A Comprehensive Project Report On

A STUDY ON EMPLOYEE ENGAGEMENT IN IT INDUSTRY

Submitted To Shayona Institute Of Business Management
In Partial Fulfillment Of The Requirements For Summer Internship Programme For The Award Of The Degree Of Master Of Business Administration

In Gujarat Technological University

Under The Guidance Of

Faculty Guide: Prof. Jui Yagnik Prof. Prashanti Kothari Submitted By:

Kinjal Patel (Enrollment No: 118200592065) Jinkal Patel (Enrollment No: 118200592037)
Mba Programme 2011 2013 (Semester Iii/Iv)

Index
No. 1. History Of IT Industry Overview Of IT 2 Literature review Definition Of Employee Engagement Process Of Employee Engagement Advantages Of Employee Engagement Dimension Of Employee Engagement Phases Of Employee Engagement Characteristics of Employee Engagement Strategies of Employee Engagement Drivers of Employee Engagement Role in Change Management 3 4 5 6 Research Problem Research Objective Sampling Method Bibliography Particular Page No 2 5 8 8 9 10 12 13 16 17 19 27
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29 29 30 31

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1. History of IT Sector

* The Information Technology (IT) Sector has been one of the hotshots of Indian economy. Remarkable transformation and growth of the economy has created opportunities both in exporting software and services and in the domestic market. * The Indian IT & ITES Sector has grown considerably over the last decade to contribute over 6% of the countrys GDP. * Growth in Indian information technology in the world market is primarily dominated by IT software and services, including system integration, IT consulting, application management, custom applications, infrastructure management, software testing and web development.
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* Competitive factors such as skilled workers, adequate telecommunication networks, and an improving policy and regulatory environment have enabled both domestic and foreign firms to rapidly expand in the internationally competitive IT services sector. * Though the United States & United Kingdom still remains the dominant market, accounting for about 79%, for the Indian IT-BPO industry, the Continental Europe and Asian markets are catching up as they witness higher growth in demand. * In contrast, the IT hardware segment has lagged and has focused very largely on the domestic market, which remains heavily dependent on imports of components and finished IT goods. * Government is actively pursuing measures to stimulate the growth of Electronics Hardware Manufacturing Industry in the country.

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* India is regarded as the premier destination for the global sourcing of IT-ITeS, accounting for almost 51% of the global sourcing market size of $94 billion . * India now has a 62% share of the global technology services market (IT Services, Engineering Services and R&D) of about $58 billion and a 32% share of the Global Business Outsourcing Market of about $37 billion. * With the BPO going strong for the past few years, the Knowledge Process Outsourcing (KPO), which may be called the highest level of the BPO, is still at a nascent stage of development in the country. * It is expected that emergence of the KPO market will offer high-value services in off shoring and help the Indian ITeS Industry to climb the global value and knowledge chain. * The team at Ventures Middle East has brought a report a report on the Information Technology Industry in India , which provides a comprehensive understanding of the in assessing the market opportunities in this robust and dynamic market. * Besides providing detailed analysis of the Indian Electronics & IT hardware and Software & Services Sectors, the report also conducts a scrutiny of the various political, economic, social, technological, legislative and environmental trends impacting the sector. * It provides a complete technology road map on how the Indian IT sector has evolved over the years and detailed information about the policies and events. * The key highlight of the report is that it presents a complete and coherent competitive overview of the Indian Information Technology.
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entire market dynamics of the Information technology sector to assist players interested

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* Along with a detailed profile of top players in the industry, the report further details various business models adopted by the leading players in the sector. * This study is a critical guide to understanding the forces that produce the changes in the IT/ITeS Market and in making informed decisions on the industry.

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IT Overview
The IT Department components include hardware and software support, training, networking, system installation and repair, technology research and daily computer operations. At the broadest level, managing IT is the practice of overseeing and running a company's information technology (IT) investments and systems. The highest level IT person in a company is usually the chief information officer (CIO), who participates in strategic planning with senior managers to determine how IT can help the company achieve its business objectives. These objectives might include getting to market faster with a new product or reducing the amount of inventory it carries. At companies of all sizes, IT spending is one of the biggest line items in the budget. Large enterprises typically spend between one percent and 10 percent of revenues on IT, depending on the industry. A large company's major IT systems typically include:
Enterprise resource planning (ERP) :A STUDY ON EMPLOYEE ENGAGEMENT IN IT INDUSTRY |

Manufacturing companies use ERP to run the business, tracking and entering orders, transferring them to the factory for production and then out through the supply chain for distribution to the ultimate customer.

