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Relating Employee Engagement and Hrd Climate: a Challenge for Hr Professionals

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Relating Employee Engagement and HRD Climate: A Challenge for HR Professionals

Abstract:
In today’s competitive world, it has become imperative for organizations to nurture, develop and engage talent in the best possible manner. Employee engagement can be defined as the degree to which a person is emotionally attached with the organization. Employee engagement is strongly related to business outcomes. Greater the employee engagement; greater is the productivity of the organization. Hence, management consultants and practitioners are putting enormous efforts to augment the employee engagement among their employees. Also, a relationship exists between HRD climate and job satisfaction, organizational commitment and many other factors which ultimately results in engagement of employees in their work.
The purpose of the study was to measure the employee engagement level and to study the relationship between employee engagement and HRD climate and impact of HRD climate on employee engagement in one of the leading digital e-commerce company in National Capital Region (NCR). OCTAPACE profile (Pareek, 2003) was used to measure the HRD climate. OCTAPACE measures eight dimensions of HRD climate viz. openness, collaboration, trust, pro-action, autonomy, authenticity, confrontation and experimentation. The study was conducted on 108 respondents. Data was analyzed using correlation and regression analysis in SPSS. The various dimensions of HRD climate were observed individually and reults indicated that there exists a positive correlation between employee engagement and HRD climate The correlation analysis revealed that openness, collaboration, proaction and confrontation were positively and significantly correlated with employee engagement. It was very encouraging to know that 37% variation in employee engagement was explained by the various dimensions of HRD

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