EMPLOYEE ENGAGEMENT

  Digitalization of work and the process of work environment is a decisive factor in increased long term employee wellbeing and organizational competitiveness (  Preda, Crisan, and Stanica ,2014).   Parry and Stefan (2014) define that digital technology and its sectors plays an important role in both human resource management (HRM), which has an indirect impact on employee life style and organizational behaviors. It focuses on the impact of these changes on HRM in terms of changes in the workforce, especially with respect to the use of technology in conducting HRM activities. According to Weldon (2018), the main challenges to becoming a digital organization are: Lot of discussions pertaining to ownership and control of different processes A change resisting culture Need to know that digitalization not suitable for every part of the business Handling talent gaps also poses challengers for workplace behavior Complex and existing processes may not work under digital en...

  Employee motivation was measured by using scale of Maslow’s hierarchy of need theory about motivation. (Jahagirdar, 2012) Key elements considered for Employee Motivation were basic needs (SELS), such as  Safety  Esteem  Love  Self-actualization. Motivation is said to be a changing phenomenon, which means the type of motivation as well as the level of motivation varies (Ryan and Deci, 2000). McGregor’s, (1957 Perhaps the fluctuations in the engagement levels may be directly impact to the variability in motivation. McGregor’s (1957) further describes work underlines the system of motivation. The variability of  motivational effects  is due to the change in employee expectations. When people seek for external benefits such as monetary rewards. Existing employee engagement and motivation programs - Delta One Software Division, Chennai (Monika M,2012) Team outing Program    -   Every team of the organization plans for an outin...

  Much research in the business world has shown that workforce engagement is directly correlated with some positive organizational outcomes. (Gorman & Gorman, 2006) including the following: Maximize productivity Increased profitability Lower levels of sick leave use Fewer complaints of unfair treatment Less work time missed due to workplace injury or Illness Lower levels of attrition Higher levels of customer satisfaction The employees who are well recognized to performance management practices were also scored highly on Employee Engagement (Wright et al., 2005). Most organizations identified that importance of engaging and keeping main employees, and they make biggest efforts in these areas. Past research found that performance management is the one factor that influences performance Anitha, (2014). Effective leadership has been associated with employee engagement (Zhang, 2014).   Employee appraisal system and Performance evaluation is a very important to any organiza...

  Towers Perrin (2003) define as engagement identified both state of mind and nationality as core components. They found that emotional factors are linked to employee satisfaction and the sense of inspiration and affirmation they get from their work and from being part of their company. The employee satisfaction level in the organization is satisfactory. The following points are introduced to the management to improve employee commitment leading to employee engagement. (Journal of Economic Development, Management, IT, Finance and Marketing 2012) These include, · Communications programs · Reward schemes / Appreciations · Activities to build the culture of the organization · Team building events Work satisfaction and employee retention are closely linked to work performance (Harter, Schmidt & Hayes, 2002; Bernotavic, 1997). In high level of employees’ job satisfaction, employees can contribute a higher form of commitment and loyalty, which is usually known as em...

  (Greenhaus et al., 2003)  defined as Work-Life Balance is  “The extent to which an individual is engaged in and equally satisfied with their work role and family role defined three components of work-family balance.” Time balance - Equal time frame devoted to work and family Involvement balance - Equal involvement in work and family life Satisfaction balance - Equal satisfaction with work and family life The control between work and life is the individual perception that work and non-work activities are compatible and promote growth according to individual’s  current life priorities (Kalliath and Brough, 2008). Work and life balance can provide organizations with the opportunity to learn new ways of good working environment (Lee et al., 2000). Thompson et al, (1999) said that managerial support was the main predictor of work life balance  initiative use. In other hand, family type managers may provide staff with the flexibility to meet external commitments or ...

  The competitive environment on the banking sector was widely altered over the past several decades due to rapid changes the banking sector experiences, such as technology development, deregulation, and globalizations (Chen, 2012). Technological advancement helped the come in to new products and services to the industry, changed the speed and way of catering financial services, and controlled cost (Beccalli, 2007). while Globalization created an environment where lot of investors entered into the market (Nellis, McCaffery, & Hutchinson, 2000).   The Banking sector of the world Contributes a higher percentage to the GDP under service sector. Banks are cannot exists without their employees (Budhwar, and Debrah, 2013). They always work to improve the efficiency of their employees( Budhwar, and Debrah, 2013). Employee engagement is a key factor for improving a banks competitive benefits and financial strength (Albrecht, 2018). (Bailey, Madden, Alfes, and Fletcher,2017) found ...

  Employee engagement is a wide concept and including many researched ideas such as engagement, loyalty and additional role of behaviors  (Rupa,2017). An engaged employee always given meet the organization’s needs, takes initiative, energy and supports the organization’s culture and values, stays focused and vigilant, and believes they can make a difference (Macey, 2006).   In practice, organizations typically define engagement as being a biggest part of the organization, having more pride and loyalty in the company, being committed, and going “more and beyond the call of duty”. Kahn ,(1990) defined employee engagement as ‘The harnessing of organization members’ selves to their work roles.   Robinson et al, (2004) said engagement as one step ahead of employee commitment. They define employee engagement as a positive attitude of employees towards their organization success and its values, wherein employees have awareness of business context and work to improve...