the key components of employee engagement, including motivation, rewards, appreciation, and involvement in decision-making. The report emphasizes the need for employee engagement to gain a competitive advantage, improve productivity, and enhance customer satisfaction. It explores principal drivers and benefits of employee engagement, such as increased efficiency, reduced attrition, and a positive public image. The report also covers the concept of Employee Value Proposition (EVP) and major HR strategies to enhance it, such as effective communication, employee empowerment, attractive incentives, and health care. Furthermore, it identifies barriers to achieving a strong EVP, including poor communication and autocratic leadership styles. The report is supported by references from leading HR management journals and research papers.

Employee
engagement

Definition and concept
Employee engagement is defined as
a positive mental state of an
employee in which he contributes his
maximum efforts for the growth and
development of the organisation.
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Components of employee
engagement
○ Motivation
○ Rewards
○ Appreciation
○ Involvement in decision making
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Need for employee engagement
○ Employee engagement is necessary in obtaining
competitive advantage over rivals by getting full support
of workforce.
○ Employee engagement is essential for better productivity
and customer satisfaction.
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○ Feeling of being valued and recognised by the organisation.
○ Involvement in decision making process.
○ Job satisfaction.
○ Feeling of safety at workplace.
○ Opportunities of future growth and development.
○ Career development path.
Principal drivers of employee
engagement
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Benefits of employee engagement
○ Engaged employee works efficiently for the organisation.
○ Attrition rate becomes low and there is an increment in productivity.
○ Fair public image of the organisation.
○ Enhancement in sales and revenue of the organisation.
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Employee value proposition
It refers to a process of establishing a brand name
of the Company by making the employee more
engaged with the organisation with the help of
taking care of all the needs of workforce.
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Major HR strategies to enhance
Employee Value Proposition
○ Effective communication practices.
○ Employee empowerment and job enrichment.
○ Attractive salaries and incentives.
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Major HR strategies to enhance
Employee Value Proposition
○ Taking care of health of the employees.
○ Motivating them towards achieving short and long term
goals of the organisation.
○ Appreciating work and performance.
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Barriers in achieving Employee
Value Proposition
○ Neglecting the hard work of employees.
○ Ineffective and poor communication practices.
○ Avoiding the health, safety and security of employees.
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Barriers in achieving Employee
Value Proposition
○ Adopting autocratic style of leadership.
○ Avoiding the opinion and concern of the employees.
○ Poor salaries and unattractive incentives.
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References
○ AC Troth, D. G., 2020. The case for psychology in human
resource management research. Human Resource
Management Journal,, 30(1), pp. 34-48.
○ B Shuck, T. R. J., 2014. Employee engagement and well-
being: A moderation model and implications for practice.
Journal of Leadership & Organisational studies, 21(1), pp.
43-58.
○ C Truss, A. S. E. S. K. A. R. D., 2013. Employee
engagement, organisational performance and individual
well-being: exploring the evidence, developing the
theory. Taylor & Francis, pp. 2657-2669.
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THANKS!
Any questions?
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