SYNOPSIS REPORT

(Final Year | 4th Semester)

A Study on Employee Engagement Strategies at Cosmos Impex

Private Limited

Submitted By:
Harshal Keshwani
Roll No. 17531002

Navrachana University
School of Business and Law

Under the Guidance of:

Dr. Hitesh Bhatia,
Associate Professor & Academic Program Coordinator,
School of Business & Law (SBL),
Navrachana University.
Introduction

For the past several years, Employee Engagement has been the buzz word in Human Resource
study and also in the corporate circles. Before 1980’s employers expected loyalty in exchange
of commitment of the employees and they offer lifetime commitment. Then in 1980’s
revolution had started regarding flexibility in all issues because of globalization. Organizations
were rigid and the wages were lower, then the rules of the game changed, so as a result
employer had to change. In this situation high quality talent left the organization and
productivity suffered, skilled employees were not willing to work overtime and do not want to
invest extra effort which leads to decrease in productivity. So as to solve this issue employee
engagement came in into picture to solve employer, employee and worker issues. Even in the
21st century in spite of providing good package and benefits, many employees are losing top
performers/ talents without any obvious reason. In this context employee turnover is normal, if
an organization is truly engaging its employees, giving opportunity for growth and
development, the possibility of unexpected loss of skilled, experienced and motivated quality
workforce is less.

According to Gallup report, Employee Engagement has a direct relationship with

productivity, profitability and employee retention (Buckingham & Coffman; Coffman &
Gonzalex-Molina). But there are no relationships with other elements like Job Satisfaction
(Fisher & Locke)

What is Employee Engagement?

Employee Engagement is a workplace approach resulting in the right condition for all
members of an organization to give their best each day. Employee Engagement is based
on trust, integrity, a two-way commitment and communication between and
organization and its members. It is an approach that increases the chance of business,
success, contributing to organizational and individual performance, productivity and
well-being.

Employee Engagement is the emotional attachment employees feel towards their place
of work, job role, position within the company, colleagues and culture and the affect
this attachment ha on wellbeing and productivity.
Employee Engagement definition vary from “a positive emotional connection to an
employee’s work” to “engaged employees are inspired to go above and beyond the call
of duty to help meet business goals.”

Robinson, Perryman and Hayday (2004) defines employee engagement as “a positive

attitude held by the employee towards the organization and its values. An engaged
employee is aware of the business context, works with colleagues to improve
performance within the job for the benefit of the organization. The organization must
develop and nurture engagement, which is a two-way relationship between employer
and employee”. They say that engagement overlaps with commitment and
organizational citizenship behavior, but it is two-way relationship. They say it is ‘one
step up’ from commitment.

Kevin Kruse – Forbes (2012) defines it as employee engagement is the emotional

commitment the employee has to the organization and its goals.

Significance of the Study

Employee Engagement activities within an organization has proven to reduce staff

turnover as well as improve productivity and efficiency of its employees which lead to
retain customers at higher rate, and make profits. Most importantly, engaged employees
are happier, bot at work and in their personal life. When an organizational workforce is
engaged, it results into more enthusiasm and energy.

When the competition for top talent is fierce, and the training cost associated to new
hires is high, organization these days spend huge chunk to retain talent, so employee
engagement is considered to be an important variable for the majority of organizations
as it enables the organization to outperform and deliver superior performance so as to
gain competitive advantage.

Engagement takes committed and motivated employees to the next level. Engagement
employees make additional efforts to learn more and be creative. They not only
concentrate on personal advancement but they also cater to achieve organizational goals
as well. They have the feeling that they really can contribute to the success of the
organization.
Objectives

➢ To understand the employee’s expectation and their level of job satisfaction at

Cosmos Impex Private Limited
➢ To understand the employee’s views in order to help the organization to
formulate appropriate employee engagement practices.
➢ To know the factors that influence the effectiveness of employee engagement.

Research Methodology

Universe

The universe of the research comprises of employees and employers belonging to

different departments of Cosmos Impex Private Limited.

The diverse group of employees which comprises of line managers to employees and
workers from different departments.

Sample

A sample size of 45 employees working at Cosmos Impex will be selection from various
departments and from each level of the hierarchy through simple random sampling
technique.

Tool for Data Collection

Primary data is the data that will be observed or collected. The data will be collected
through a well-structured questionnaire. The questionnaire will be distributed to
respondents working in various departments in Cosmos Impex.

Analysis of Data

It will be done using SPSS test like simple frequency analysis in order to analyze the
data acquired through primary source of data collection tool i.e. questionnaire.
Limitation of the Study

1. The focused group comprises of employees working in the same company

working under a singular management. This creates a trend line among the data
collected as the remuneration and pay structure is similar for all respondents, this
increases the limitation pertaining to diversity.
2. The respondents also come from a semi-urban region with a common life style
and spending pattern.