Attention HR professionals and business owners!
Are you ready to take your employee engagement and onboarding process to the next level? Look no further, because our Engaged Employees and Employee Onboarding Knowledge Base is here to revolutionize your approach.
With our dataset of 1526 prioritized requirements, solutions, benefits, results, and real-life case studies and use cases, you will have everything you need to create an engaged and motivated workforce.
Our carefully curated knowledge base consists of the most important questions to ask to get results quickly and effectively, all categorized by urgency and scope.
What sets our Engaged Employees and Employee Onboarding Knowledge Base apart from competitors and alternatives is its comprehensive and professional approach.
This product is specifically designed for HR professionals and businesses looking to improve their employee engagement and onboarding strategies.
So why settle for generic and outdated methods when you can have access to a specialized and proven system?Our product is user-friendly and easy to navigate, making it a perfect DIY alternative for those looking for an affordable solution.
You′ll have access to detailed specifications and an overview of the product, so you know exactly what you′re getting.
It′s important to note that our product is not just another resource on employee engagement or onboarding, it′s a unique combination of both, providing you with a holistic approach.
But what are the benefits of using our Engaged Employees and Employee Onboarding Knowledge Base? We′ve done the research for you and have compiled the best practices and strategies for maximizing employee engagement and creating a seamless onboarding process.
Our product also caters to various business sizes and industries, so you can trust that it will work for your specific needs.
One major advantage of our Engaged Employees and Employee Onboarding Knowledge Base is its cost-effectiveness.
Traditional training and consulting services can be expensive and time-consuming, but with our product, you′ll have a one-stop solution at an affordable price.
Plus, you can refer back to it whenever needed, saving you time and money in the long run.
We understand that every product has its pros and cons, and our Engaged Employees and Employee Onboarding Knowledge Base is no different.
But rest assured, our product has been tried and tested by professionals and has proven to be highly effective in creating engaged and onboarded employees.
So what does our product actually do? It provides you with a comprehensive set of tools and resources to effectively engage and onboard your employees.
You′ll have access to everything from employee satisfaction surveys to customizable onboarding templates.
This all-in-one solution will save you time, energy, and resources, allowing you to focus on other aspects of your business.
Don′t just take our word for it, see for yourself how our Engaged Employees and Employee Onboarding Knowledge Base can transform your workforce.
Say goodbye to disengaged and under-performing employees and hello to a motivated, productive, and loyal team.
Don′t wait any longer, invest in our product today and experience the benefits firsthand.
How exactly does your organization keep employees engaged when an exit may be a decade away?
Engaged Employees
The organization can keep employees engaged by providing challenging work, opportunities for growth and recognition, and a positive work culture.
1. Regular Check-ins: Regular one-on-one meetings to discuss performance, goals, and career development can keep employees engaged and motivated.
2. Opportunities for Learning and Growth: Offering workshops, training programs, or tuition reimbursement can help employees feel valued and invested in their own development.
3. Open Communication: Encouraging open communication and feedback from employees can foster a sense of inclusion and engagement.
4. Employee Recognition: Recognizing and celebrating employee achievements, milestones, and contributions can boost morale and motivation.
5. Team-building Activities: Organizing team-building activities, such as retreats or social events, can strengthen relationships and promote a positive work culture.
6. Clear Expectations: Providing clear expectations and objectives can give employees a sense of purpose and direction.
7. Supportive Management: Ensuring that managers are supportive and approachable can make employees feel valued and supported.
8. Flexibility: Offering flexible work arrangements, such as remote work options or flexible hours, can improve work-life balance and promote engagement.
9. Employee Wellness Programs: Implementing wellness programs, such as fitness challenges or mental health resources, can show employees that their well-being is a priority.
10. Opportunity for Advancement: Providing opportunities for career growth and advancement within the organization can keep employees motivated and engaged for the long-term.
CONTROL QUESTION: How exactly does the organization keep employees engaged when an exit may be a decade away?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
In 10 years, our organization aims to have a 100% employee engagement rate. Our goal is for every single employee to feel valued, motivated, and fulfilled in their role, leading to higher productivity, innovation, and overall success for the company.
To achieve this goal, we have implemented a comprehensive and proactive approach to employee engagement. Here are some key strategies and initiatives that we will focus on:
1. A Culture of Inclusion and Diversity: We recognize that every employee is unique and brings different perspectives, skills, and experiences to the table. Our organization will foster a culture of inclusivity, where employees feel comfortable being themselves and have equal opportunities for growth and development regardless of their background.
