1. INTRODUCTION
Employee engagement is a workplace approach designed to ensure that employees are
committed to your business goals and values. By involving them in your business, you will
motivate them to contribute to your business success and at the same time improve their sense of
well-being.
Employee engagement starts with managers showing a clear and collective
commitment to making employee engagement part of business culture. This means sharing
information on business plans and performance, making sure you live your business values and
seeking views and ideas from employees on how to improve your business.
Employee engagement is the extent to which employees think, feel, and act in ways that
represent high levels of commitment to their organization. Engaged employees are motivated to
contribute 100% of their knowledge, skills, and abilities to help their organization succeed. They
care deeply about their company, want to contribute to its success, and regularly have peak
experiences at work.
Why is Employee Engagement Important?
Engagement represents the motivational capital that exists within an individual, a unit,
or an organization. It is a valuable resource that can boost company performance. The research
shows that engagement is linked to a number of important business outcomes, including but not
limited to:
 Engaged employees offer significantly higher levels of service to customers
 Engaged managers are more likely to create a work environment that is collaborative, creative,
and stimulating
 Engaged work teams tend to have fewer accidents and injuries

3. Factors That Boost Employee Engagement:
1. Achievement: The vast majority of employees want to achieve something important and
meaningful at work. They want to grow and develop their skills and capabilities and they want to
be rewarded and recognized for their efforts.
2. Camaraderie: We are social beings. Employees enjoy working productively with others while
developing healthy interpersonal relationships. How managers interact with their teams is
especially important in motivating employees to go above and beyond.
3. Equity: Employees want to be treated fairly when it comes to pay and benefits, day to day
treatment, and psychological and physical safety.
When the above needs are met, employees are highly engaged—even enthusiastic—at work.
Benefits Of Employee Engagement:
Employee engagement benefits everyone involved with your business by creating an
informed, involved and productive workplace that helps propel your business towards its goals.
Engaged employees:
 Have a desire and commitment to give their best to your business
 Generate more revenue for your business
 Demonstrate higher levels of innovation
 Act as advocates for your business
 Have lower rates of sickness or absenteeism
 Are less likely to leave your business

4.  Behave in ways that support your business values
 Have a positive impact on customer services
 Engaged employees also have a stronger sense of personal well-being and feel more involved,
committed and productive at work.

5. NEED OF THE STUDY
Employee engagement is a route to business success. An engaged workplace
encourages commitment, energy and productivity from all those involved to help improve
business performance.
Employee engagement within any business organization is absolutely essential for the
simple reason that it is inextricably linked to its business results. As a matter of fact, employee
engagement can be taken to be directly proportional to the growth and success of any
organization.
Employee engagement is an umbrella term that captures any number of factors
including job satisfaction but it's important to recognize that different factors lead to different
outcomes. The distinctive feature of employee engagement as an idea is that it pulls all of these
positive job and work attitudes together under one umbrella.
Given that employee engagement is an idea that helps develop strong positive attitudes
among people towards their work and their organisation, and this plays a major role in ensuring
that they give their best even when times are tough, surely there is a need to need to grasp and
take seriously: employees need to feel that their organisation is genuinely interested in them.
Focusing on how to get discretionary effort from people, or how to ensure that they believe in the
organisation's mission, must not take priority over demonstrating concern over employees'
wellbeing.
Most organisations today realise that a ‗satisfied‘ employee is not necessarily the ‗best‘
employee in terms of loyalty and productivity. It is only an ‗engaged employee‘ who is
intellectually and emotionally bound with the organisation, feels passionately about its goals and
is committed towards its values who can be termed thus. He goes the extra mile beyond the basic
job responsibility and is associated with the actions that drive the business. Moreover, in times of
diminishing loyalty, employee engagement is a powerful retention strategy. The fact that it has a
strong impact on the bottom-line adds to its significance.

