Employee Engagement

(DiMarco, 2005) Mentioned how to grow an orientation plan, ·          Getting help from the commit and dedicated person can develop an orientation plan. ·          The Organizer should corporate with office staff to get the required documentation. ·          The Organizer should arrange a plan while thinking office background as well as family back ground. ·          Orientation plan should be specified when appearing information. Assumptions cannot appear. ·          To identify the issues of the new plan, prior to hiring the new employee orientation plan should share with existing employees and related parties. ·          Maintaining a proper record. ·          Working according to checklist. employee’s creativity while building a path to enhance skills will create a creative employee (Lee and Yang, 2015). One of the most considerable ways to the organization to enhance the efficiency of the organization's talent management system after productive re

Google has been very intentional about creating the culture they want. One purpose of that culture is google is to focus on transparency. This concept is to break down barriers, encourage creativity and collaboration. As a result, Employees are feeling empowered. Culture comes down to behavioural habits and Google, by creating a culture of transparency and freedom, creates habits of creativity. High Transparency leads to identify employee’s strength and capacity (Yi et al., 2016). Video 1 –Further Illustration of Google strategies of engagement ( Source – Google,2013) Employees who work at google self-motivated and committed to their work, where the employees are enjoying, ·          Free foods every day(Organic) ·          Free classes and lectures ·          Relax Office environment creates them to work freely and with less stress. ·          Gym and fitness facility ·          Free health and dental ·          Free Haircuts ·          Free dry cleani

According to researchers most of the leaders are creating or live in a background where the engagement barriers hard to overcome (Welbourne, 2007). According to Balaji (2014), the following are the circumstances for employee engagement, ·          Lack of Knowledge about employee engagement ·          Limitation of measurement of employee engagement programs ·          Effecting of the external factors ·          Difficulty in knowing teenaged thoughts ·          Insufficient of a corporation with superiors  Many dominant factors in south Africa pose a challenge to employee engagement. such as, the deepness of organization’s leadership style, Shortages of key resources, labour disputes, High poverty levels, Jobless and lack of proper education which directly affects employee engagement (Cawe, 2006). According to Kular et al, (2019) research states that all the countries socio-culture, Political and economic conditions of all the nations are varying hence the em

Employee   retention is an activity to remain the faithful employee in the organization while keeping away from to move another organization (Ivanovic, 2006). To create career opportunities and to create a path to develop the employees' career will straightly impact to reduce the staff turnover and to retain an employee with the organization (Francis, 2014). Unwanted staff turnover may grow the staff recruitment cost of the organization hence it is necessary to guarantee the organization’s employee retention (Taylor, 2002) . Organization have to incur major losses if they lose a fully equipped employee (Rancis, 2014). Video 1 – Further Illustration of Employee retention ( Source – Gregg,2018) Employee retention is a key element that all the organization have to admit in. Employee retention can be enhanced through developing an attractive and benefits program such as medical insurance and retirement savings plan. Providing training and mentoring help them