Reference no: EM132397813
There are many examples of organisations that clearly misunderstand the concept of employee engagement. Often levels of employee engagement are measured in a very superficial way that potentially adds very little value - for example, by the use of employee engagement surveys.
Your recently appointed C.E.O, in the past has been a very strong advocate of engagement surveys. He has come to you (in HR) for advice and has asked for a proposal for how levels of employee engagement can be effectively measured. He/she has asked for an initial report which should provide explanation covering the concept and components of employee engagement and evidence showing its contribution to achieving business outcomes.
Your report should be structured under the key theme of: An overview of the concept of employee engagement and why your C.E.O., together with all other key stakeholders, should recognize its significance
Q.1 Define what is meant by 'Employee Engagement,' including its principal dimensions and components, together with a comparison with related concepts. (AC1.1) (approx 250 words)
Q.2 The need for alignment between engagement practices and other corporate components if the full benefits of high engagement are to be realised. (AC1.2) (approx 250 words)
Q.3 An analysis of the principal drivers of employee engagement and offer an analysis of the business benefits for key stakeholders - customers, employees, managers. (AC2.1) (approx 250 words)
Q.4 An explanation of the application of employee engagement through job design, discretionary behaviour, role autonomy and organisational citizenship. (AC2.2) (approx 250 words)
Q.5 Please also comment on how you will transfer the new knowledge and skills gained during this assignment into working practices. You may also use this reflection for your CPD. (approx 200 words You should also include 3-5 references from up to date and relevant sources in order to support your findings.
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