Project Presentation

TABLE OF CONTENTS
 i) Title of the project
 ii) Objectives of the study
 iii) Literature Survey
 iv) Methodology
 v) Data Analysis
 vi) Results and Discussion
 vii)Findings and Conclusions
 viii) Further scope of Investigation, if any
 Title of the project

A STUDY ON EMPLOYEES ENGAGEMENT

IN AN ORGANIZATION

 Name of Candidate: SNEHA MATHUR

 The award: The degree of Master of Business
Administration
 The year of submission: 2019
 Objective of the study
The project study deals with the following objectives:
 To know about employee engagement and its importance in
an organization
 To know about the methods to improve employee
engagement
 To know about the role of training to improve employee
engagement
 To find out the employee engagement strategies in
organizations.
 To benchmark the employee engagement practices adopted
in various organizations.
 Literature Survey
Employee retention continues to remain a top priority at many organizations
and one that companies increasingly view as a driver of business strategy.
Business-critical knowledge can walk out the door when an employee leaves the
company. While employee retention figures have long been used by companies
as a measure of their performance in developing an effective organization, this
view of employee retention is not only outdated, but these figures may not be
comprehensive enough to truly determine the organization's effectiveness.
The concept of employee retention is more complex than simply evaluating
employee turnover from one year to the next. These figures of employee
retention can be somewhat misleading — it isn't necessarily the number of
employees an organization loses, it's the number of top-performing employees
that leave the company that should be of concern. For example, management is
one of the key reasons employees decide to stay or leave an organization. If
there is high turnover among the management ranks, employees may also feel
unstable in this ever-changing environment.
 Methodology
Sampling technique
Initially, a rough draft was prepared keeping in mind the objective of the research. A pilot study was
undertaken in order to know the accuracy of the questionnaire. The final questionnaire was
arrived at only after certain important changes are incorporated. Convenience sampling
technique used for collecting the data from different investors. The investors are selected by the
convenience sampling method. The selection of units from the population based on their easy
availability and accessibility to the researcher is known as convenience sampling. Convenience
sampling is at its best in surveys dealing with an exploratory purpose for generating ideas and
hypothesis.

SAMPLING UNIT:
The respondents who are asked to fill out the questionnaires are the sampling units. These comprise
of employees of MNC’s, government employees, housewives, self-employed, professionals and
other investors.
 Methodology ..contd….
METHODS AND TECHNIQUES OF DATA ANALYSIS

Statistical tool:
Statistical techniques are to obtain findings and average information in logical sequence from the
raw data collected. After tabulation of data research have used the following quantitative
technique.
• Percentage analysis
• Bar Diagrams

Percentage analysis
Percentage refers to special kind of ratio. This method is used as making comparison between two or
more services of data. Percentage charts are used to decidable relationship. Percentage can also
used to compare the relative terries, the distribution of two or more services of data

Bar Diagrams
A bar graph or a bar chart is used to represent data visually using bars of different heights or lengths.
 Methodology..contd….
TYPE OF RESEARCH: EXPLORATORY

PRIMARY DATA: An instrument is used to collect the required information from the
employees and also interact, the employees personally. Primary data helps us in making
observation of employee’s behaviors, talk gestures which helped me in identifying and the
attitude of employees towards the training programme and the effectiveness of the training
programme in the organization.

The above factors are independent factors and retention of employees is dependent on it.

SECONDARY DATA: The secondary data is collected from various sources available within the
organization like Organizational web site, Company Past records, Library books, Internet,
Annual reports, Consulting administrative staff and from Consulting marketing Managers.
It was through a list of websites, books, journals, and newspaper and news magazines
articles as given at the end of this project in references, webliography and bibliography.
 Data Analysis
Statistical package
• SPSS software

• Likert scale: These consist of a number of statements which express either a

favourable or unfavourable attitude towards the given object to which the
respondents are asked to react. The respondent responds to in terms of
several degrees of satisfaction or dissatisfaction
 Results and Discussion
• As contrary to what managers believe that decision making is the most effective
tool, the employees still prefer rewards and recognition. The Managers should
focus on the rewards and recognition schemes in their organization.
• Practically people don’t give much importance to stress management programs,
work life balance and retirement plans so there is scope of improvement in this
area.
• As we have got a very good response from employees so the companies should have
the engagement strategies to retain the employees.
• To increase employee engagement, the organizations should provide variety: Tedious,
repetitive tasks can cause burn out and boredom over time. If the job requires repetitive
tasks, look for ways to introduce variety by rotating duties, areas of responsibility, delivery of
service etc.
 Findings and conclusions
 To engage the workforce, most of the organization surveyed periodically
recognize employees and provides flexible working hours.
 Nowadays employees are involved in decision making in the organization
and majority of the employees agreed on this fact.
 Most of the organizations allow their employees to participate in
performance appraisals and to set their own Key Performance Areas.
 Compensation & Benefit programs are observed as the most effective
rewards scheme
 For team building companies generally do small team recreational
activities and social activities.
 Majority of the sample are loyal towards their organization and they also
recommend their friends and relatives to join the organization.
Further scope of Investigation, if any
Employee retention continues to remain a top priority at many
organizations and one that companies increasingly view as a driver of
business strategy. Business-critical knowledge can walk out the door
when an employee leaves the company. While employee retention
figures have long been used by companies as a measure of their
performance in developing an effective organization, this view of
employee retention is not only outdated, but these figures may not be
comprehensive enough to truly determine the organization's
effectiveness.
The concept of employee retention is more complex than simply
evaluating employee turnover from one year to the next. These figures
of employee retention can be somewhat misleading — it isn't
necessarily the number of employees an organization loses, it's the
number of top-performing employees that leave the company that
should be of concern.
 THE END

THANKING YOU