A study on employee engagement strategies and employee satisfaction

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A STUDY ON EMPLOYEE ENGAGEMENT STRATAGIES IN RELIANCE
CHAPTER-1
1.1 INDUSTRY PROFILE:
In India Retailing is one of the backings of the economy & records for15percent its
Gross domestic product. The retail in India advertise anticipated to be US$ 450 billion and
one of the great 5 business facilities on the earth by means of economic esteem. India is one
of the growing retail advertises on earth, with 1.2 billion individuals Indian retail market.
1.2 INDIAN RETAIL MARKET:
Indian marketplace extreme issues in the phrases of a inclusive physical unfold wonderful
customer favorites various with the aid of every location requisite a want localization even in
topographical sectors. India has highest wide variety of openings in keeping with person
Indian retail area in step with capital at 2 sq.feet person is remaining inside the global retail in
India thickness of 6 % is maximum in the worldwide 1.eight billion family in India have an
yearly revenue of ended rupees forty five lakhs. India provides a massive shop possibility
given the No, & cumulative shopping energy of clients, There are important tasks as
properly agreed that over ninety percentage of skill is led executed nearby shops.
1.3 CHALLENGES INCLUDE:
physically single people, complicated sending community, little use of IT schemes, limits of
mass media and being of fake items. Some of union & amp; achievements consume
commenced in Indian retail market. Estimations the multi emblem market to domesticate to
$220 billion through 2020.
1.4 WHAT ORGANIZES THE RETAILING INDUSTRY INCLUDE?
 Departmental shops
 Discount shops
 clothing shops
 Specialty shops
 comfort Provisions
 Grocery goods

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 Drug shops
 home furnishing shops
 automobile outlets
 Direct income file and mail order firms
 A few e-commerce industries
1.5 THE IMPORTANCE OF RETAILING:
 In India retailing grow to be projected at Rs. 18000 crores in 2002-2003 & has
grown at about 40 percentage over the past 3 years.
 Retailing has a super impact on the monetary machine. it involves high every year
income and employment. As a wonderful deliver of employment retailing offers a
huge kind of career possibilities such as store control, retailing and owning a retail
enterprise.
 Consumer gain from retailing in that shops perform advertising skills that makes it
viable for clients to have get right of entry to to a wide form of services and products.
Retailing also permits to create time and beliefs. store’s capability additionally allows
to enhance a products image.
 stores contribute inside the classification manner through process by collection of
products and services from a wide variant of providers and imparting them for sale .
The width and depth of collection depend upon the character store’s strategy
 They provide information to customers via advertising, indicates & symptoms and
sales personnel. Marketing research care is given to other channels, individuals.
 Retailing in a way, is the very last level in advertising networks for client
merchandise. Shops offer the essential hyperlink between manufacturers and final
purchasers.

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1.6 COMPANY PROFILE:
Reliance Retail is the retail initiative of the group and is central to our consumer facing
businesses. It has in a short time forged strong and enduring bonds with millions of
consumers by providing them unlimited choice, outstanding value proposition, superior
quality and unmatched experience across all its stores. Reliance Retail has adopted a multi-
prong strategy and operates chain of neighborhood stores, supermarkets, wholesale cash &
carry stores, specialty stores and online stores and has democratized access to a variety of
products and services across diverse segments for Indian consumers. Serving the food and
grocery category Reliance Retail operates Reliance Fresh, Reliance Smart and Reliance
Market stores. In the consumer electronics category Reliance Retail operates Reliance
Digital, Reliance Digital Express Mini stores and Jio stores, and in fashion & lifestyle
category it operates Reliance Trends, Trends Women, Project Eve, Reliance Footprint,
Reliance Jewels and AJIO.com in addition to a large number of partner brand stores across
the country. Reliance Retail has the distinction of being the largest retailer in the country.
Reliance Retail’s commitment to “bettering the lives” has been embodied in its pursuit to
make a difference on social socio economic issues in India. The initiative has brought
millions of farmers and small producers to the forefront of the retail revolution by partnering
with them for growth. Deep insight into India’s economic, cultural and consumption diversity
drives Reliance Retail’s vision in the retail universe. The operating model is based on
customer centricity, while leveraging common centers of excellence in technology, business
processes and supply chain. More importantly, it has built a strong and unwavering
foundation through its extraordinary people. Our nationwide network of retail stores offers a
world-class shopping environment and unmatched customer experience. Reliance Retail has
emerged as the partner of choice for International brands and has established exclusive
partnerships with many revered international brands such as Diesel, Super dry, Hamleys,
Ermenegildo Zegna, Marks and Spencer, Paul & Shark, Thomas Pink, Kenneth Cole, Brooks
Brothers, Steve Madden, Payless Shoe source, Grand Vision and many more. Reliance Retail
reported a turnover of Rs. 1,30,566 crore for the financial year 2017-18. As on 31st Mar
2018, Reliance Retail operates 10,415 stores across 6,600+ cities with a retail area of over 22
million sft. Reliance Retail Ventures Limited, a subsidiary of Reliance Industries Limited is
the holding company of Reliance Retail Limited which operates the retail business.

