A STUDY ON EMPLOYEE

ENGAGEMENT AT GEMS
ENGLISH MEDIUM SCHOOL
NASHIK”
MR. KUNAL MORE”
UNDER THE GUIDANCE OF
“PROF.NISHA WAGH”
 1. INTRODUCTION
“THE KEY TALENT MANAGEMENT CHALLENGE FOR INDIAN COMPANIES IS
HOW TO KEEP WORKFORCES HIGHLY PRODUCTIVE AND AT THE SAME TIME,
SATISFIED, ENGAGED AND COMMITTED.”
ACCENTURE RESEARCH REPORT, 2007.
SUCCESS TODAY REQUIRES A GOOD BIT MORE THAN GOOD ATTENDANCE.
EMPLOYEES WHO ARE PASSIONATE ABOUT THEIR JOBS AND THE
ORGANIZATIONS IN WHICH THEY WORK ARE IN THE MINORITY. EMPLOYEE
ENGAGEMENT IS THE LEVEL OF COMMITMENT AND INVOLVEMENT AN
EMPLOYEE HAS TOWARDS THEIR ORGANIZATION AND ITS VALUES. AN
ENGAGED EMPLOYEE IMPROVE PERFORMANCE WITHIN THE JOB AND WORK
FOR THE BENEFIT OF THE ORGANIZATION. IT IS A POSITIVE ATTITUDE HELD BY
THE EMPLOYEES TOWARDS THE ORGANIZATION AND ITS VALUES.
1.
Categories of Employee Engagement
Engaged- "Engaged" employees are builders. They perform at consistently
high levels. They want to use their talents and strengths at work every day.
They work with passion and they drive innovation and move their
organization forward.
Partially Engaged- partially -engaged employees tend to concentrate on
tasks rather than the goals and outcomes they are expected to accomplish.
They want to be told what to do just so they can do it and say they have
finished.
Disengaged/ Not engaged-The "disengaged" employees are the "cave
dwellers. They're not just unhappy at work; they're busy acting out their
unhappiness .They sow seeds of negativity at every opportunity.
 IMPORTANCE OF THE STUDY
Engaged employees will stay with the company, be an advocate of the company and
contribute to bottom line business success.
People often lie in exit interviews about why they are leaving. Managers should, of
course, know in advance who is leaving and why. A comprehensive list like this is of
little value unless used as a guide to gather information as to how to engage the
employees so that to retain the talents in the organization.
This is strategy by which organization seek to build partnership with employees for
objective ambition.
This study was to find out the employee engagement tools which employees want in
the company and will help in increasing engagement in the organization.
They will normally perform better and are more motivated.
They form an emotional connection with the company.
This impacts their attitude.
Towards the companies clients and thereby improves
customer satisfaction and service level.
It builds passion, commitment and alignment and
organization‟s strategies and goals.
A highly engaged employee will deliver beyond
expectation. There is a link between employee
engagement, customer loyalty and profitability.
 2.OBJECTIVE
1. TO FIND OUT THE EMPLOYEE ENGAGEMENT
STRATEGIES PRESENT IN THE ORGANIZATIONS.
2. TO FIND OUT EMPLOYEE ENGAGEMENT LEVEL
IN THE ORGANIZATION.
3. TO FIND THE PREFERENCES OF THE EMPLOYEE
ABOUT VARIOUS EMPLOYEE ENGAGEMENT
TOOLS.
4. TO FIND OUT FACTORS AFFECTING THE LEVEL
OF ENGAGEMENT AMONGST THE EMPLOYEES.
 3.RESEARCH
METHODOLOGY
3.1 MEANING:
METHODOLOGY IS THE SYSTEMATIC, THEORETICAL ANALYSIS
OF THE METHODS APPLIED TO A FIELD OF STUDY. IT
COMPRISES THE THEORETICAL ANALYSIS OF THE BODY OF
METHODS AND PRINCIPLE ASSOCIATED WITH A BRANCH OF
KNOWLEDGE.
3.2 DATA COLLECTION:
A SECONDARY DATA SOURCE IS AN ORIGINAL DATA SOURCE
THAT IS ONE IN WHICH THE DATA ARE COLLECTED FIRSTHAND
RESEARCH PURPOSE OR PROJECT. SECONDARY DATA CAN BE
COLLECTED IN A NUMBER OF WAYS.IN THE CONDUCT OF
RESEARCH, RESEARCHERS RELY ON TWO KIND’S DATA
SOURCES SECONDARY AND SECONDARY.
 