2. Meaningful Work: We understand that engagement comes from feeling like our work has purpose and makes a positive impact. To ensure this, we will regularly review and align job responsibilities with employees′ skills and passions. We will also encourage employees to voice their ideas and suggestions, making them feel like they are contributing to the company′s success.
3. Personalized Development Plans: Each employee will have a personalized development plan that aligns with their career aspirations and the company′s goals. This will include training, mentorship, and opportunities for growth within the organization.
4. Transparent Communication: Our organization will prioritize open and honest communication at all levels. Employees will have access to regular updates on the company′s performance, goals, and any changes or challenges. There will also be an open-door policy for employees to share their concerns or feedback at any time.
5. Work-Life Balance: We believe that a healthy work-life balance is essential for employee engagement. Therefore, we will offer flexible working options, such as telecommuting, compressed workweeks, and unlimited vacations, to allow employees to manage their personal and professional lives better.
6. Recognition and Rewards: We will have a robust recognition and rewards program to celebrate employee achievements and contributions. This will include bonuses, promotions, and public recognition to show our employees that their hard work does not go unnoticed.
7. Employee Wellness Programs: We recognize that a happy and healthy employee is a productive employee. Hence, we will offer wellness programs and resources to support employees′ physical, mental, and emotional well-being.
We are confident that by implementing these strategies, our organization will have a cohesive, motivated, and engaged workforce in 10 years and beyond. We believe that investing in our employees′ engagement will lead to long-term success for both them and the company.
"It`s rare to find a product that exceeds expectations so dramatically. This dataset is truly a masterpiece."
Case Study: Engaged Employees in the Long Run
Synopsis of Client Situation:
ABC Corporation is a multinational conglomerate with over 100,000 employees worldwide. The company has been in existence for over five decades and is known for its industry-leading innovations and market dominance. However, over the past few years, the company has been facing a major challenge in employee engagement.
The company′s HR department conducted multiple surveys and found that a majority of employees were not feeling motivated or committed to their work. The lack of engagement was leading to increased turnover rates, low productivity, and a negative impact on the company′s bottom line. Upon further investigation, it was revealed that employees were feeling disengaged because they did not see any growth or opportunities for advancement within the organization. The fact that an exit from the company seemed like a distant possibility, even a decade away, was demotivating for many employees.
Consulting Methodology:
To address this issue, ABC Corporation partnered with XYZ Consulting, a leading human resources consulting firm, to develop and implement a strategy to keep employees engaged in the long run. XYZ Consulting is renowned for its expertise in employee engagement and has worked with various Fortune 500 companies to improve their employee retention rates.
The first step in the consulting methodology was to conduct a comprehensive study to understand the underlying causes of disengagement among employees. This involved extensive interviews and focus groups with employees at all levels of the organization. The data collected from these interactions was then analyzed to identify common themes and trends.
Based on the findings, XYZ Consulting developed a customized approach for ABC Corporation. The overarching goal of this approach was to create a culture of continuous learning and development that would keep employees engaged and motivated for the long term.
Deliverables:
The key deliverables of the consulting project included the following:
1. Employee Development Plan: XYZ Consulting helped ABC Corporation develop a comprehensive employee development plan that focused on providing employees with opportunities for growth and development within the organization. This plan included initiatives such as job rotations, cross-functional projects, and mentorship programs.
2. Leadership Development Program: One of the key factors that determine employee engagement is the quality of leadership. To address this, XYZ Consulting designed and implemented a leadership development program for managers and supervisors. This program focused on developing effective leadership skills, including communication, team building, and coaching.
3. Employee Resource Groups (ERGs): XYZ Consulting recommended the formation of employee resource groups (ERGs) to foster a sense of community and belonging among employees. These groups brought together employees with common interests or backgrounds and provided them with networking and professional development opportunities.
Implementation Challenges:
The main challenge faced during the implementation of the consulting project was resistance to change. Many employees and managers were used to the traditional top-down approach to employee development, and it took time and effort to get them on board with the new initiatives. Additionally, there was some pushback from senior leadership who questioned the ROI of investing in employee development when the exit may be a decade away.