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CHAPTER-2
2.1 REVIEW OF LITERATURE & RESEARCH DESIGN
T.SUHASINI AND DR.K.KALPANA (2018):
The study reveals that Employee Engagement is a comprehensive task and cannot be
accomplished by the effective training programs also. Organizations can improve
engagement by opportunity thinking, enhancing employee decision making, and
commitment. Employee engagement results in reduced turnover intentions and increased
innovative work related behavior.
V.SIVA KUMAR (2015):
This study describes that the high level of employee Engagement increases the growth of the
organization and acts as a retention strategy. From this study it is observed that employee
engagement in private banks is not satisfactory.
NP MYILSWAMY, DR.R.GAYATRI (2014):
According to their research “A study on Employee Engagement: Role of Employee
Engagement in organizational Effectiveness”, it is concluded that the level of Engagement
determines employees productivity and their intention to stay in the organization. Employee
Engagement drives organizational effectiveness by improving loyalty, retention, safety,
productivity and profitability. And the employees who are highly involved in work are more
engaged.
JOHNSON (2011):
Asserts that if applied correctly the engagement data can well act as a warning system for the
organization, the study reports a negative correlation between the specific instances of work
place deviations and levels of EE within the organization.
SWEETMAN & LUTHANS 2010:
Defined from the psychological perspective, engagement is a state-like phenomenon which is
portrayed as an affective-cognitive state-like condition. It is not a temporary state such as
mood nor as relatively non-malleable as fixed characteristics such as personality traits.. It is
deemed quite stable.

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FERNANDEZ (2007):
Displays the dissimilarity between job satisfaction, the well-known construct in management,
and engagement competing that employee satisfaction is not the same as employee
engagement and since managers cannot depend on employee satisfaction to retain the best
and the brightest; employee engagement becomes a critical concept.
Towers Perrin (2007):
Investigated and reported that those organizations with more engaged employees
subsequently increased their operating income by 19% and earnings per share (EPS) by 28%
annually.
Saks (2006) :
Argues that organizational commitment additionally differs from engagement in this it refers
to a person’s perspective and attachment towards their organization, whilst it could be argued
that engagement is not simply an attitude, it is the degree to that a personal is focused to their
work and absorbed within the performance of their role. In addition, while OCB involves
voluntary and informal behaviour that can help co-workers and the organization, the focus of
engagement is one’s formal role performance rather than purely extra-role and voluntary
behavior. The publication of the Conference Board of USA (2006) describes employee
engagement as an intensified emotional association that an employee feels for his or her
organization that influences him or her to utilize greater discretionary effort to his or her
work.
MC. BAIN (2006) :
According to him employee engagement is a modern concept, which defines employees’
commitment, job satisfaction and involvement.
ROBINSON (2006):
According to him employee engagement can be attained through designing an organizational
environment where positive emotions such as involvement and pride are encouraged,
subsequently organizational performance improves, employee turnover reduces.
MAHENDRU ET.AL, 2006:

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Defined Employee engagement is the extent to which people enjoy and believe in what they
do, and feel valued by doing it. It is the degree of commitment towards the hub that an
individual performs and until however long the individual remains with the organization as
the results of their commitment.
STOCKLEY (2006)
Defined ‘engagement’ as an extent that the employee believes in the mission, purpose and
values of the organization and reveals their commitment through their actions as an employee
and their attitude towards the organization and the customers.
ROBINSON ET AL. (2004)
Defined employee engagement is a positive attitude believed by the employees towards the
organization and its values. An engaged employee is responsive towards business
environment, and works with colleagues to improve performance within the job for the
advantage of the organization. The organization must place effort to develop and encourage
engagement, which requires a two-way relationship between employer and employee.”
HARTER ET AL. 2002.
Engagement is defined as employee’s involvement, satisfaction and enthusiasm towards work
this definition was derived from items in the Gallup Workplace Audit (GWA 1999),
developed by the Gallup organisation, which were constructed on employee opinions of work
characteristics.
MILES (2001)
Defined Engagement as Involvement of the employees in high-engagement forces that create
empathetic, negotiation, feedback and accountability, empower people to creatively support
their subunits, teams and individual jobs with the major change of the enterprise. It is
developing employees to work with not only their minds and body but also with ‘hearts’.

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MASLACH ET AL. (2001),
Engagement is considered by energy, involvement, and efficacy, which are the direct
opposite of the three burnout dimensions of exhaustion, cynicism, and inefficacy.
Engagement of employees was first conceptualized by Kahn (1990) as the “harnessing of
organizational members’ selves to their work roles”. Kahn recognized three antecedents of
employee engagement: psychological meaningfulness (measured by job enrichment, work
role fit and co-worker relations), psychological safety (measured by supervisor relations, co-
worker relations and co-worker norms) and psychological availability (Measured by
resources, work role security and outside activities).
V. VIJAY ANAND& C.VIJAY BANU (2016):
This study explains that Employee Engagement is the key factor for all organizations to
sustain. Employee Engagement is positively influenced by job, Rewards and recognition,
opportunities, team work and communication. It acts as a Retention tool.
S.KIRUTHIKA AND DR.V.KAVITHA (2015):
According to this study Pay and benefit is the most influencing factor of Employee
Engagement. The study describes that there is an association between factors like Role, work
environment, Training and Development, Relationship with supervisor and Employee
Engagement of Banks.
DR.SAMUELOBINO MOKAYO & MAUREEN JEROTICHKIPYEGON
(2014):
According to their study Employee Engagement as highly influenced by personal growth and
development, performance management, Remuneration, recreation facilities. They identified
remuneration is the highest contributor of Employee Engagement and Recreation facilities
has least impact on employee engagement.,
MADHURA BEDARKAR, DEEPIKA PANDITA (2013):
Conducted a study on “Drivers of employee Engagement impacting Employee Performance.
The study predicted three drivers of Employee Engagement; they are leadership,
communication and work life balance.

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SWATHI.S (2013):
According to the study on effective Employee Engagement factors it was observed that no
single factor or specific type of factor will be suiting the person or the industry. The factor
keeps on changing on time to time and industry to industry.
A THIAGARAJAN B & RENUGADEVI V (2011)
According to this study Career development, motivation factors and performance appraisal
are associated to employee engagement. The consequences are that leaders should be cultured
on engagement, career development opportunities which are most important and that
performance improvement should champion work life balance, and these practices are useful
to rise engagement levels.
SUSI & JAWAHARRANI (2011)
According to the literature study on Employee engagement identified work-place culture,
work-life balance policies & practices followed in industries promotes employee engagement
in their organizations to raise productivity and retention rate. Work-life balance is key driver
of employees’ satisfaction.