3.3 SECONDARY DATA:
SECONDARY DATA WILL SUPPORT THE PRIMARY DATA FOR
ANALYSIS AND INTERPRETATION DATA WHICH IS COLLECTED
AND PROCESSED FROM COMPANY MANUAL, RECORDS. AND
COMPANY WEBSITE. MAGA,ZINES,NEW PAPERS ,SEVERAL
BOOKS,WEBSITES,JOURNALS,INTERNET,LIBRARY

3.4 TYPE OF RESEARCH

EXPLORATORY RESEARCH:
AN IMPORTANT PART OF ANY MARKETING OR BUSINESS
STRATEGY. ITS FOCUS IS ON THE DISCOVERY OF IDEAS AND
INSIGHTS AS OPPOSED TO COLLECTING STATISTICALLY
ACCURATE DATA.
 4.FINDINGS
FOR TEAM BUILDING ORGANIZATION GENERALLY DO SMALL TEAM RECREATIONAL
ACTIVITIES ON EVERY SUNDAY.
CAREER DEVELOPMENT AND WORK LIFE BALANCE ARE OBSERVED AS THE MOST
EFFECTIVE EMPLOYEE ENGAGEMENT TOOL AS PER EMPLOYEES.
MANY EMPLOYEES ARE INVOLVED IN DECISION MAKING IN THE ORGANIZATION AND
MAJORITY OF THE EMPLOYEES AGREED ON THIS FACT.
COUNSELING/ FEEDBACK AND RETIREMENT PLANS ARE SURPRISINGLY SEEM TO BE OF
LEAST EFFECTIVE ENGAGEMENT STRATEGIES ACCORDING TO THE EMPLOYEES.
MAJORITY OF THE EMPLOYEE SAY THAT INCENTIVES ARE NOT LINKED TO INDIVIDUAL
GOALS.
MAXIMUM NUMBERS OF EMPLOYEE AGREE TO THE FACT THAT THEY KNOW WHAT IS
EXPECTED FROM THEM AT WORK. THIS STATES THAT THE EMPLOYEES ARE AWARE OF
THEIR ROLES AND RESPONSIBILITIES.
 
THERE IS MINIMUM NUMBER OF EMPLOYEES WHO WANTS TO STAY
IN THE ORGANIZATION THIS SHOWS THAT THE EMPLOYEE‟S
RETENTION LEVEL IS LOW AND ATTRITION LEVEL IS HIGH.
THERE ARE MINIMUM NUMBER OF EMPLOYEES WHO RECOMMEND
THEIR ORGANIZATION TO THEIR FAMILY MEMBER AND FRIENDS.
THE CORPORATE GOALS ARE CLEARLY COMMUNICATED TO
EMPLOYEES THIS WILL HELP THEM ACHIEVE THEIR GOALS
EFFECTIVELY AND EFFICIENTLY.
THERE IS PROPER REWARD SYSTEM IN THE ORGANIZATION AND
THE EMPLOYEES ARE PRAISED AND RECOGNIZED FOR QUALITY
WORK.
THE EMPLOYEES ARE INTERACTIVE AND THE SUBORDINATES ARE
ALLOWED TO TAKE THEIR OWN DECISION.
EMPLOYEES ARE INVOLVED IN THEIR PERFORMANCE APPRAISAL
 5. RECOMMENDATIONS
ENGAGED EMPLOYEES CARE ABOUT THE FUTURE OF THE COMPANY AND ARE
WILLING TO
INVEST THE DISCRETIONARY EFFORT. ENGAGED EMPLOYEES FEEL A STRONG
EMOTIONAL BOND TO
THE ORGANISATION THAT EMPLOYS THEM.
CREATE LEADERSHIP PIPELINE TO SUPPORT PRESENT AND FUTURE RESIDENTIAL
PROJECT.
CREATE CULTURE OF LEARNING AND DEVELOPMENT.
FOCUS ON EMPLOYEE EMPOWERMENT.
LEADER MEMBER EXCHANGE.
COMMUNICATION AND ENGAGEMENT FRIENDLY ECO SYSTEM.
ENGAGEMENT AS A COMPETENCE MANDATORY FOR EACH MANAGER.
PASSION FOR WORK/DISCRETIONARY EFFORTS.
ENTREPRENEURSHIP IN OWNER DRIVEN CULTURE.
 
6.CONCLUSION
It is evident that leadership, communication and loyalty does have a
relationship with Employee Engagement. The results also confirm that
Employee Engagement does have a relationship with employee loyalty
and that these findings further support previous research on these
topics. Knowing that the concept of Employee Engagement is still
fairly new, and yet evolving, this research will be another contributing
piece for further substantiating the importance of understanding
Employee Engagement. Additionally, the findings of this research may
prompt additional studies specifically considering the different types
of communication, as well as the different styles of communication by
leadership to further understand what may impact engagement
differently in GEMS English Medium School Nashik.
BEING THAT EMPLOYEE ENGAGEMENT IS NEWER TO THE FIELD
AND CONTAINS SO MANY VARIABLES, THERE ARE PLENTY OF
OPPORTUNITIES FOR ACADEMIA TO EXPAND THE KNOWLEDGE
BASE ON THE TOPIC. FOR EXAMPLE, COMPENSATION WAS
IDENTIFIED AS A VARIABLE AFFECTING ENGAGEMENT WHICH
WOULD BE OF GREAT INTEREST TO THOSE IN THE INDUSTRIAL
RELATIONS AND ECONOMIC ARENAS. MEANWHILE, THE FIELD
OF PSYCHOLOGY MAY WANT TO EXPAND ON THE CONSTRUCTS
OF ADULT BEHAVIOUR AND HOW THAT PLAYS INTO LEADERSHIP
STYLES, OR THE BUSINESS ADMINISTRATION FIELD MAY WANT
TO BETTER UNDERSTAND HOW TO PREPARE ITS FUTURE
BUSINESS LEADERS FOR SUCCESS.
 
THANK YOU