Employee Engagement Degrees Improve Research Of Shenzhen A.D Company

Employee engagement is one of important index for vitality of human resourcemanagement in enterprises. Delicate workers are essential power for sustainabledevelopment of organizations and if workers are lack of professional dedication, theenterprise is going to bankrupt. But with the development of economic and especiallythe international financial crisis, companies face pay cuts and layoff, employees faceemployment pressure and so the staff turnover and job turnover rate rise increasinglyunder fierce competition. Managers complain about low quality and dedication ofemployees while the later complain non-humanization management and poorpayments and social benefits, so there are communication gap generated betweenthem. Domestic workers own well characteristics of loyalty, hardworking, dedicationand devotion. However, under background of rapid development of economic, staffloyalty decreases rapidly which affects sustainable and healthy development in ourcountry, so the research for employee engagement is extremely urgent. Studying theemployee engagement not only helping to understand situation and influence factor ofemployee engagement which provide reference for human resource management, butalso helping to find ways to improve employee engagement and strength coagulativepower and centripetal force which realize business goals of enterprises and increasebenefits. At the same time, through adjust management ways, enterprises can improveefficiency of workers and help workers to achieve personal growth and personalvalues, thus eliminating gap between mangers and employees and improving overalllevel of enterprise.Research based on examples can broaden research eyesight and scope and enrichthe content of the research. Depending on these backgrounds, the Shenzhen A.DGroup limited company was as study object, document analysis, questionnaire survey,normative analysis and empirical analysis were conducted to study internal meaningand current status of employee engagement, dissect force direction and size ofinfluence factors for employee engagement and provide correspond counter policies.