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 Customer relationship management (CRM) :-

This system collects data directly from the customer (such as demographic data, product preferences and future buying intentions) and uses this data to plan marketing campaigns, improve customer service, and design better products. Internetworking :The corporate local area network (LAN) connects employees to databases and applications and lets them share data. The network may be based on wired (traditional) or wireless LAN technology. Corporate offices are connected via a wide area network. (WAN). ECommerce platform :In the age of the Internet, virtually all companies sell their goods and services to their market (whether consumer or business) via Web sites. ECommerce
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platforms run the gamut from high-profile retailers' Internet shopping sites to business-to-business(b2b) sites that a company's customers and suppliers can use for self-service functions such as order tracking. In past years, millions of companies all over the world spent Enormous sums of money on technology without realizing a return on Investment (ROI). As a result, senior management demanded better oversight of technology purchases with more emphasis on justifying the proposed project before allocating the funds. An alternate form of justification, called total cost of ownership (TCO)analysis, has gained popularity.

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 This involves analyzing not only the initial cost of the hardware and software to determine project costs but also the cost to train employees as well as maintain and run the system over its entire lifecycle. Outsourcing IT is an outgrowth of the focus on achieving value for money spent on IT. The theory behind IT outsourcing is that an expert third party can handle IT functions most efficiently and less expensively than the company itself. Companies increasingly desire to stick to their "core competencies," the functions that provide them competitive advantage in the marketplace. Though a related phenomenon, offshore outsourcing has gained prominence recently, companies have off-loaded IT functions including help desk IT infrastructure and data warehouse to outside providers for decades. Another related approach is the application service provider (ASP) model through which companies "rent" software applications or equipment from the provider for a monthly fee. When companies outsource IT functions to outsourcers or ASPs, service level agreements(SLAs) define every aspect of the arrangement between customer and provider, outlining the level of service to be provided (such as 99.9 percent network availability)and the consequences if that level is not met (such as a schedule of fee refunds). Tech Target provides enterprise IT professionals with the information they need to perform their jobs - from developing strategy, to making cost-effective IT purchase decisions and managing their organizations' IT projects - with its network of technology-specific Web sites, events and magazines.
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2. Literature Review
Employee Engagement: The individuals involvement and satisfaction with as well as enthusiasm for work OR A positive, fulfilling, work-related state of mind that is characterized by dedication, and absorption Process of E_Engagment:The success of any organisation is the higher involvement, engagement and dedication of employees towards their jobs and their continuous performance to attain more, it is
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necessary to keep their spirits high, motivate them to perform their best always and generate a breed of satisfied and dedicated employees. Employee Engagement is not a one time process that can quickly bring results; rather it is an ending process that will go on till the existence of an organisation. As it is an established fact that there is a clear link between organisational performance and employee engagement, every organisation seeking sustenance and growth in the ever changing world of work quickly respond to the needs of employees along with designing and implementing a customised process to increase the levels of employee engagement. The following are a few basic steps in this process based on the best industry practices.

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1. Prepare and Design: The first step in the process is about discovering the

specific requirements of your organisation and deciding the priorities. After that a customised design of carrying the whole process can be designed.
2. Employee Engagement Survey: Design the questions of the employee

engagement survey with the help of an appropriate media. It can be either in printed form or set online depending upon the comfort level of the employees and
3. Result Analysis: It is the most important step in the entire process. It is time
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your questionnaire evaluation process. when reports are to be analysed to find out what exactly motivates employees to perform their best and what actually disengages them and finally compels them to leave the organisation.
4. Action Planning: How to turn the results of the survey in to an action is a

challenging question that organisations need to deal with the care. Coaching of line managers as well as HR professionals is very important in order to tell them how to take appropriate actions to engage employees. They should also be told about dos and donts so that they can successfully implement the changes.
5. Action Follow-up: Action follow up is necessary in order to find out if the action

has been taken in the right direction or not and if it is producing the desired results.

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Communication involves plan follow-up, providing timely information and involvement of each level of organisational hierarchy.