6. Engagement is about motivating employees to do their best. An engaged employee
gives his company his 100 percent. This is what makes the difference in an industry where the
most valuable resource of a company walks out of the door every evening. ―This is of particular
importance in a knowledge industry. The quality of output and competitive advantage of a
company depend on the quality of its people,‖ says Anupama Babbar, Senior Manager, HR, at
Flextronics Software Systems.
An organization‘s productivity is measured not in terms of employee satisfaction but by
employee engagement. Employees are said to be engaged when they show a positive attitude
toward the organization and express a commitment to remain with the organization.
Organizations that believe in increasing employee engagement levels focus on:
1. Culture: It consists of a foundation of leadership, vision, values, effective communication, a
strategic plan, and HR policies that are focused on the employee.
2. Continuous Reinforcement of People-Focused Policies: Continuous reinforcement exists
when senior management provides staff with budgets and resources to accomplish their work,
and empowers them.
3. Meaningful Metrics: They measure the factors that are essential to the organization‘s
performance. Because so much of the organization‘s performance is dependent on people, such
metrics will naturally drive the people-focus of the organization and lead to beneficial change.
4. Organizational Performance: It ultimately leads to high levels of trust, pride, satisfaction,
success, and believe it or not, fun.

7. OBJECTIVES OF THE STUDY
The ability of the organization to attain its goals largely depends upon the effectiveness
of its Employee Engagement Program. Therefore it deserves great planning and care to formulate
and implement Employee Engagement strategies. Analyzing the candidates answers will help in
understanding problems from the Employees view, thus will help to develop the current system
and making it more effective.
The main objective of the project is to study the existing process of Employee
Engagement in Edlogix Software Solutions Pvt. Ltd
1. To Study the Employee Engagement practices in Edlogix Software Solutions.
2. To evaluate the effectiveness of the Employee Engagement and to understand the organization‘s
goals/needs.
3. To understand employees experiences and expectations in their working with the organization.
4. •To determine engagement measure and the key drivers of employee engagement.
5. Monitoring of workforce profiles.
6. Respect the contribution of employees and become an employer of choice.
7. Ensure a good balance between work and family life for our employees.
8. Offer a learning environment for the employees.
9. Offer competitive rewards and compensation for our employees.
10. Enable a health conscious lifestyle among our employees.

8. 11. Promoting health and wellbeing in the workplace.
12. Empower and support employees to be active and contributing to local communities.

9. SCOPE OF THE STUDY
The study involves analyzing the employee engagement norms and procedures
followed in Edlogix Software Solutions Pvt. Ltd. The scope of the study is limited to the
information gathered from the company only.
The study is carried out by taking the feedback of employees of Edlogix Software Solutions
The employee engagement study is carried out in Dilshuknagar office of Edlogix Software
Solutions in Hyderabad
The survey and secondary research conducted will provide the details about the employee
engagement processes followed by the company with regard to the employees
This study is aimed at providing useful insights to the management of Edlogix Software
Solutions on engagement of employees.
RESEARCH METHODOLOGY
―Research Methodology‖ is a term made up of two words, research & methodology.
‗Research‘ means ‗search for knowledge‘. It is a scientific and systematic search for potential
information on a specific topic. It is an art of scientific investigation. It is careful investigation or
inquiry especially for search of new fact in any branch of knowledge.
Research is a systematic method of finding solutions to problems. According to
Clifford woody, ―research comprises of defining and redefining problem, formulating hypothesis
or suggested solutions, collecting, organizing and evaluating data, reaching conclusions, testing
conclusions to determine whether they fit the formulated hypothesis‖
For the purpose of study, both primary and secondary data has been collected. The
observational method and survey research method is used to collect the primary data.

10. The necessary data has also been collected from official records and other published
sources. The collected data is classified, tabulated, analyzed and interpreted later.
Methods Of Data Collection
Data can be of two type‘s primary and secondary data. Primary data are those which are
collected afresh and for the first time, and it is in original form. Primary data can be collected
either through experiment or through survey. The researcher has chosen the survey method for
data collection.
The two types of data collection:
1. Primary data
2. Secondary data
Primary data
Primary data is personally developed data and it gives latest information and offers much greater
accuracy and reliability.
There are various sources for obtaining primary data i.e., Mail survey, personal interview,
Field survey, panel research and observation approach etc.
The study to maximum extent dependent on primary data, which is collected by way of
structures personal interview with customers.
Methods that can be used for collection of primary data are as follows:

11. Direct personal observation: Under this method, the investigator presents himself personally
before the informant and obtains first hand information. This method provides greater degree of
accuracy.
Telephone survey: Under this method the investigator, instead of presenting himself before the
informants, contacts them on telephone and collects information from them.
Indirect personal interview: Under this method, instead of directly approaching the
informants, the investigator interviews several third persons who are directly or indirectly
concerned with the subject – matter of the enquiry and who are in possession of the requisite
information. This method is highly suitable where the direct personal investigation is not
practicable either because the informants are unwilling or reluctant to supply the information or
where the information desired is complex or the study in hand is extensive.
Questionnaire method: Under this method, the investigator prepares a questionnaire containing
a number of questions pertaining to the field of enquiry. Under this method, the investigator
directly contact the person and collect the information through questionnaire related to the data.
The aims and objectives of collecting the information, and requesting the respondents to
cooperate by furnishing the correct replies and fill the questionnaire with correct information.
The success of this method depends upon the proper drafting of the questionnaire and the
cooperation of the respondents.
Secondary data
Secondary data is the published data. It is already available for using and its saves time.
The mail source of secondary data are published market surveys, government publications
advertising research report and internal source such as sales, sales records orders, customers
complaints and other business record etc. the study has also depended on secondary data to little
extent, which is collected through internal source.
Methods that can be used for collection of secondary data are as follows:
Published sources: There are a number of national organisations and international agencies,
which collect and publish statistical data relating to business, trade, labour, price, consumption,
production, etc. These publications of the various organisations are useful sources of secondary
data.
Unpublished sources: The records maintained by private firms or business houses who may not
like to release their data to any outside agency are known as unpublished sources of collection of
secondary data.

12. In case of survey, data can be collected by any one or more of the following ways:
Observation
Questionnaire
Personal or Group Interview
Telephone survey
Communication with respondents
Analysis of documents and historical records
Case study
Small group study of random behavior
Questionnaire method of data collection is chosen to collect the data due to limited time in
hand. While designing data-collection procedure, adequate safeguards against bias and
unreliability must be ensured. Whichever method is selected, questions must be well examined
and be made unambiguous. The collected data has been checked for completeness,
comprehensibility, consistently and reliability. Secondary data which have already been collected
and analyzed by someone else is also used to prepare the report. Various information from
journals, historical documents, magazines and reports is also used to prepare the report.
For the present piece of research, the following methods have been used:

13. Questionnaire
Interview
Observation
Sample Of The Study
A sample design is a definite plan for obtaining a sample from the sampling frame. It refers to the
technique or the procedure the researcher would adopt in selecting some sampling units from
which inferences about the population is drawn. Sampling design is determined before any data
are actually collected for obtaining a sample from a given population. The researchers must
decide the way of selecting a sample.
There are various methods o sampling like systematic sampling, random sampling, deliberate
sampling, mixed sampling, cluster sampling, etc. Among these methods of sampling researcher
has used random sampling so that bias can be eliminated and sampling error can be estimated.
Designing samples should be made in such a fashion that the samples may yield accurate
information with minimum amount of research effort.

14. Sampling
Sampling may be defined as the selection of some part of an aggregate or totality on the basis of
which a judgment or inference about an entire population by examining only a part of it.
The items so selected constitute what is technically called a sample, their selection process or
technique is called sample design and the survey conducted in the basis of sample is described as
sample survey.
Sample Size
In sampling design the most complicated question is: what should be the size of the
sample. If the sample size is too small, it may not serve to achieve the objectives and if it is too
large, we may incur huge cost and waste resources. So sample must be of an optimum size that
is, it should neither be excessively large nor too small. Here, researcher has taken 50 as the
sample size.
About The Questionnaire
In this method a questionnaire is sent to the employees concerned with a request to
answer the questions and return the questionnaire. The questionnaire consisted of a number of
questions printed or typed in a definite order. The employees have to answer the questions on
their own. This method of data collection is chosen due to low cost incurred, it is free from bias
of the interviewer and respondents have adequate time.
LIMITATIONS
Every study has its own limitations in terms of methodology and available resources for
its conduct. This study was not an exception and was carried out under the following limitations:
The research was confined only to Edlogix Software Solutions

15. The data was collected through questionnaire. The responds from the respondents may not be
accurate.
The sample taken for the study was only 50 and the results drawn may not be accurate.
Since the organization has strict control, it acts as another barrier for getting data.
Few respondents were reluctant while answering the questions
The time was also one of the hindrances in the research
Some important information was not there due to confidentiality involved in it
Accuracy of the study is limited due to the possible bias of the respondents