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Employee Engagement

 

Employee Engagement

7EEG Employee Engagement is a  level 7 Advanced Diploma in Human Resource Management optional module that deals with all about employment engagement.

 

Purpose and Aim of the Module

 

Excellent organisational performance is a product of the extent to which the employees of the organisation feel involved, committed, and engaged. As such, the module explores the various dimensions related to employee engagement in cognitive, behavioural, and affective dimensions.

The meaning of the concept, “engagement” is explored. Equally, the reasons as to why some organisations do better than others in creating authentic engagement among employees are given. Moreover, tips on what organisations can do, with the help of HR professionals to enhance the levels of workforce engagement are shared.

The Employee Engagement module equips learners with an in-depth understanding of the concept of ‘engagement’ as used in organisational settings. The philosophical and research-based connections between employee engagement and other related values, beliefs, leadership models and management practice are also explored.

Learners will gain knowledge and understanding of the significance of the emergence of employee engagement as a key priority area for organisations. This is good for those with high-performance working (HPW) achievements or aspirations. Also, the module enables learners to develop knowledge and skills necessary in assessing research, experiential and anecdotal evidence related to the processes that facilitate employee engagement and the outcomes.

The module gives caution concerning the assessment and interpretation of ‘evidence’ about the processes and benefits of employee engagement. Additionally, it tells learners why it is important to guard against tendencies towards rhetoric. Because many studies lack empirical detail, more attention is devoted to the views of those with a vested interest in reporting more progress and success.

 

Employee Engagement is a powerful tool for delivering positive reputational and ‘bottom-line’ outcomes. That is, if properly understood, carefully implemented, and objectively measured. Learners will explore various techniques needed to measure the engagement and take remedial action. Also, they learn how to embed cultural practices that enhance employee engagement, identify and evaluate actions to improve levels of engagement.

 

The module requires learners to critically reflect on theory and practice from an ethical and professional standpoint. Besides, it provides opportunities for applied learning and continuous professional development.

 

Who is suitable for this module?

 

  • Persons with have HR decision making responsibilities within an organisation at various levels in operational, tactical or more strategic.
  • HR professionals in a team or HR functional management role with an interest in enhancing and developing their career.
  • Individuals with HR function and activities within an organisation with no specialist function.
  • Independent or employed consultants who help organisations in attaining their goals.
  • Individuals with an HR career and CIPD professional membership aspirations

 

What are the Learning Outcomes of the module?

 

Upon completion of this module, learners will be able to:

  • Critically analyse the concept of employee engagement naturally and how it can be used to achieve high-level business objectives.
  • Clearly explain the empirical and philosophical connections between employee engagement, managerial leadership, strategic aspirations and HR strategies aimed at infrastructure maintenance and development of human resource management (HRM) competitive differentiators.
  • Explore the significance of employee engagement as a tool for enhancing reputational, strategic, and competitive excellence in high-performance working environments.
  • Design and analyse the relationship between levels of employee engagement and organisational performance either causal or correlational, measured by efficiencies and corporate outcomes.
  • Design action plans that are justifiable, cost-effective and strategically defendable for enhancing employee engagement in their organisations and elsewhere.
  • Systematically evaluate current levels of employee engagement within organisations, functions and business units. Thereafter, recommend or implement programs aimed at achieving remedial changes or embed levels of engagement already accomplished.

 

What is the Assessment Criteria?

 

A multi-sectorial approach assessment is used to ensure all the learning outcomes are assessed in a manner that improves the learner’s experience. The assessment tools are designed to allow learners to demonstrate mastery of the concepts and ability to connect theory to practice and communicate clearly in the HR field.

Assessment of learners will entail the following:

  • At least 50% of the learning outcomes will be assessed through summative assessment.
  • The remaining learning outcomes will be assessed through a variety of activities such as learning, teaching, and formative assessment activities such as;
  • integrated work activities
  • group and individual presentations
  • reports
  • time-constrained tests
  • examinations
  • Viva Voce  assignments
  • case studies

Besides, learners in various CIPD approved centres may be subjected to competency-based assessment. The assessment method requires occupationally competent assessors. However, centre-marked assessments must be subjected to external moderation for standardization purposes.

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