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2.2 RESEARCH METHODOLOGY
2.2.1 STATEMENT OF THE PROBLEM:
It is exactly said that a problem clearly defined is half solved. Thus, defining research
problem is of highest importance. Researcher was basically interested in the study of on
Employee engagement strategies of RRL in order to analyze the various strategies
implemented by RRL. The highly engaged work force indicates the soundness and the path
the company is moving in order to achieve its vision delivered objectives. Hence keeping in
mind, the important of the implement engagement strategies, an attempt has been made to
analyze the various engagement strategies of RRL.
2.2.2 NEED FOR THE STUDY
Within the present technological and global world, the retail enterprise faces opposition at
international stage. With the intention to meet the worldwide competition, the retail area has
to find out various merchandising which are anticipated with the stoke holder. With the
changing of environment human useful resource is the most important property in the retail
sectors, has to address the humans wishes and issues greater carefully
2.2.3.Scope of the study
This report majorly concentration company’s profile and different department such as
Marketing, Finance, Human Resource department, Service and Manufacturing department.
To get the unique know-how approximately the enterprise from distinct aspects and to look at
the function of the one of a kind department which represents an organization to gain its
objectives and the exceptional department contribute efficaciously towards the achievement
of the corporation goals.
The current learning is undertaken for the purpose of evaluating the EMPLOYEE
ENGAGEMENT STRATEGY of RRL.
 Powerful worker engagement ends in worker commitment and loyalty.
 Nature of labour, interpersonal courting, working environment, paintings tradition,
career development and appraisal structures are taken into consideration to be
important component in any sector.

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 An effective engagement and involvement practices plays a vital function of their
career increase and development.
2.2.4. METHODOLOGY ADOPTED:
It’s a statement of method for collecting and reading the facts required for the solution of a
few hassle. It gives scientific frame paintings for engaging in a few studies investigations.
2.2.5 OBJECTIVE OF THE STUDY
To Study “employee Engagement Stratagies at RRL” has been targeted with the following
objectives.
 To study at the engagement strategies at RRL.
 To recognize the conceptual framework of the employee engagement practices
&involvement.
 To examine the various tools and techniques adopted by the company to
engage their employees.
 To discover the important thing drivers of employee engagement.
 To identify the overall performance appraisal of the employees
SAMPLE TYPE: “Non Random sampling” Sampling Technique is used.
SAMPLE SIZE: 103 was the sample size
2.2.6 LIMITATIONS OF THE STUDY
1. Time constraint : 4.5 months of internship in a company is sufficient for complete
analysis of process management
2. Area Constraint: As the company is based in over all Karnataka. I was able to do
only in the Bangalore Branch.

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METHODOLOGY AND DATA COLLECTION
2.2.7 Data collection:
The study was carried out by collecting and analyzing the data collected both from Primary
and Secondary sources
2.2.8 Primary Data
Collected by discussions with managers and the employees. A Questionnaire was prepared
and given to 103 employees from various departments in Reliance Retailers. The data
collected is to
measure the satisfaction level of the employees towards an existing JOB SATISFACTION.
2.2.9 Secondary data
Is collected from Company Records and Internet regarding the Industry and Company
profile and also about Performance Management Concept.

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SWOT ANALYSIS
Strengths
1. Strong marketplace role in various classes.
2. Reliance is a strong brand name & good financial position.
3. Development in the retail industry.
4. Reliance Jio.
Weakness
1 .Productions decreasing in exploratory blocks.
2. Current divesting and relinquishing sports influences boom :
3. Legal records & Processes.
Opportunities
1. New plants.
2 .Investing in attractive global oil & fuel destinations.
3. In Reliance jio new offers & a retention policy to retain the customer.
Threats
1. Intense competition in all segments:
2. In Retail, Reliance Retail Ltd faces the tuff computation from the future growing.( D -mart)
3. In telecom, Reliance Jio provided the free data & calling facility.
4. Reliance Jio unfastened gives finishing:

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CHAPTER-3
DATA ANALYSIS
4.1 Table & Graph showing Gender of the Responses
SOURCE: PRIMARY DATA
INTERPRETATION :
From the above pie chart, it is observed that, maximum number of respondents is male that is
71.80% and female are only 28.20%. this states that Reliance Retail Ltd is providing females
employment opportunity for female also.
71.80%
28.20%
1.Gender
Male
Female
NO OF
RESPONDENTS
NUMBERS PERCENTAGE %
MALE 73 71.80%
FEMALE 30 28.20%
TOTAL 103 100%