Advantages of Employee engagement:

-They will perform better and are more motivated

-There is a significant link between employee engagement and profitability -Engaged employees will stay with the company, be an advocate of the company and its products and services, and contribute to bottom line business success. -Creates a sense of loyalty in a competitive environment. -Provides a high energy working environment. -Engaged employees serve as a brand ambassador of the organisation.

Element of E_Engagement
A commonly agreed upon definition would be physical, psychological or emotional involvement of the employee while at work.Four things are important when we talk about employee engagement; commitment, motivation, loyalty and trust..
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1. Commitment: Commitment means the degree to which individuals associate

themselves with the job, the responsibilities and the organisational objectives. Engaged employees are those who are fascinated by their work and committed to face every challenge to attain their goals. They are dependable and highly productive and therefore, are accountable for what they do.

2. Motivation: Up till recently it was believed that the biggest motivation is

achievement. The reverse is also true, which means achievement results in more motivation. If employees put in their 100 percent efforts to take their organisation to the next level, this attained status motivates them more than anything. Proper rewards and recognitions can further motivate them to achieve more and more for their organization.

towards the organisation. The best part is that they need less focus and attention of managers to perform their task as they themselves feel accountable for their job responsibilities and results attained.

4. Trust: High levels of employee engagement can be fostered only when trust

prevails in the organisation from both the sides. As they share strong emotional bond with the organisation, the latter should also show trust in their abilities. Employees must be given autonomy to perform their tasks their way. They should not be restricted to a specific rules and regulations and therefore, should be motivated to experiment to perform their task in a different and innovative manner.

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3. Loyalty: Employees who are actively engaged in their work show more loyalty

Apart from this, organisational culture, a well established and duly followed reward system including compensation, benefits, stock exchange options and recognition and personal growth and satisfaction of employees are also important factors in improving the levels of employee engagement.

Dimensions of Employee Engagement

There are different dimensions of employee engagement that make productive organisations stand apart from the rest and determine their destiny. Things like what employees get in exchange for the efforts they put to perform the delegated tasks, if employees are able to perform their best, if they are treated as an important asset or just a means to perform the job and how they can grow if they stick to their organisation are of great importance.

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What Do I Get: Employee engagement to an extent depends upon what people get in exchange for performing the job. This includes basic compensation, benefits, organisational culture and working environment. These are basic elements that motivate them to join the organisation and perform the given task with complete dedication. What Do I Give: This helps employees to understand what exactly they are expected to give the organisation. This includes defining their job responsibilities that they need to fulfil and tasks that they need to perform. The human resource team and immediate

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supervisors or managers need to tell them clearly what they are expected to do. It creates more meaningful relationships among seniors and subordinates and workgroups. Do I Belong to the Organisation: Even employees would like to stay with the organisation that treats them as their integral part and not just the means to get the job done. Their Opinion gives them satisfaction and motivates them to put their best to meet organisational goals. How Can I Grow: Continuous growth including promotions, salary , rewards and recognition are most essential tools to retain employees in the organisation. New challenges and opportunities to learn keep them motivated towards their work life and encourage them to give their best even during crisis.

Phases of E_Engagement
Employee engagement is a concept that has begun to grab the attention of the corporate world for past few years. When put simply higher levels of employee
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engagement mean higher profitability of the organisation. Employee engagement is critical. It makes sense to engage employees and make them find a meaning in what they do. Those employees who do not understand what they contribute towards the success of their organisation will not stick to it for long. They would rather consider leaving in a few months or years as and when they are offered a high-paying job. Employee engagement is a long term process and goes through various phases describing the level of the engagement, involvement, attachment and belongingness between employee and employer. These phases of employee engagement make a continuous cycle that each organisation aiming to achieve increased profitability must undertake.