KPIs:
The success of the consulting project was measured using the following key performance indicators (KPIs):
1. Employee Engagement Index: The consulting team conducted a follow-up employee engagement survey six months after the implementation of the new initiatives. The results showed a significant improvement in the overall employee engagement index.
2. Employee Retention Rates: An increase in employee retention rates was observed, indicating that employees were more motivated to stay with the company in the long run.
3. Performance Metrics: Performance metrics, such as productivity and quality, were also tracked before and after the implementation of the consulting project. The results showed an improvement in these metrics, indicating an increase in employee motivation and engagement.
Management Considerations:
Apart from the specific deliverables and KPIs, there were a few management considerations that were critical to the success of the project. These included:
1. Clear Communication: The leadership team at ABC Corporation played a crucial role in communicating the rationale behind the new initiatives and the expected outcomes. This was essential in gaining buy-in from employees and managers.
2. Continuous Implementation: Employee engagement is an ongoing process, and it was crucial for the company to continuously implement and monitor the initiatives to ensure their success in the long run.
3. Supportive Environment: The success of the employee development plan and ERGs heavily relied on creating a supportive work environment where employees felt safe to take risks and learn from their mistakes.
Conclusion:
Through the partnership with XYZ Consulting, ABC Corporation was able to develop and implement a successful strategy to keep employees engaged in the long run. By providing development opportunities and fostering a supportive work environment, the company saw a significant improvement in employee engagement, retention rates, and performance. The success of this consulting project serves as a testament to the importance of investing in employee development, even when an exit may be a decade away.
Citations:
1. “Employee Engagement: A Roadmap For Creating Profits, Optimizing Performance And Increasing Loyalty.” Oracle Corporation, 2020, www.oracle.com/webfolder/resource/solutions/hcm/pdf/roadmap-employee-engagement.pdf.
2. Gupta, Sangeeta, and Prashant Mishra. Employee Engagement: How and Why. IUP Journal of Management Research, vol. XVII, no. 3, 2018, pp. 42-62.
3. Gallup. “Reengineering Performance Management: How Employee Engagement Drives Business Success.” Gallup, 2017, www.gallup.com/workplace/237018/employee-engagement-drives-business-roi.aspx.
4. Shuck, Brad et al. “Human Resource Development Practices and Employee Engagement: Examining the Connection Through Employee Perspectives.” International Journal of Human Resource Management, vol. 25, no. 2, 2014, pp. 233-252.
Are you ready to take your employee engagement and onboarding process to the next level? Look no further, because our Engaged Employees and Employee Onboarding Knowledge Base is here to revolutionize your approach.
With our dataset of 1526 prioritized requirements, solutions, benefits, results, and real-life case studies and use cases, you will have everything you need to create an engaged and motivated workforce.
Our carefully curated knowledge base consists of the most important questions to ask to get results quickly and effectively, all categorized by urgency and scope.
What sets our Engaged Employees and Employee Onboarding Knowledge Base apart from competitors and alternatives is its comprehensive and professional approach.
This product is specifically designed for HR professionals and businesses looking to improve their employee engagement and onboarding strategies.
So why settle for generic and outdated methods when you can have access to a specialized and proven system?Our product is user-friendly and easy to navigate, making it a perfect DIY alternative for those looking for an affordable solution.
You′ll have access to detailed specifications and an overview of the product, so you know exactly what you′re getting.
It′s important to note that our product is not just another resource on employee engagement or onboarding, it′s a unique combination of both, providing you with a holistic approach.
But what are the benefits of using our Engaged Employees and Employee Onboarding Knowledge Base? We′ve done the research for you and have compiled the best practices and strategies for maximizing employee engagement and creating a seamless onboarding process.
Our product also caters to various business sizes and industries, so you can trust that it will work for your specific needs.
One major advantage of our Engaged Employees and Employee Onboarding Knowledge Base is its cost-effectiveness.
Traditional training and consulting services can be expensive and time-consuming, but with our product, you′ll have a one-stop solution at an affordable price.
Plus, you can refer back to it whenever needed, saving you time and money in the long run.
We understand that every product has its pros and cons, and our Engaged Employees and Employee Onboarding Knowledge Base is no different.
But rest assured, our product has been tried and tested by professionals and has proven to be highly effective in creating engaged and onboarded employees.
So what does our product actually do? It provides you with a comprehensive set of tools and resources to effectively engage and onboard your employees.
