PROJECT PROPOSALTitle of the project: Employee engagement

INTRODUCTION The world top performing organizations understand that employee is engagement is a force that drives business outcomes. Success today requires a good bit more than good attendance. Yet, multiple studies in different countries and across industries show that employee who are passionate about their job and the organization in which they are work are n minority concept of employee engagement is a natural evaluation of past research on high involvement, empowerment, and job motivation , organizational commitment, and trust.

For the purpose if this study, we defined employee engagement as Employee engagement is a means of strategy, by which an organization seeks to build a partnership between organization and its employees such that: Employee is fully understands and is committed to achieve the organization and objective. It is seen largely the organizations responsibility to create an environment and culture conductive to this partnership.

The primary objective of the study is to A study of employee engagement at garden silk ltd. The secondary objective is to determine the level of engagement of the respondent regarding their job. To study the various factors which influence employee engagement from HR

perspective, examine the effect of engagement on individual outcomes. To give suggestion to acknowledgement and enhance their employee engagement level.

Literature ReviewThis working paper reports the findings of a literature review dissertation undertaken by Sandeep Kular in 2007, which formed part of her MA Human Resource Management degree at Kingston University. The dissertation contributed towards the development of a conceptual framework for the establishment of the Kingston Business School Employee Engagement Consortium, a research partnership aimed at developing knowledge and understanding of employee engagement, its drivers, and its consequences. Their interest in employee engagement began in 2006, when we were approached by the Chartered Institute of Personnel and Development (CIPD) to undertake a survey of levels of engagement in the UK workforce. We found that levels of Engagement nationally were low, but that high levels of engagement were associated with a host of positive outcomes for individuals and their employers. Our study revealed the value of engagement, but we wanted to know more about how engagement levels vary across different Sectors and contexts. Sandeeps work formed part of the next steps in developing this further research process.

The Consortium is now moving ahead with sharing knowledge and developing new insights into the nature of employee engagement and its impact on organizations.

Five key areas are being explored: What does employee engagement mean? How can engagement be managed? What are the consequences of engagement for organizations? How does engagement relate to other individual characteristics? How is engagement related to employee voice and representation? Sandeeps dissertation involved exploring some of the Relevant literature around each of these issues. Specifically she focused on three key Questions: How has employee engagement been conceptualized? How do individual differences relate to employee engagement? How does employee involvement relate to employee engagement? This working paper summaries a broad range of academic literature under each of these headings. We found it a useful contribution to our subsequent work, and we are grateful to Sandeep for pursuing her dissertation research with such depth and rigor. I trust it will be of Interest to anyone wishing to know more about this increasingly important area of Management practice. Conceptualizing Employee Engagement

Defining Engagement

One of the first challenges presented by the literature is the lack of a universal definition of employee engagement. One of the institutes defines employee engagement as the harnessing of organization members selves to their work roles; in engagement, people employ and express Themselves physically, cognitively, and emotionally during role performances. The cognitive Aspect of employee engagement concerns employees beliefs about the organization, its Leaders and working conditions.

Engagement and Employee Involvement Whilst some argue that employees are engaged if they have a positive attitude towards work, others such as Purcell et al (2003) suggest that employee engagement is only meaningful if there is a more genuine

sharing of responsibility between management and employees over issues of substance. The CIPD survey conducted by Truss et al (2006) suggests that strengthening employee voice can make a difference to organizational performance.

Their survey concluded that currently many organizations are not Very successful in doing this and as a result many employees felt they lacked opportunities to Express their views and be involved in decisions.

RESEARCH METHODOLOGYTITLE OF THE PROJECT Employee engagement at garden silk ltd.

PROBLEM IDENTIFACATIONIT takes actively participation and engagement to spot engagement of others! In an organization there is nothing more crucial than finding right employee at the right position. When people do jobs that just dont suit their liking. Inclination or temperament. The results, or rather than the lack of them will be disastrously obvious. Low productivity, dissatisfaction low morale, absentisam and other perhaps: there is another option EMPLOYEE ENGAGEMENT

A conscious, deliberate and approach undertaken to attract, develop and retain people with the aptitude and abilities and future organizational need

OBJECTIVE:

Primary objective: To measure the employee engagement at Garden silk pvt ltd. Secondary objective: To determine the level of engagement of the respondents regarding their job. To study the various factors which influence employee engagement from HR Perspective Examine the effect of engagement on individual outcomes. To give suggestion to the corporate to acknowledge and enhance their employees engagement level.

NEED OF THE STUDY:

The study is mainly carried out to find what initiative organization has taken for Employee engagement and specially what role HR

professional do play in increasing the self-motivation of employee productivity levels of customer approval and service quality, reliability. Confidence to express new ideas, organizational loyalty, less employee turnover absenteeism. The study seeks to help organization to realize the value of Employee engagement strategies. To help the organization to increase the job satisfaction of the employee that are valuable assets to them but also to retain them by

using simple economical and thoughtful acts that lead to high loyalty for the company on the part of the employee.

Scope of the studyWhen an organization gets right people, retains them, motivates them and develops them it gains competitive advantage, sustains itself and progress well. In order for organization to meet and surpass organizational objectives, employees must be engaged. The quality of output and competitive advantage of a company depends on the quality f the people, their sharing knowledge and contacts.

Data collectionSampling detail a. Universe/population:Employees b. Sample size: Total employees: 514 near to 15% of 514 i.e. 72 c. Sample technique:

Simple random sampling and its a cognitive research study d. Research Tool Structured questionnaire

Primary data collectionFilled up the questionnaire by organizations employee

Secondary data collectionInternet HR websites

Statistical toolsPie chart column chart

Limitation of the studyto conduct a survey

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Only 73 respondents from an organization were taken place which is

The time was one of the most constraints which come as barrier the survey because the topic is very huge devotion issue and needs lot of

I have no previous experience in research; despite of that I have done best of my knowledge and ability.