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1. Attract

The first phase of the employee engagement cycle is attracting the best talent from the industry. This phase involves creating a positive impression about the work culture and employee career as a potential employer. It is all about carefully creating an authentic, genuine and crafted image as an employer. The first phase is the most important phase of the employee engagement cycle.
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Another aspect spreading the reputation of an organisation is its employees. Their job and career satisfaction speaks about their workplace. Besides attracting the talent from the outside, it is important to keep the existing employees attracted towards the organisation.
2. Acquire

The acquire image involves more than one thing. It includes (1) the way the potential candidates are interacted while advertising a position; (2) keeping the promises that were made while hiring them and (3) providing the new joiners a right kind of work culture. When an organisation advertises a position, interested candidates apply. The way their applications are created, the reaction of the organisation and the

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manner in which they are approached speak a lot about the image and work culture of an organisation. Hiring the best talent not only serves the purpose. During their (Some Holidays) initial period with the organisation, the company must try to keep all the promises that were made during the selection process. Besides this, they should feel happy and satisfied when their expectations are tested against the reality. Providing the right kind of culture also plays an important role in keeping them engaged. The whole idea is to prepare them to perform their best by giving them challenging tasks right from the beginning.
3. Advance

It not only involves promoting the employees to a higher designation along with Job rotation can help them grow in experience, responsibility and belongingness but only when it is done right. Advancing the employees in every aspect, be it monetary or non-monetary, is the key to retain people and develop their overall personality.
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salary increments but also growing them in other tangible and intangible ways.

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Characteristics of an employee engagement

Mutual Trust: Trust is the base of any organisation. Letting people do their work without telling them how to perform it is one of the best ways to engage staff.
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Employees welcome each others opinions and find out a wide variety of ways to accomplish a particular task. Job and Career Satisfaction: Job satisfaction is one of the main characteristics of an engaged workforce. The individual who is satisfied with their career and the way their career graph is raising prefers to stick to the organisation for a very long period of time. Switching the organisations frequently is not a characteristic of satisfied employee. Credible Leadership: As mentioned earlier, an engaged workforce doesnt need directions for performing a specific job from time to time. Employees know how to do it in the best possible manner. They not only exhibit credible leadership qualities in routine tasks but also come up with innovative ways to deal with crisis or emergencies. Focused and Keen to Take up Challenges: An engaged workforce is entirely focused and knows what to do and when. They are always keen to take up new challenges in order to solve the existing problems in the organisation as well as acquire new skills.

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Better Performance: Employee engagement is directly related to better performance. Employee performance is the only way to measure the engagement, involvement and dedication of employees towards their jobs. Problem Solving Attitude: Engaged workforce not only delivers its job responsibilities but also keeps a problem solving attitude always. A highly engaged employee displays a sense of belongingness towards the organisation and makes every effort to solve the problems that pose a hindrance in the organisations way of success. The above mentioned are the essential characteristics of an engaged workforce. However, mutual respect, commitment, enthusiasm, optimism and discretionary efforts to serve customers better are add-on characteristics that an engaged employee generally exhibits.

Employee Engagement Strategies

The employee engagement cannot be improved only by designing and implementing effective human resource strategies but their involvement and quality of output produced
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by them also depends on their relationships with their subordinates and seniors. It is a basic need of human beings to belong and to be belonged. Such collaborations can be a major contributor to the success of a company. Until recently, solutions facilitating two-way communication including top-to-bottom and bottom-to-top were given much important but nothing has been done to foster the open communication and collaborations among employees. The way they interact with each other determines the health of any organisation. A perfect balance of respect, care and competitiveness should be prevailed in the organisation to keep them actively engaged in their jobs. Mutual support and healthy relationships contribute majorly to the organisations success.

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1. Unify the Experiences: Conduct an employee engagement survey in order to

find the factors responsible for engaging and disengaging employees. Unify the common experiences and problems and design employee engagement strategies accordingly. Sharing of feedback in written is one way of
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communicating the experiences and problems.

2. Evolving Through Open Communication: Open communication or face to face

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communication in the form of discussions can really help in bringing the various issues and identifying the main problems in the organisation. It is very essential to establish a proper communication where everyone can put their views and suggest a solution too. Most of the top organisations ask for suggestions and new ideas from their employees and then offer rewards on giving the best proposal.
3. Providing

Proper

Communication

Channels:

Some

employees

are

comfortable with open face-to-face communication styles whereas there are some who want to give feedbacks and suggestions in written. Discovering the best channel of communication and establishing a proper route to share feedbacks and views plays a vital role.
4. Enabling Conversation Fluidity: Whichever way of communication you choose,

ensure that it has required fluidity. There should not be any hindrance in the

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established method of communication. Not being able to provide feedback or share problems and experiences can lead to frustration and distress among employees. Therefore, ensure that there are no barriers to communication. This can also result in disengaging the engaged employees.
5. Manage Communication: Managing communication is the last but the most

important step in the entire process. Managers should keep a check on the entire process in order to ensure that it is not adversely affecting the health of the organization.

