HR7060 - Employee Engagement (2022/23)
|Module specification||Module approved to run in 2022/23|
|Module title||Employee Engagement|
|Module level||Masters (07)|
|Credit rating for module||20|
|School||Guildhall School of Business and Law|
|Total study hours||200|
|Running in 2022/23(Please note that module timeslots are subject to change)||
Crucial to the delivery of superior organisational performance is the extent to which the employees of an organisation feel involved, committed and engaged. This module explores the different dimensions of employee engagement. It examines and explores what is meant by ‘engagement’ and why some organisations are better than others at creating authentic engagement among their employees. The module examines what organisations can do, with the aid of its human resource (HR) professionals, to create high levels of workforce engagement.
The module will equip learners with a comprehensive academic understanding of the concept of ‘employee engagement’ and how it is measured. Students will also have the chance to apply their knowledge on a practitioner orientated assessment.
The module explores the research-based and philosophical connections between employee engagement and other related beliefs, values, leadership models and management practice. The module will also focus on the multi-dimensional relationships between employment relations, reward, equality and engagement.
This module provides learners with knowledge and understanding of the rationale for the emergence of employee engagement as a key priority for organisations with high-performance working (HPW) aspirations. Students will develop the ability to assess and interpret ‘evidence’ on the topic cautiously, reining in expectations as to the benefits of engagement. Employee engagement, if properly understood, carefully implemented and objectively measured, is a powerful tool for delivering positive and ‘bottom-line’ outcomes. However the module will also critically analyse some of the extensive grey literature on the topic which lack sufficient empirical detail and may reflect vested interest in reporting/inflating progress and success.
Learners will explore techniques needed to measure engagement, take remedial action or embed engagement-enhancing cultural practices. Students will learn to identify, prioritise and evaluate actions to promote high levels of engagement. The module requires critical reflection on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.
1) To enable students to understand and analyse contemporary employee engagement theory and practice.
2) To demonstrate how engagement theory, models and diagnostic frameworks can be used to facilitate a better understanding of engagement and its application.
3) To develop awareness of the factors which impact upon employee engagement strategies and policies.
4) To equip students with the knowledge and skills needed to develop and implement strategic employee engagement interventions and action plans in an organisational setting.
You will examine different conceptualisations of employee engagement. You will examine the business case for building engagement. You will be able to distinguish diverse strategic approaches deployed to achieve higher levels of employee engagement. You will analyse the nature and behaviours of the engaging manager. You will explore the concept of Employee Voice. . You will examine the role of Reward and its relationship with employee engagement. You will evaluate the significance of Equality, diversity and inclusion to levels of engagement. You will discuss and differentiate between contrasting engagement levers in the context of global HR strategy and international working. You will consider where the concept goes from here and some avenues for future research on work engagement. You will consider the value and importance of measuring Employee Engagement using HR Data Analytics. You will examine and conduct case study investigations into employee engagement.
Balance of independent study and scheduled teaching activity
The module makes use of a range of teaching and learning methods. These include tutor input, videos, group discussions, role-plays and exercises using case studies.
There will also be significant opportunities on this module for harnessing your academic learning and applying it in empirical/practitioner contexts. Evidence of this will be evaluated in the summative assessments.
The module will be supported by pre-session work and by web pages that will facilitate student learning.
On completion of the module, you will be able to:
LO1. Understand employee engagement at a conceptual level and understand the use of employee engagement as an instrument for facilitating high-level business purposes and strategies.
LO2. Systematically measure and evaluate levels of employee engagement within a range of organisations, functions and business units.
LO3. Produce detailed, realistic and cost-effective proposals for harnessing employee engagement initiatives in order to deliver return on investment (ROI) within a given organisation.
The one summative assessment on this module will be a 3000 word case study with recommendations detailing a project you have undertaken on an organisation you known well and on the topic of employee engagement. This study will include details of the project implementation, a diagnosis of any problems and barriers (as well as areas of good practice) and present a set of recommendations aimed at improving employee engagement levels.
You will previously have outlined to plan and scope of your study to the class in a formatively assessed presentation (10 minutes).
Here is the link to the electronic reading list (see module menu in Weblearn).