Are you engaged enough: A study on trending engagement using AON Hewitt Engagement Model Noor Awanis Muslim (a*), Mohd Zulkeflee B. Abd Razak (a), Nur Ainna Ramli(b), Mohammad Annas(c)
Universiti Tenaga Nasional Malaysia (a)
Universiti Sains Islam Malaysia (b)
Universitas Multimedia Nusantara Indonesia (c)
Abstract
Engaged employees are very important for an organization. Engaged employees to a certain extent, are able to generate discretionary effort that is very valuable for the organization. Even though many findings on employee engagement are revealed, this article found that not many findings are exploring on how the employees are engaged. To see the trending of employee engagement is important- its findings may able to facilitate organization on human resource strategic planning and other management perspective related. Hence, this article aims to investigate on how engaged employees are to their organizations and for this reason, we only want to see the level of engagement within the employees. The selected respondents were taken from the education sector. The online survey is used as the tool to gather the respondents in which, 596 responded. The survey took about two months to gather data. SPSS is used to analyse the responses. The respondents were asked to assess their level of engagement based on AON HEWITT engagement model. The model assessed engagement was focused on three aspects- Say, Stay and Strive. The findings show that 93% of them who are engaged preferred to the Say level of engagement. Meanwhile, 86% of them chose Strive and the other 85% preferred at the Stay level of engagement. The results show that the employees preferred the most lite level of engagement which is ^Say^. The engagement drivers for the employees that preferred category of Say are the organization^s brand, company policies and leadership. From the view of tenure experience, two groups that are located in Stay of level engagement. This article suggests to retain employee^s engagement, the organization must consider employee life cycle and improve its emotional engagement between managerial and employees, enhance the information literacy and boost the engagement culture in the workplace.
Keywords: Engagement, AON HEWITT Engagement Model, Employee life cycle, Engagement drivers