Drivers Of Employee engagement :1. Work/Job Role - Employees must see a link between their role and the larger

organization goal. Understanding this linkage provides an intrinsic motivation and increased engagement. Most employees will come to work on time without possessing a sense of belonging and will try and complete assigned tasks even without possessing that sense achievement on completion of task. However, an employee that sees a clear linkage on how his/her role contributes to the organization will go the extra mile and help create organization wealth.
2. Work Environment/Organization Culture - The bond between an employee
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and the organization is cemented when the employee identifies with the culture of the organization. An employee is engaged and motivated to stretch beyond the call of duty if he/she finds the work environment enabling and supportive.
3. Rewards and Recognition - The bottom line is that people work to earn which

helps fulfil ambitions. Equitable pay coupled with rewards and recognition programs enhances motivation and leads to commitment and engagement.
4. Learning and Training Opportunities - As Lawyer (2006) put it - People Enjoy

Learning. This is especially true in the case of todays millennial workforce that constantly looks at enhancing knowledge and skill. Skill and Knowledge enhancement is not just important for the employees but providing a learning culture is essential for organizations to remain relevant in the constantly changing business landscape.

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5. Performance Management - An effective performance management system

contributes positively to employee engagement. Goal setting lies at the root of any performance management system. Clearly articulated goals, a fair and just means to judge performance and timely, rational feedback are critical elements in creating a bond between the employee and his/her organization.
6. Leadership - It is a well recorded fact that most resignations happen because

the employee is not satisfied with his/her boss. An organization that spends time and effort in grooming leaders who are aligned to its goals, culture and people invests well. New age industries have a young and dynamic workforce that looks for autonomy in decision making, increased responsibility and accountabilities.
7. Other Factors - Clear and open communication, quality of interaction with peers,

collaboration, organization policy, organization performance are all contributing factors to employee engagement.

Job/role of employee
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helps to improvement of employee engagement.

1. Clear Role Definition - Engagement begins even before the employee joins

work. Carving out a clear job description will actively engage a potential hire and help convert him/her into an enthusiastic joiner and then engaged employee.
2. Paint the Larger Picture - During the peak of hiring activity, my team and I were

given a tough time about new joiner renege and attrition of existing employees. Most of the time, we oscillated between bearing the brunt and/or retaliating by throwing our hands up, buying time or throwing industry data points as reference but never did we understand the true impact till one of the business leads sat us down and connected the dots for us and articulated the $(dollar) impact of each of our activity. That day, we graduated to truly becoming business partners.
3. Job Rotation - The grass on the other side is always greener. While the revenue

generating/client facing entities believe that the support staff (like admin, human

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resources, finance) has a cushy job, the support staff often complains of a vendor like treatment at the hands of the former. An employee can contribute his best if he/she can see how his/her role ties in with the larger organization goals or explore linkages of his/her role with other teams in the organization. For this purpose, tools such as job-rotation, multi team projects, best practice sharing by teams can be leveraged effectively by organizations. Such interactions help create an informal and seamless source of information across teams which helps employees to perform effectively and efficiently.
4. Goal Setting - A realistic and time bound goal that clearly mentions linkage to

the organization goal is an important aspect in building an engaged workforce. This will be dealt with in greater depth in the following chapter which deals with Performance Management as a driver of engagement.
5. Job Loading - Organizations can effectively use both vertical-loading i.e. job

enrichment and horizontal-loading i.e. job enlargement to motivate employees. Both these approaches allow an employee to explore and use their strengths and also beat work monotony.

An expert on engagement, David Zinger is a Canadian based management consultant whose work is designed to fostering relationships to increase the employee engagement in your organisation. With an experience of more than 25 years in this field, he is able to combine the current researches with practical approaches in order achieve substantial results.Based on his extensive and thorough work on employee engagement, he has introduced a workable model that throws light on various aspects of employee involvement, dedication and engagement. The model is called Zinger Model on Employee Engagement. The model provides organisations with 12 keys that a manager must follow to achieve significant results.

