Main Article Content
Since 2012 all the organisations are striving more toward employee engagement. According to Aon Hewitt, “The vast majority of HR practitioners state that employee engagement is one of the primary objectives of a talent strategy. Use of the term “employee engagement” is ubiquitous, and most of the organisations use a general definition of engagement as something employees delight to work for a particular organisation. It has become an important business indicator.
The paper looks at the new technological developments and its impact on employee engagement. It also shows how it could synchronise with the current need of the hour as making the organisation desirable to the prospective employees and helping the existing employees become the brand for the organisation. There is a correlation between Employee engagement and Employee satisfaction. In the paper I have tried to reflect upon the various factors for making an organisation from good to great through Employee engagement tools.
And in today’s times Employee engagement cannot be taken for granted as it is an indicator for good performing companies.
The paper is made through extensive exploratory and descriptive research methodology. The basic content is made with the help of Delloits research findings and other various papers, articles, surveys published.
The objective of the paper is to synchronise the relevant trends with employee engagement and making it as the core competency of an organisation. Its main aim is to help understand as to “how” organisations can sustain for a longer duration and that too as a winner.
How to Cite
Employee Engagement, Retention Practices, Transparency, Job Satisfaction, Best Practices in H.R.