You′ll have access to everything from employee satisfaction surveys to customizable onboarding templates.
This all-in-one solution will save you time, energy, and resources, allowing you to focus on other aspects of your business.
Don′t just take our word for it, see for yourself how our Engaged Employees and Employee Onboarding Knowledge Base can transform your workforce.
Say goodbye to disengaged and under-performing employees and hello to a motivated, productive, and loyal team.
Don′t wait any longer, invest in our product today and experience the benefits firsthand.
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1526 prioritized Engaged Employees requirements. - Extensive coverage of 161 Engaged Employees topic scopes.
- In-depth analysis of 161 Engaged Employees step-by-step solutions, benefits, BHAGs.
- Detailed examination of 161 Engaged Employees case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: Remote Onboarding, Diversity And Inclusion In Organizations, Conflict Resolution, Vacation Policy, Flexibility In The Workplace, Corporate Culture, Team Dynamics, Promotion Process, Succession Planning, Resilience In The Workplace, Budget Management, Health And Safety Protocols, Wellness Programs, Travel Policy, Action Plan, Corporate Social Responsibility, Employee Privacy, Hybrid Onboarding, Fees Structure, Risk Management, Data Security, Employee Advancement, Inclusive Communication, Return on Investment, Recognition And Rewards, Emotional Well Being, Vendor Management, Efficient Processes, HR Policies, Productivity Tips, Employee Self Care, Employee Selection, Cybersecurity And Remote Work, Sales Strategies, Social Network Analysis, Job Responsibilities, Charitable Giving, Career Path Planning, Benefits Overview, Differentiation Strategy, Visitor Logs, Mental Health Support, Security Protocol, Automated Alerts, Feedback And Criticism, Professional Networking, Organizational Structure, Company Values, Whistleblower Policies, Workflow Processes, Employee Handbook, Growth Opportunities, Supplier Onboarding Process, Goals And Expectations, Remote Performance Management, Ethical Standards, Customer Service Principles, Workplace Technology, Training Programs, Vetting, Virtual Talent Acquisition, Effective Employee Engagement, Collaboration Tools, Inclusivity In The Workplace, Innovative Training, Information Requirements, Stress Management, Digital Recruitment, Team Diversity And Inclusion, Engaged Employees, Software Training, Meaningful Work, Remote Work Onboarding, Innovative Org, Psychological Well-Being, Supplier Onboarding, Expense Reimbursement, Flexible Spending Accounts, Progress Check Ins, Inclusive Culture, Team Building Activities, Remote Work Expectations, Time Tracking, Onboarding Program, Employee Accommodations, New Hire Orientation, Team Building, Workforce Reskilling, Cyber Threats, Insurance Coverage, Onboarding Processes, Managing Remote Work Expectations, Vendor Screening, Workforce Continuity, Crisis Management, Employee Onboarding, AI Standards, Marketing Techniques, Workplace Etiquette, Telecommuting Equipment, Cultural Sensitivity, Change Management, Leadership Development, Leveraging Diversity, Tuition Reimbursement, Problem Solving, Performance Evaluation, Confidentiality Agreements, Mentorship Opportunities, Project Management Tools, Time Management, Emergency Procedures, Work Life Balance, Pulse Surveys, Project Management, Commuter Benefits, Creative Thinking, Managing Remote Employees, Workday HCM, Personal Growth, Maternity Paternity Leave, Non Disclosure Agreement, Release Management, Volunteer Programs, Candidate Engagement, Board Performance Metrics, Employee Retention Strategies, Professional Development, Cross Functional Collaboration, Quality Control, Code Of Conduct, Onboarding Gamification, Productivity Software, Workspace Setup, Flexible Work Arrangements, Retirement Planning, Decision Making, New Employee Onboarding, Performance Standards, Remote Work Guidelines, Diversity Incentives, Career Progression, Compensation Policies, Social Media Guidelines, Company History, Diversity And Inclusion, Data Protection, Reskilling And Upskilling Employees, Team Roles And Responsibilities, Continuous Learning, Management Systems, Open Door Policy, Employee Retention, Communication Techniques, Accessibility Accommodations, Employee Referrals, Remote Employee Onboarding, Workplace Satisfaction, Cybersecurity Awareness, Organizational Vision, Performance Goals
Engaged Employees Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
Engaged Employees
The organization can keep employees engaged by providing challenging work, opportunities for growth and recognition, and a positive work culture.