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4.2 Table & Graph Showing Occupation of Responses
OCCUPATION NUMBERS PERCENTAGE %
STUDENT 53 53.40%
EMPLOYEE 50 46.60%
TOTAL 103 100%
INTERPRETATION :
From the above pie chart ,is observed that maximum number of respondents is students that is
53.40% and employees are of 46.60%.
53.40%
46.60%
2.OCCUPATION
STUDENT
EMPLOYEE

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4.3 Table & Graph Showing satisfaction level
INTERPRETATION:
From the above pie chart is observed that the maximum number of respondents answer is Agree
that is 78.60%, & strongly agree is 11.70% & neutral is 6.80% .
78.60%
11.70%
6.80%
I KNOW WHAT IS EXPECTED OF ME AT WORK
AGREE
STRONGLY AGREE
DISAGREE
NEUTRAL
STRONGLY DISAGREE
S.NO SATISFACTION LEVEL NO OF
RESPONDENTS
PERCENTAGE
01 AGREE 81 78.60%
02 STRONGLY AGREE 12 11.70%
03 DISAGREE 03
04 NEUTRAL 07 6.80%
05 STRONGLY DISAGREE
TOTAL 103 100%

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SOURCE DATA : PRIMARY DATA.
INTERPRETATION :
From the above pie chart is observed that the maximum number of respondents answer is Agree
i.e. 58.30% & strongly agree is 9.70% & disagree is 8.70% & neutral is 17.50%
78.60%
11.70%
6.80%
I KNOW WHAT IS EXPECTED OF ME AT WORK
AGREE
STRONGLY AGREE
DISAGREE
NEUTRAL
STRONG DISAGREE
S.NO SATISFACTION
LEVEL
NO OF
RESPONDENTS
PERCENTAGE
01 AGREE 60 58.30%
03 DISAGREE 09 8.70%
04 NEUTRAL 18 17.50%
05 STRONGLY
DISAGREE
TOTAL 103 100%

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4.5 Table & Graph Showing satisfaction level.
SOURCE : PRIMARY DATA
INTERPRETATION:
From the above pie chart is observed that maximum number of respondents answer
is Agree i.e.58.30% & Strongly agree is 10.70% & Disagree is 9.70% & Neutral is
15.50% & Strongly Disagree is 8%.
9.70%
8.70%
17.50%
58.30%
I HAVE THE MATTERIALS & EQUIPMENT I
NEED TO DO MY WORK RIGHT
STRONGLY DISAGREE
DISAGREE
NEUTRAL
AGREE
STRONGLY AGREE
S.NO SATISFACTION LEVEL NO OF
RESPONDENTS
PERCENTAGE
01 AGREE 60 58.30%
04 NEUTRAL 16 15.50%
05 STRONGLY DISAGREE 06 8%
TOTAL 103 100%

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INTERPRETATION:
From the above it is observed that maximum number of respondents answer is Agree i.e. 62.10%
& Strongly agree is 1.1% & Disagree is 14.60% & Neutral is 13.60
62.10%
1.10%
14.60%
13.60%
AT WORK, I HAVE THE OPPUTUNITY TO DO
WHAT I DO BEST EVERYDAY
AGREE
STRONGLY AGREE
DISAGREE
NEUTRAL
STRONGLY DISAGREE
S.NO SATISFACTION
LEVEL
NO OF
RESPONDENTS
PERCENTAGE
01 AGREE 64 62.10%
03 DISAGREE 15 14.60%
04 NEUTRAL 14 13.60%
05 STRONGLY
DISAGREE
05
TOTAL 103 100%

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INTERPRETATION:
From the above pie chart is observed that maximum number of respondents answer is yes i.e.
87.90% & No is 12.10%.
14.60%
13.60%
62.10%
IN THE LAST 7 DAYS, I HAVE RECEIVED
RECOGNITION OR PRAISE FOR DOING
GOOD WORK
STRONGLY DISAGREE
DISAGREE
NEUTRAL
AGREE
STRONGLY AGREE
S.NO SATISFACTION
LEVEL
NO OF
RESPONDENTS
PERCENTAGE
01 YES 87 87.90%
02 NO 16 12.10%
TOTAL 103 100%

