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Course Detail

Course Name Employee Engagement (EE)
Course Code 23HR639E
Program MBA
Credits 3
Course category Elective
Name of the Career Path Organizational Development & Management


Module 1

Module 1: Basics of Employment Engagement (6 hours)

  1. Introduction to Employee Engagement: Basics of employee engagement, definition and meaning.
  2. Business case for employee engagement, its importance and how it can improve performance?
  3. Importance of Communication – Employee voice.
Module 2

Module 2: Models of Engagement (6 hours)

  1. Models of Engagement: Strategies for Engagement.
  2. Creating Employee Centric Organization.
  3. Creating authentic Mission Statement.
  4. Flexibility, Philosophies, Policies and procedures.
Module 3

Module 3: Employee Engagement Strategies (6 hours)

  1. Employee Engagement Strategies: Communication
  2. Safety and Employee well-being.
  3. Orientation Role Clarity, Goals and responsibilities.
  4. Value systems, charitable and social programme branding.
Module 4

Module 4: Managing Sustainable Employee Engagement (6 hours)

  1. Empowering Employee.
  2. Suggestions – TEI Employee relations.
  3. Learning & Development performance Management.
  4. Selection and Assessment Intrapreneurship.
Module 5

Module 5: Drivers of Employee Engagement (6 hours)

  1. Leadership.
  2. Driving Multi – Generational workforce for engagement.
  3. Team building and team working barriers.

Course Description & Course Outcomes

Course Description

During the period of Industrial Revolution, there probably was not much of mention of the need to “engage” with the growing workforce to improve its industrial output. Labour in 19th century and early 20th century was motivated purely by work and the wage received which permitted the bare necessities to the working class which was food and water on the table and a place to live rather than anything intrinsic. This was reinforced by the situation that the supply of labour was more than the demand placed on it and work itself was motivational enough. Later however, unlike that of the animal Kingdom, human nature has an inherent desire to do more than simply survive but to grow and prosper well.

Moving to the present day, we know in spite of appalling level of unemployment in the younger population work alone is not enough for many of them. Although the supply is more than the demand, employers still find they have to work to do their best to attract young talent and to offer more than work itself to retain and unleash their full potential for productive use of the organization.

For many people work is not just about money, but being motivated by such things as working environment, the people within it, product and service, policies, social commitments, value systems and even the brand.

Employee engagement is now widely accepted as an important factor in achieving performance. Evidence suggests that the employee engagement has a significant effect on Organizations. It influences positively on productivity, profitability and safety.

The research done by CIPD reveals that the Employee Engagement and wellbeing are key for productivity, performance and success of Organizations and second the what the employees are managed is a vital determinant to their engagement.

It is an Organization’s interest that we create the conditions in which employees offer more than their capability and potential. To give their best each day committed to the organization’s goals and values. Stay motivated to contribute to organizational success, with an enhanced sense of their own well-being.

The objective is to help students understand what Employee Engagement is, why it is required, how to create better workplace to engage the employee positively and the methods, understand the new dimensions in technology and social media era. It is also very important to make students know the ways that can help sustaining Employee Engagement.

Course Outcomes& Learning levels

  1. Be able to acquire leadership skills and managerial skills.
  2. Able to analyze, evaluate, apply and create suitable Human Resource Management Policies and Programs.
  3. Be able to develop skills to analyze the organizational context and design appropriate HR strategies and programs.

Evaluation Pattern

# Assessment Component Percentage of Marks
1 Continuous Assessment * 60
2 End –Term Examination 40

*Based on assignments / Tests / Quizzes / Case Studies / Projects / Term paper / Field visit report.

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