Employee Engagements.

 Employee Engagement and Commitment According to (Porter et al, 1974) commitment has the relative strength of individual identification and participation in a particular organization no matter the size, the company can win for a long time with energetic employees and believe in the enterprise 's mission and understand how to achieve. As Guest, (1987) stated the human resources management policy aims to maximize organizational integration, employee engagement, flexibility and work quality. Employee engagement is when people at work are full of interest and enthusiasm for the work, even excited about  the work, and ready to redouble the efforts to make the best  to  complete the work ( Bevan et al,1997). Ex: World Health Organization continuously developing and innovate to respond to a changing world (who.net, 2020). (Beer et al,1984) identified commitment in their concept of HRM as a key dimension because can result not only in more loyalty and better performance for ...

 Reward Management Introduction Armstrong (2007) reward employees in a reasonable and consistent manner based on employees value to the organization to further achieve the organization's strategic goals. According to (Manus et al, 2003), total rewards include all types of rewards-indirect, direct, internal and external. Every aspect of the reward, namely the basic salary or contingent compensation, employee benefits and non-financial rewards are linked together. Ex INGO’s pay 13th month salary as bonus. According to Thompson, (2002) career opportunities, learning and development, the internal motivation provided by the work itself and the quality of work life provided by the organization. The significance of total reward Rewards can create a work experience that meets the needs of employees by formulating agreements to solve a wide range of problems, and by rewarding them with the most effective ways for resolving employees’ changing values, and encourages them to make more efforts...

Drivers of Employee Engagement.    Employee Engagement has transcended from being the latest business buzzword to being recognized by organizations as a tool that positively influences business performance. This linkage between organization performance and employee engagement was researched by ISR in 2006 by means of world-wide survey. The ISR study reveals that companies with high engagement scores saw an increase of more than 25% in EPS (Earnings per Share), while companies with low engagement scores saw a decrease of 11% in EPS. The results confirm the belief of many that engagement positively influences business performance. Hence, it is vital for companies to understand what “causes” employee engagement if they want to influence the “effect” i.e. Employee Engagement. By understanding these drivers and leveraging them, organizations can try and manage engagement levels of their employees. So what drives employee engagement? Several theories have been propounded that focus ...

 Conclusion - Employee Engagement According to the CIPD (2012: 13) employee engagement has become for practitioners of an umbrella concept for capturing the various means by which employers can produce additional or unrestricted effort from employees and willingness on the part of staff to work beyond contract. One of the attractions of participation is a clearly good thing. Managers like this concept because they like the idea of hiring employees rather than the prospect of leaving disengaged workers Guest, (2013). Keenoy, (2013) stated that the standard of employee engagement is "Mother and Apple Pie", and it is recommended to replace the term "engagement" with work commitment, authorization, high-performance management or "any other feasible solution" to solve the problem of improving employee productivity. According to (McGregor's,1960) theory "Y"-people are creative people who will not only accept but also seek responsibility under appro...