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Zinger Model Of Employee Engagement

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1. Achieve Results: Achieving the desired results, i.e., higher levels of employee

engagement is the ultimate aim of the Zinger model; however, the process is well supported by various other steps. The managers need to work on self as well as the employees of the company through well crafted strategies.
2. Craft Strategies: Crafting appropriate strategies to achieve higher levels of

employee engagement is the first and foremost task. It involves a lot of planning and considerations of employee as well as organisational requirements. Managers can seek helps from professional management consultants in order to craft effective strategies.
3. Enliven Roles: Employees will love their work when it seems interesting to them.

Managers should work on redefining their tasks and responsibilities in a manner

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that eliminates the element of boredom from their job to keep them interested in their work.
4. Excel at Work: Motivating employees to perform work certainly pays off. An

organization must have a system for recognizing and rewarding employees for their efforts so that they remain stimulated to perform better and better.
5. Get Connected: Managers must remain connected to their subordinates so that

they can share their problems and ask for advice to perform their tasks. Communication is the backbone of every managerial process.
6. Be Authentic: Being real and genuine is what is expected from a leader. Top

management, HR people as well as immediate managers should show genuine concern towards the problems of employees and make dedicate efforts to help them get rid of it.
7. Live Recognition: Recognizing the efforts of employees in front of everyone not

only boost their moral but also encourages them to stay with the organisation and perform their best always.
8. Fully Engage: The desired results can be achieved in the fastest possible way

only if employees are fully engage. A comprehensive study about what actually implementing appropriate strategies is the next step.
9. Identify with Organisation: Employees stay in organisation for long years if
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engages or disengages the employees must be conducted. Designing and

they feel connected to their organisation. Management should understand that they are their most important assets without which nothing can be achieved.
10. Serve Customers: Only engaged employees can serve their customers in the

best possible manner. Maintain a tradition and culture to offer the best services to the customers. Making employees aware of this tradition of the organisation from time to time can help a great deal.
11. Develop Personally: Organisation should not only focus on attaining its goal but

also on the overall development of an employee. Employees who grow with the organisation are deeply connected to their workplace and always ready to walk that extra mile to achieve success for it.

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12. Attain Happiness: Happy and satisfied employees are the most important

assets of an organisation. The secret behind the success of highly productive businesses is their happy employees.

Hygfiene Factor and Motivation Factor :Employee engagement has been linked with almost every aspect of management in some or other form. Although there are not enough evidences to support a direct relationship between them but several factors show that they are indirectly connected with each other. In the same way, the hygiene and motivation factors have also been associated with employee management. In fact, they have proven to be dependable and unswerving predictors of the level of involvement and engagement of employees towards their jobs. Motivation factors are intrinsic conditions that influence the level of employee engagement. They have the ability to satisfy ones own psychological needs including sense of achievement, personal and professional growth, proficiency and status in the
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organization. The psychological fulfillment at any stage of an individuals career plays a vital role in determining his or her involvements and commitment towards their work as well as the organization. Hygienic factors, on the other hand, are considered the extrinsic conditions that motivate employees to perform their best and feel committed towards their work. The factors such as working conditions, organizational culture, remuneration, perks and benefits, job security and relationship with colleagues and subordinates and immediate supervisors play an important role and make them stay within the organization and grow with it.

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Recognition: It is the prime responsibility of an organization to recognize the efforts made by employees. Along with its HR department and a reputed management firm, it should establish a well-defined reward and recognition program. Employee Empowerment: Employees should be given an autonomy to make their work related decisions. This helps them perform the task in the best possible manner. Moreover, this gives them a platform to be creative and perform an assigned task in a unique manner. Career Progression: The talent is attracted to work with only those organizations that can help them build up a career. Organizations must have clear and well defined policies regarding the career progression of its employees.

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Motivation Factors

Personal and Professional Growth: This is something that motivates employees to work harder and perform their best. If they see their personal and professional growth with the organization, they will stay and develop a feeling of belongingness towards the organization. Interesting and Challenging Work: Different tasks must be assigned to employees at different times. Managers should try to assign them interesting and challenging tasks that motivates them to do something different from their routine job and feel a sense of achievement. Sense of Achievement: Last, but not the least, the sense of achievement gives psychological fulfillment to any individual at the end of the day. Organizations can help their employees achieving this feeling by recognizing and rewarding their efforts.

