an employee engagement report answering 7 questions

| March 17, 2019


an employee engagement report answering 7 questions in order below is the module guidelines Guidance for Learners: Employee Engagement (5ENG) To achieve a pass, learners should provide a written briefing paper and a short set of slides of approximately 3900 words in total which reflects the guidance given below. They do not have to give the presentation. Learners should relate academic concepts, theories and professional practice to the way organisations operate, in a critical and informed way, and with reference to key texts, articles and other publications and by using organisational examples for illustration. All reference sources should be acknowledged correctly and a bibliography provided where appropriate (these should be excluded from the word count). AC 1.1 Learners should offer a brief definition of employee engagement and include the principal dimensions – intellectual, affective, social. They should explain if and how it differs from organisational commitment, job involvement and job satisfaction illustrating their explanation with examples. AC 2.1, 2.2 Learners’ should list the principal drivers e.g. opinions on management, employee voice, meaningfulness of work, employee well-being etc. and offer an brief analysis of the business benefits for key stakeholders – customers, employees, managers AC 1.2 Learners should briefly explain the need for aligning employee engagement with components e.g. organisation’s purpose, values and mission and business strategy. AC 3.1 AC 3.2 AC 3.3 Learners should briefly evaluate different diagnostic tools e.g. employee attitude or climate surveys, focus groups, metrics e.g. employee turnover, absenteeism rates Learners’ should give an example of an employee value proposition (or brand promise). This may be their own organisation’s or from another organisation. They should list the hallmarks of a ‘good’ employee value proposition e.g. unique, relevant and compelling. Learners should give examples of relevant HR strategies to raise levels of employee engagement e.g. sounding boards, focus groups, think tanks, inputs to strategy and a few examples of measures to address any barriers e.g. methods of influence and persuasion, evidence-based arguments.

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