1. Regular Check-ins: Regular one-on-one meetings to discuss performance, goals, and career development can keep employees engaged and motivated.
2. Opportunities for Learning and Growth: Offering workshops, training programs, or tuition reimbursement can help employees feel valued and invested in their own development.
3. Open Communication: Encouraging open communication and feedback from employees can foster a sense of inclusion and engagement.
4. Employee Recognition: Recognizing and celebrating employee achievements, milestones, and contributions can boost morale and motivation.
5. Team-building Activities: Organizing team-building activities, such as retreats or social events, can strengthen relationships and promote a positive work culture.
6. Clear Expectations: Providing clear expectations and objectives can give employees a sense of purpose and direction.
7. Supportive Management: Ensuring that managers are supportive and approachable can make employees feel valued and supported.
8. Flexibility: Offering flexible work arrangements, such as remote work options or flexible hours, can improve work-life balance and promote engagement.
9. Employee Wellness Programs: Implementing wellness programs, such as fitness challenges or mental health resources, can show employees that their well-being is a priority.
10. Opportunity for Advancement: Providing opportunities for career growth and advancement within the organization can keep employees motivated and engaged for the long-term.
CONTROL QUESTION: How exactly does the organization keep employees engaged when an exit may be a decade away?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
In 10 years, our organization aims to have a 100% employee engagement rate. Our goal is for every single employee to feel valued, motivated, and fulfilled in their role, leading to higher productivity, innovation, and overall success for the company.
To achieve this goal, we have implemented a comprehensive and proactive approach to employee engagement. Here are some key strategies and initiatives that we will focus on:
1. A Culture of Inclusion and Diversity: We recognize that every employee is unique and brings different perspectives, skills, and experiences to the table. Our organization will foster a culture of inclusivity, where employees feel comfortable being themselves and have equal opportunities for growth and development regardless of their background.
2. Meaningful Work: We understand that engagement comes from feeling like our work has purpose and makes a positive impact. To ensure this, we will regularly review and align job responsibilities with employees′ skills and passions. We will also encourage employees to voice their ideas and suggestions, making them feel like they are contributing to the company′s success.
3. Personalized Development Plans: Each employee will have a personalized development plan that aligns with their career aspirations and the company′s goals. This will include training, mentorship, and opportunities for growth within the organization.
4. Transparent Communication: Our organization will prioritize open and honest communication at all levels. Employees will have access to regular updates on the company′s performance, goals, and any changes or challenges. There will also be an open-door policy for employees to share their concerns or feedback at any time.
5. Work-Life Balance: We believe that a healthy work-life balance is essential for employee engagement. Therefore, we will offer flexible working options, such as telecommuting, compressed workweeks, and unlimited vacations, to allow employees to manage their personal and professional lives better.
6. Recognition and Rewards: We will have a robust recognition and rewards program to celebrate employee achievements and contributions. This will include bonuses, promotions, and public recognition to show our employees that their hard work does not go unnoticed.
7. Employee Wellness Programs: We recognize that a happy and healthy employee is a productive employee. Hence, we will offer wellness programs and resources to support employees′ physical, mental, and emotional well-being.
We are confident that by implementing these strategies, our organization will have a cohesive, motivated, and engaged workforce in 10 years and beyond. We believe that investing in our employees′ engagement will lead to long-term success for both them and the company.
Customer Testimonials:
"It`s rare to find a product that exceeds expectations so dramatically. This dataset is truly a masterpiece."
"Thank you for creating this amazing resource. You`ve made a real difference in my business and I`m sure it will do the same for countless others."
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Engaged Employees Case Study/Use Case example - How to use:
Case Study: Engaged Employees in the Long Run
Synopsis of Client Situation:
ABC Corporation is a multinational conglomerate with over 100,000 employees worldwide. The company has been in existence for over five decades and is known for its industry-leading innovations and market dominance. However, over the past few years, the company has been facing a major challenge in employee engagement.
The company′s HR department conducted multiple surveys and found that a majority of employees were not feeling motivated or committed to their work. The lack of engagement was leading to increased turnover rates, low productivity, and a negative impact on the company′s bottom line. Upon further investigation, it was revealed that employees were feeling disengaged because they did not see any growth or opportunities for advancement within the organization. The fact that an exit from the company seemed like a distant possibility, even a decade away, was demotivating for many employees.