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INTERPRETATION:
From the above pie chart is observed that maximum number of respondents answer is Agree that
is 61.80% & Strongly Agree is 06% & Disagree is 9.80% & Neutral is 18.60% & Strongly
disagree is 06% .
87.90%
12.10%
7.MY HR, OR SOMEONE AT WORK
SEEMS TO CARE ABOUT ME AS A
PERSON
YES
NO
S.NO SATISFACTION
LEVEL
NO OF
RESPONDENTS
PERCENTAGE
01 AGREE 63 61.80%
02 STRONGLY AGREE 05 06%
04 NEUTRAL 19 18.60%
05 STRONGLY
DISAGREE
06 06%
TOTAL 103 100%

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INTREPRETATION:
From the above pie chart observed that maximum number of respondents answer is Agree that is
64.10% & Strongly agree is 6.80% & Disagree is 8.70% & Neutral is 18.40% & Strongly
disagree is 4.0%.
9.80%
18.60%
61.80%
8.THERE IS SOMEONE AT WORK WHO
ENCOURAGESMY DEVELOPMENT
STRONGLY DISAGREE
DISAGREE
NEUTRAL
AGREE
STRONGLY AGREE
S.NO SATISFACTION
LEVEL
NO OF
RESPONDENTS
PERCENTAGE
01 AGREE 66 64.10%
04 NEUTRAL 19 18.40%
05 STRONGLY
DISAGREE
07 4.0%
TOTAL 103 100%

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INTREPRETATION:
From the above pie chart observed is maximum number of respondents answer is Yes that is
93.80% & No is 7.2%.
6.80%
8.70%
18.40%
64.10%
9. AT WORK, MY OPINIONS SEEM TO COUNT
STRONGLY DISAGREE
DISAGREE
NEUTRAL
AGREE
STRONGLY AGREE
S.NO SATISFACTION
LEVEL
NO OF
RESPONDENTS
PERCENTAGE
01 YES 92 93.80%
02 NO 11 7.2%
TOTAL 103 100%

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INTERPRETATION:
From the above pie chart observed is maximum number of respondents answer is yes that is 96%
& No is 4%.
93.80%
7%
10. THE MISSION OR PURPOSE OF
MY ORGANIZATION MAKES ME FEEL
MY JOB IS IMPORTANT
YES
NO
S.NO SATISFACTION
LEVEL
NO OF
RESPONDENTS
PERCENTAGE
01 YES 97 96%
02 NO 06 4%
TOTAL 103 100%

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INTERPRETATION:
From the above pie chart observed is maximum number of respondents answer is Agree that is
59.20% & Strongly agree is 6.5% & Disagree is 9.70% & Neutral is 19.40% Strongly disagree is
6.5%
96%
4%
11. MY HR OR FELLOW EMPLOYEES ARE
COMMITTED TO DOING QUALITY WORK
YES
NO
S.NO SATISFACTION
LEVEL
NO OF
RESPONDENTS
PERCENTAGE
01 AGREE 61 59.20%
04 NEUTRAL 20 19.40%
05 STRONGLY
DISAGREE
06 6.5%
TOTAL 103 100%

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4.12Table & Graph Showing satisfactionlevel
INTERPRETATION:
From the above pie chart observed is maximum number of respondents answer is Agree that is
59.20% & Strongly agree is 6.5% & Disagree is 9.70% & Neutral is 19.40% Strongly disagree is
6.5%
9.70%
19.40%
59.20%
12. IN THE LAST 4.5 MONTHS, SOMEONE AT
WORK HAD TALKED TO ME ABOUT MY
PROGRESS.
STRONGLY DISAGREE
DISAGREE
NEUTRAL
AGREE
STRONGLY AGREE
S.NO SATISFACTION
LEVEL
NO OF
RESPONDENTS
PERCENTAGE
01 AGREE 61 59.20%
04 NEUTRAL 20 19.40%
05 STRONGLY
DISAGREE
06 6.5%
TOTAL 103 100%

