An Empirical Study On HD Company's Employee Engagement

Employee engagement is always an important factor for modern enterprise.The employee with a dedicated spirit will stand out from the competition and be attractive to the enterprise.One of the important goals of talent management is to encourage dedication to the company.Because the team group with high dedication and strong implementation force will bring higher performance to enterprises.Employee engagement is an important index to measure the enterprise management validity,and having such dedicated employees is one indispensable motive for an organization to develop constantly.Instead,if the employees are highly burnout in an enterprise,this enterprise will definitely show its inefficiency and display a sense of exhaustion.In recent years,China's economic structure has been influenced by macro-economy.The demand for real estate investment and fundamental construction is decreasing.The worldwide economy is in recession,resulting in a decreased need for steel,and international steel price has fallen.The domestic steel industry is at an excessive production status,so this problem cannot be resolved through export.This has resulted in HD company having a reduced output,profits are in recession,finance is at loss and the losses are increasing.In addition there is low staff initiative and work quality is often very low.How to advance the employee engagement,cultivate their sense of belonging and dedication to the enterprises,and match suitable employees to the correct position,and make best use of talents is the problem that the HD company faces at his difficult time.Based on the above current situation,this thesis aims to further analyze the survey results and verify its validity.First of all,on the basis of journal and magazine articles,it specifies the survey background,current situation and theoretical basis of employee engagement.It also uses related mature questionnaire contents from Hewitt Associates combined with the HD company,extracted and compiled into 35 selected questions of employee engagement.It is developed from six dimensions of staff's department,their service years,age,education degree,job level and gender,analyzes the indexes of nine engagement factors including enterprise belonging,administrator,salary welfare,procedure system,career growth,work environment,performance evaluation,work status,customer guidance,and fully understand the engagement level of existing staffs in HD company;besides,through EXCEL table and SPSS 19.0 statistical software,it screens and analyzes 253 copies of the collected effective questionnaires,adopts reliability and validity analysis,factor analysis,descriptive analysis,one-way ANOVA and other statistical methods,and obtains the scores of employee engagement of the HD company in different dimensions and the causes of the lagged engagement scores.In the end,from three different factors,including individual,work and organizational,it discusses the countermeasures of improving the employee engagement in HD company,and wishes to provide a kind of thinking that can be used to deal with the problems of employee engagement for domestic and overseas enterprises.