Consulting Methodology:
To address this issue, ABC Corporation partnered with XYZ Consulting, a leading human resources consulting firm, to develop and implement a strategy to keep employees engaged in the long run. XYZ Consulting is renowned for its expertise in employee engagement and has worked with various Fortune 500 companies to improve their employee retention rates.
The first step in the consulting methodology was to conduct a comprehensive study to understand the underlying causes of disengagement among employees. This involved extensive interviews and focus groups with employees at all levels of the organization. The data collected from these interactions was then analyzed to identify common themes and trends.
Based on the findings, XYZ Consulting developed a customized approach for ABC Corporation. The overarching goal of this approach was to create a culture of continuous learning and development that would keep employees engaged and motivated for the long term.
Deliverables:
The key deliverables of the consulting project included the following:
1. Employee Development Plan: XYZ Consulting helped ABC Corporation develop a comprehensive employee development plan that focused on providing employees with opportunities for growth and development within the organization. This plan included initiatives such as job rotations, cross-functional projects, and mentorship programs.
2. Leadership Development Program: One of the key factors that determine employee engagement is the quality of leadership. To address this, XYZ Consulting designed and implemented a leadership development program for managers and supervisors. This program focused on developing effective leadership skills, including communication, team building, and coaching.
3. Employee Resource Groups (ERGs): XYZ Consulting recommended the formation of employee resource groups (ERGs) to foster a sense of community and belonging among employees. These groups brought together employees with common interests or backgrounds and provided them with networking and professional development opportunities.
Implementation Challenges:
The main challenge faced during the implementation of the consulting project was resistance to change. Many employees and managers were used to the traditional top-down approach to employee development, and it took time and effort to get them on board with the new initiatives. Additionally, there was some pushback from senior leadership who questioned the ROI of investing in employee development when the exit may be a decade away.
KPIs:
The success of the consulting project was measured using the following key performance indicators (KPIs):
1. Employee Engagement Index: The consulting team conducted a follow-up employee engagement survey six months after the implementation of the new initiatives. The results showed a significant improvement in the overall employee engagement index.
2. Employee Retention Rates: An increase in employee retention rates was observed, indicating that employees were more motivated to stay with the company in the long run.
3. Performance Metrics: Performance metrics, such as productivity and quality, were also tracked before and after the implementation of the consulting project. The results showed an improvement in these metrics, indicating an increase in employee motivation and engagement.
Management Considerations:
Apart from the specific deliverables and KPIs, there were a few management considerations that were critical to the success of the project. These included:
1. Clear Communication: The leadership team at ABC Corporation played a crucial role in communicating the rationale behind the new initiatives and the expected outcomes. This was essential in gaining buy-in from employees and managers.
2. Continuous Implementation: Employee engagement is an ongoing process, and it was crucial for the company to continuously implement and monitor the initiatives to ensure their success in the long run.
3. Supportive Environment: The success of the employee development plan and ERGs heavily relied on creating a supportive work environment where employees felt safe to take risks and learn from their mistakes.
Conclusion:
Through the partnership with XYZ Consulting, ABC Corporation was able to develop and implement a successful strategy to keep employees engaged in the long run. By providing development opportunities and fostering a supportive work environment, the company saw a significant improvement in employee engagement, retention rates, and performance. The success of this consulting project serves as a testament to the importance of investing in employee development, even when an exit may be a decade away.
Citations:
1. “Employee Engagement: A Roadmap For Creating Profits, Optimizing Performance And Increasing Loyalty.” Oracle Corporation, 2020, www.oracle.com/webfolder/resource/solutions/hcm/pdf/roadmap-employee-engagement.pdf.
2. Gupta, Sangeeta, and Prashant Mishra. Employee Engagement: How and Why. IUP Journal of Management Research, vol. XVII, no. 3, 2018, pp. 42-62.
3. Gallup. “Reengineering Performance Management: How Employee Engagement Drives Business Success.” Gallup, 2017, www.gallup.com/workplace/237018/employee-engagement-drives-business-roi.aspx.
4. Shuck, Brad et al. “Human Resource Development Practices and Employee Engagement: Examining the Connection Through Employee Perspectives.” International Journal of Human Resource Management, vol. 25, no. 2, 2014, pp. 233-252.
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