Hygiene Factors
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Remuneration and Benefits: The wages and additional benefits are the first requirement to attract a pool of talent and actively engage them in their jobs. Job Security: Individuals want to associate themselves with only those organizations where they can have job security. Highly productive and most reputed private firms are far more popular than government sector companies just because they offer good compensation, job security and excellent working conditions. Relationships with Peers, Subordinates and Seniors: It is the basic need of an individual to belong and to be belonged. Cordial relationship with other employees at the workplace creates a positive work environment. Employees do not hesitate in offering or seeking help from others to execute an assigned task in the best possible manner. HR Policies and Procedures: HR policies and procedures of a company reveal a lot about its working. Companies with well defined HR policies attract a bigger pool of talent as well as is successful in keeping their employees actively engaged.

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Role in Change management

Various independent and organisation based studies have revealed (Aware) that employee engagement is the heart and soul of the change management process. Multiple researches at highly productive and reputed organisations seeking new competitive advantages in this ever changing business environment have exposed that the higher level of engagement, involvement and dedication of employees is the primary requirement to successfully implement a change initiative taken by the management. While there is no single clear link between employee engagement and change management but various themes and interpretations can be extracted depending upon the studies and researches conducted by the organisations and change management experts. It is believed that the greater the employees are engaged, the more likely they would go an extra mile to deliver the best performance and adopt various changes implemented in the organisation. Their fondness towards the organisation, their dedication towards their work, their keenness to achieve more and their job satisfaction actively engaged in their job, they will readily support the change management initiative taken by the management. Employee engagement has been listed as a primary requirement to the success of a change management process. A proper communication channel and project management are the backbone of any business function. But where employee engagement, involvement, dedication, ownership and accountability are built, things become relatively easier. However, it doesnt mean that organisation can take it easy and assume that engaged employees will always welcome a change initiative. The moment they feel that it is not bringing a positive change in their way of working, organisational culture, work environment or their overall personality development, they will be reluctant to take it further and be a part of it.
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support all business processes that are related to bring a change. If employees are

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The organisation needs to carefully communicate it so that employees interpret in the similar manner as it has been communicated. Until both top management and employees are on the same side and think alike about a specific change initiative, it is almost impossible to take it to the next level and implement it.

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3. Research Problem
More employees are looking for new opportunities outside their organization. Employees worldwide view opportunities to apply their talents, career development and training as top drivers of job satisfaction. The actions most correlated with high engagement are not always the ones that receive the most favorable ratings.

4. Research Objective
To Increase retention ratio and decrease attrition ratio in the Organization. TO Enhance Employee Motivation and Job Satisfaction. To Increase Productivity and Profitability. To Increase Communication level and Trust among the Employees.

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5. Sampling Methods:
Sampling Methods Are Classified As Either Probability Or Non Probability. In Probability Samples, Each Member Of The Population Has A Known Non-Zero Probability Of Being Selected. Probability Methods Include Random Sampling, Systematic Sampling, And Stratified Sampling. In Non Probability Sampling, Members Are Selected From The Population In Some Nonrandom Manner. These Include Convenience Sampling, Judgment Sampling, Quota Sampling, And Snowball Sampling. The Advantage Of Probability Sampling Is That Sampling Error Can Be Calculated. Sampling Error Is The Degree To Which A Sample Might Differ From The Population. When Inferring To The Population, Results Are Reported Plus Or Minus The Sampling Error. In Non Probability Sampling, The Degree To Which The Sample Differs From The Population Remains Unknown. Probability Sampling: Random Sampling:
`

Systematic Sampling Stratified Sampling

Area Sampling

A STUDY ON EMPLOYEE ENGAGEMENT IN IT INDUSTRY |

Non Probability Sampling Convenience Sampling Judgment Sampling Quota Sampling Snowball Sampling

Population:
Population For The Study Comprised in IT Industry In Ahmadabad.

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Sample Size:
Our Sample Size is 150 employees In IT Industry in Ahmadabad.

6. Bibliography
http://www.deccanherald.com/content/246182/strategies-employee-engagement.html https://worksatisfied.com/?gclid=COqmitnS5rMCFUwb6wodaB8Arg http://informationaboutITindustry.com http://nisharaghavan.com/5-rules-of-employee-engagement/#more-1629

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