In working as an HR Professional, we often come across usage of the term “Employee Engagement” in multiple ways, with many meanings and various interpretations. In this series of blog posts, we will attempt to clarify the contours of employee engagement in practical terms, as well as point to some best practices and advice on Employee Engagement initiatives and processes in India.
What is Employee Engagement?
According to Wikipedia, “Employee Engagement is the extent to which employee commitment, both emotional and intellectual, exists relative to accomplishing the work, mission, and vision of the organization. Engagement can be seen as a heightened level of ownership where employees want to do whatever they can for the benefit of their internal and external customers, and for the success of the organization as a whole.”
The fundamental templates of HR have changed in recent years. The old order said that the essential and fundamental purpose of HR is to have the right person, in the right place at the right time. Availability of talent required by the organization was the primary purpose of HR. Today, even though this remains a given expectation, it has become obvious that there is no point in having talent available in the organization if it is not engaged with the purpose and not aligned to the larger goals and mission of the company. So, new definitions, concepts, and processes have emerged, giving birth to Employee Engagement. The mantra of Employee Engagement takes the work of HR into uncharted domains that involve integrating people with organizations in ways hitherto unexplored by HR professionals.
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