I have submitted this assignment based on my role of HR Business Partner with Kingston University Service Company Limited (KUSCO). KUSCO is a fully owned subsidiary of Kingston University providing facilities management services to its sole client employing staff from varied functions including Maintenance, Security, Reception and Admin Support, Cleaning & Caretaking.
What is Employee Engagement
Employee Engagement is a vast and varied area of Human Resources with several ways of defining it.
One of the pioneers of research in the area of Employee Engagement, William Kahn defined engagement as “the harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively,
…show more content…
David also points towards the dearth of theory based longitudinal studies focussed on impacting engagement levels and measuring their impact on the organisation. Guest argues “… the concept of employee engagement needs to be more clearly defined […] or it needs to be abandoned”.
In spite of this Engage for success agrees “Despite there being some debate about the precise meaning of employee engagement there are three things we know about it: it is measurable; it can be correlated with performance; and it varies from poor to great. Most importantly employers can do a great deal to impact on people’s level of engagement. That is what makes it so important, as a tool for business success” They further comment that We have decided, however, that there is too much momentum and indeed excellent work being done under the banner of employee engagement to abandon the
…show more content…
Few examples of locus of engagement are:
1. Organisation as a whole
2. Line managers
3. Work team
4. Job role
5. Profession
6. Customers
7. Career and self-development
Employee Engagement has been in discussion since the early 1990s and growing body of evidence that demonstrates the importance of employee engagement to organisational performance. Much stress is being given to this area in order for the organisation to achieve its maximum potential through optimum utilization of its human resources while still looking after the well-being of the