Based on above develop a model of organizational engagement with its drivers and outcomes and measures to assess each.

Each of these barriers needs to be worked sequentially to reach to an operational implementation. This study will work through these barriers individually to develop a model of organizational engagement that is specific to our industry context.

 

Contracting Firms: Setting up the Organizational Context

Many of the Small Medium Enterprises (SME) operating in German/European Aerospace market are involved in providing staff either as individuals or as part of service contracts on projects either being executed by larger enterprises or national or European agencies. Many of these projects run for decades and staff can be based at customer premises for the whole duration of projects. Staff working on these projects has to work under guidelines provided by customer for their day to day work while also ensuring adherence to their organizations processes. Many times customer managers are directing the projects and are responsible for designing the jobs and contracting company doesn’t have much say or leverage in work environment their employees find themselves in. These employees have few touch points with organizations they work for and mostly related to Human Resource processes: timesheet submissions, travel re-imbursements, meetings with line managers (maybe on site or off site), yearly appraisals and get together at company level functions once or twice a year.

 

Since the nature of work is very specific, experienced staff is a huge asset for these companies as for winning new contracts the experience of its people in that area plays a significant role. Also, employees based at customer sites are more aware of changes and requirements in projects and can provide insights in new opportunities that may not be visible from outside. Based on the above, experienced employees are highly sought after by competition as well. For such companies it becomes imperative to develop a strategy of employee engagement that can help them not only in retaining staff but winning new business based on their insights and discretionary efforts that are aligned with organizational goals. However, for such companies owing to limited influence on job and work employees do at customer site the only avenue to engage employees will be through organizational engagement that will be the focus of this study. In the rest of the document wherever contracting firms is referred it refers to companies operating under this context and employee engagement will be equated with organizational engagement.

 

Study Objectives:

Based on above discussion and context the main objectives of this study are:

 

1)Analyze the literature on employee engagement and define what employee engagement means in our organization context.

 

2) Based on above develop a model of organizational engagement with its drivers and outcomes and measures to assess each.

 

3) Validate the model using data from employee survey.

 

4) Based on the outcome propose an effective employee engagement strategy to company management.

 

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