CHAPTER – I

INTRODUCTION

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 INTRODUCTION

Employee Engagement is the devotion, passion of employees and effective leadership

skills with support from the top management to the employees. Human resource leaders set
the drive and creed of their company and spread that positive morale to the employees in the
company. Employee engagement is a fundamental concept in the effort to understand and
describe, both qualitatively and quantitatively, the nature of the relationship between an
organization and its employees. An "Engaged Employee" is defined as one who is fully
absorbed by and enthusiastic about their work and so takes positive action to further the
organization's reputation and interests. An engaged employee has a positive attitude towards
the organization and its values. In contrast, a disengaged employee may range from someone
doing the bare minimum at work up to an employee who is actively damaging the company's
work output and reputation.

Employee engagement is a property of the relationship between an organization and its

employees. An “Engaged Employee” is one who is fully absorbed by and enthusiastic about
their work and so takes positive action to further the organization’s reputation and interests.
Employee engagement is the emotional commitment the employee has to the organization
and its goals. Employee engagement is actually the level of enthusiasm and dedication an
employee feels toward his or her job. To these engaged employees, it is far more than a pay
cheque – it is the eagerness towards their task that makes them passionate in their work, and
this passion is often reflected in their individual outcomes.

An engaged employee cares about their work and about the performance of the company,
and they want to feel that their efforts could make a difference. It is generally seen as an
internal state of mind; physically, mentally and emotionally that binds together the work
effort, commitment and satisfaction in an employee.

1.1 BROAD AREA OF STUDY

The Employees engagement and it’s impact is the burning topic for any company during
the globalized era. Engaged employees incline to contribute more of organizational
productivity. It also supports in maintaining a higher level of commitment. Employee
Engagement is the level of employee’s commitment and participation towards their

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 organization and its values. The organizational success depends on employee’s productivity
which is accelerated through employee’s commitment towards his organisation. This paper is
attempted to analyze the relevance of engaged employees for the growth and development of
organisation and its success. This paper makes an attempt to study the different dimensions of
employee engagement with the help of review of literature.

This can be used to provide an overview and references on some of the conceptual and
practical work undertaken in the area of the employee engagement practices in a
manufacturing company in India. In this study in a manufacturing company, the factors
contributing towards productivity and its overall impact on the organisation is measured
through the data collected by way of questionnaire. The main objective of the study was to
analyze and interpret the impact of employee engagement on success of the company using
both primary, secondary data. The study uses the 6 Cs of employee engagement out of 10 Cs
defined by Gambler (2007) to measure employee engagement with suggestive conclusions.

1.2 DOMAIN OF THE STUDY

The domain of the study comes under the Human Resources Department. Managing the
employee recruitment process by reviewing the needs of new employees and evaluating the
results of the selection of prospective employees according to the requirements determined by
the company in order to produce employees who are in accordance with the requirements and
competencies required.

Managing, evaluating, and supervising the process of cooperation contracts with

companies supplying labour, cleaning service, training, and transportation in accordance with
the competencies and requirements set by the Government and the Company, so that the
interests of the company are protected. Supervise the personnel data administration process,
by managing attendance, payroll, benefits, and employee services, so that staffing data is
neat, complete, and orderly administration.

Supervise and control the services provided to employees in terms of staffing, health,
training and general processes in accordance with company regulations, so that employee
rights are fulfilled. Monitor and control the work plan and its implementation from the
personnel administration process, training, clinics, and general sections, so that the interests
of employees and companies can be fulfilled and smooth.
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 Maintain and enhance good relations with the community around the factory, government,
police, military, and religious leaders by communicating the conditions and activities of the
company, so that the situation and condition of the company remain safe and smooth.
Manage, evaluate, and supervise cooperation contracts with hospitals, clinics, health
laboratories, and pharmacies in providing health services for employees and their families in
accordance with company regulations, so that health services and their families are
guaranteed, easy and fast, and reasonable costs .

Make monthly reports on staffing, training, health and general in accordance with
procedures, to ensure the availability of accurate, informative and documented reports.
Motivate, develop, and evaluate the abilities and performance of subordinates, in order to be
able to do work in accordance with job competencies and job descriptions.

1.3 NEED FOR THE STUDY

• To allow companies to integrate data from various sources.

• To enhance operational decisions with real time information.

• To know about experience, knowledge, education and training in the

organization.
• To learn about the rules and regulations in the organization.

1.4 SCOPE OF THE STUDY

• In this study the main objective is to analyze the impact of the employee
engagement activities in the aspect of performance improvement and
awareness of organization welfare policies for the employees in the
organization.
• In this study we have made all the employees participant in the study.

• We have used a questionnaire as a tool for the study.

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 1.5 STATEMENT OF THE PROBLEM

The human resources (HR) department plays a pivotal role in facilitating and managing
employee engagement within an organization. However, HR departments themselves face
unique challenges in fostering and maintaining high levels of employee engagement while
also managing the broader impacts on the organization. This problem statement aims to
address the specific issues and implications of employee engagement within the HR
department.
Employee engagement is a critical aspect of organizational success, as it directly impacts
employee satisfaction, productivity, and overall company performance. However, many
organizations continue to struggle with effectively engaging their employees, leading to a
range of negative consequences such as high turnover rates, decreased productivity, and
diminished morale. This problem statement aims to explore the challenges and implications
of employee engagement within modern workplaces.

Sumukha Enterprises Pvt Ltd company face the problem of low levels of employee
engagement, where a significant portion of the workforce feels disengaged and unmotivated,
leading to reduced commitment to their roles and the organization.
Organization with low levels of employee engagement often experience higher turnover rates.
When employees feel disengaged or unappreciated, they are more likely to seek employment
opportunities elsewhere, resulting in the costly process of hiring and training new personnel.

1.6 OBJECTIVES OF THE STUDY

• To understand the employee engagement activities in the organization.

• To analyze the impact of the employee engagement activities in the aspect of

performance improvement of employees.
• To analyze the impact of the employee engagement activities in the aspect of
organization’s welfare policies for the employees in the organization.
• To communicate with the employees and keep them updated on the progress
of employee commitment.

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 1.7 LIMITATIONS OF THE STUDY

• Limited access to confidential data.

• Buy schedule of managers and employees.

• The organization has the limitation to disclose their financial details.

• Few employees avoid giving feedback.

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