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CHAPTER-5
FINDINGS, SUGGESTIONS AND CONCLUSION
5.1 FINDINGS:
1. From the study, it is observed that, maximum number of respondents is male that is 71.80%
and female are only 28.20%. this states that Reliance Retail Ltd is providing females
employment opportunity for female also.
2. From the study, is observed that maximum number of respondents is students that is 53.40%
and employees are of 46.60%.
3. From the study is observed that the maximum number of respondents answer is Agree that is
78.60%, & strongly agree is 11.70% & neutral is 6.80% .
4. From the study is observed that the maximum number of respondents answer is Agree i.e.
58.30% & strongly agree is 9.70% & disagree is 8.70% & neutral is 17.50%.
5. From the study is observed that maximum number of respondents answer is Agree
i.e.58.30% & strongly agree is 10.70% & Disagree is 9.70% & Neutral is 15.50% & Strongly
Disagree is 8%.
6. From the study is observed that maximum number of respondents answer is Agree i.e.
62.10% & Strongly agree is 1.1% & Disagree is 14.60% & Neutral is 13.60%
7. From the study is observed that maximum number of respondents answer is yes i.e. 87.90%
& No is 12.10%.
8. From the study is observed that maximum number of respondents answer is Agree that is
61.80% & Strongly Agree is 06% & Disagree is 9.80% & Neutral is 18.60% & Strongly
disagree is 06% .
9. From the study observed that maximum number of respondents answer is Agree that is
64.10% & Strongly agree is 6.80% & Disagree is 8.70% & Neutral is 18.40% & Strongly
disagree is 4.0%.
10. From the study observed is maximum number of respondents answer is yes that is 93.80% &
No is 7.2%.
11. From the study observed is maximum number of respondents answer is yes that is 96% & No
is 4%.

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5.2 SUGGESTIONS:
 A better infrastructure facility can be provide to employees in order to attack them to
work.
 Since the employees are tired commuting in their own vehicle, company can arrange
a cab facility for its employees.
 They should provide a better in house medical facilities for the employees.
 Effective training must be provided in the company so that effectiveness in them
increases.

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5.3 CONCLUSION
The primary goal of this mission and research questions of the take a look at was to understand
the employee engagement in deep, and to capture what makes the employees to have interaction
their at work.
the second objective & studies questions had been to discover what the current state of affairs
within the RRL with engagement is. This goal turned into assist to frame a questionnaire. There
have been the tools of the questionnaire that have been given the deepest normal grade. The
issues have been the sensation of a destiny inside the corporation, emotions of a possibility for a
career improvement, pride with the quantity of popularity & the foundation to provide the best
venture presentation.
I believe research will benefit the situation enterprise by providing records around the
engagement condition in the agency further to offering real guidelines for improvement.
consequently, the observe may be taken into consideration a hit.

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33
ANNEXURE
1. I knowwhatis expectedof me atwork
 Stronglyagree
 Agree
 No opinion
 Disagree
 Stronglydisagree
2. I have the materialsandequipmentIneedtodo mywork right
 Stronglyagree
 Agree
 No opinion
 Disagree
3. at work,I have the opportunitytodo whatI do besteveryday
 Stronglyagree
 Agree
 No opinion
 Disagree
4. In the last 7 days,I have receivedrecognitionorpraise fordoinggoodwork
 Stronglyagree
 Agree
 No opinion
 Disagree
5. My HR, or someone atworkseemstocare aboutme as a person
 Yes
 no
6. There issomeone atworkwho encouragesmydevelopment
 Stronglyagree
 Agree
 No opinion
 Disagree

34
7. At work,myopinionsseemtocount
 Stronglyagree
 Agree
 No opinion
 Disagree
8. The missionorpurpose of my organizationmakesme feel myjobisimportant
 Yes
 no
9. My HR or fellowemployeesare committedtodoingqualitywork
 Yes
 no
10. In the last4.5 months, someone atwork had talkedtome aboutmy progress
 Stronglyagree
 Agree
 No opinion
 Disagree

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