Employee Engagement- An ingredient for Retaining Organization Employees

Akanksha Gautam, Parul Khanna


Human beings coming together on a common platform to achieve the objectives of the organization and also to earn a living for their own are called as employees. The success of an organization depends on its employees and their loyalty towards work.

Organizations try to survive in highly capricious environment which is surrounded with radical trends, accelerating products and technological changes, global competition, deregulation, demographic changes and many other such regulations while dealing with such problems they must endeavor for building an information age society.

Due to this challenging environment the organizations and companies are constantly looking to prospect and maintain a workforce of top quality employees. Though attracting and retaining great talent can seem like a never-ending quest. The success of every organization reckons on numerous reasons but the most crucial which affects the organization's performance is its employee. Human resources play a fundamental role in achieving an innovative and high-quality product/service. If the employees of an organization are satisfied with their jobs, the organization can achieve its goals very candidly. The HRM practices aims at optimal utilization and management of their human resource effectively in order to achieve maximum output.

There has been lots of research work on retaining the employees in different sector; however this article aims to provide an understanding of the role of employee engagement in retention of the employees.

The engaged employees are less likely to leave their job. If an employee has no emotional commitment to their job, there is a greater chance that they will leave to pursue a job that offers, for example, higher remuneration or more flexible work conditions

This research paper utilizes an evaluative research methodology.

پاراگلایدر Full Text: PDF


  • There are currently no refbacks.

Creative Commons License
This work is licensed under a Creative Commons Attribution 3.0 License.

ISSN : 2251-1563