*self funders only
Purpose and aim of unit
This unit is intended to provide learners with a broad understanding of what is meant by employee engagement, including how it can be linked to and yet be distinguished from other related concepts. It covers the components of employee engagement and the processes through which high levels of engagement can be secured and sustained within an organisation, with special reference to the comprehensive application of human resources (HR) policies, strategies and practices. The unit also introduces the learner to the principles of and applications for high-performance working (HPW).
This unit is suitable for persons who:
• seek to develop a career in HR management and development
• are working in the field of HR management and development and need to extend their knowledge and skills
• have responsibility for implementing HR policies and strategies
• need to understand the role of HR in the wider organisational and environmental context.
On completion of this unit, learners will:
1 Understand the concept and components of employee engagement and evidence showing its contribution to achieving business outcomes.
2 Understand the importance of employee engagement as a contributor to positive corporate outcomes.
3 Know how to implement HR strategies and practices to raise levels of employee engagement in a specific organisational context.
The learner will:
The learner can:
|1 Understand the concept and
components of employee
engagement and evidence showing its contribution to achieving business outcomes.
|1.1 Analyse the meaning, principal dimensions and components of ‘employee engagement’ and compare
with other related concepts.
1.2 Justify the need for alignment between engagement practices and other corporate components if the full benefits
of high engagement are to be realised.
|2 Understand the importance of
employee engagement as a
contributor to positive corporate
|2.1 Identify the principle drivers of employee
engagement and evaluate the business benefits for the organisation and different stakeholders.
2.2 Explain the application of employee
engagement through job design, discretionary behaviour, role autonomy and organisational citizenship.
|3 Know how to implement HR
strategies and practices to raise
levels of employee engagement in a specific organisational context.
|3.1 Identify and evaluate the use of diagnostic tools for measuring employee attitudes and levels of
3.2 Construct an ‘employee value proposition’ and propose relevant strategies to raise levels of employee engagement and address any barriers.
3.3 Propose relevant people resourcing, development, performance and communication strategies to raise
levels of employee engagement.