7EEG Employee Engagement

The Advanced Diploma in Human Resource Management, level 7, the optional course 7EEG Employee Engagement focuses on employee engagement.

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The Module’s Purpose and Goal

The level of involvement, commitment, and engagement within an organization determine the organization’s performance. In the module, participants explore the various dimensions of employee engagement, including cognitive, behavioural, and affective aspects.

The meaning of the concept “engagement” is explored. Additionally, some organizations perform better than others when creating an authentic work environment for their employees. There is also advice on what organizations can do to enhance employee engagement levels with the assistance of human resources professionals.

The Employee Engagement module provides learners with an in-depth understanding of the concept of “engagement” in an organizational setting. Additionally, we examine the philosophical and empirical connections between employee engagement and other related values, beliefs, leadership models, and management practices.

Students will understand how employee engagement is emerging as a critical priority area for organizations. This is advantageous for those already achieving high-performance working (HPW) or aspiring to do so. In addition, the module provides learners with the knowledge and skills they need to evaluate research, experience, and anecdotal evidence related to processes and outcomes that facilitate employee engagement.

This module discourages assessing and interpreting the ‘evidence’ about employee engagement’s processes and benefits. In addition, this module discusses why students should avoid rhetorical tendencies. In the absence of empirical detail in many studies, the emphasis is more on those who are inclined to report more excellent results and success.

Employees’ engagement is one of the most effective ways to achieve a positive reputation and financial results. Ideally, it should be understood, implemented, and evaluated objectively. Through this course, students will examine different techniques for measuring employee engagement. Moreover, they learn how to embed cultural practices that enhance employee engagement and how to identify and evaluate actions that will raise engagement levels.

As part of this module, students will be required to examine the theory and practice ethically and professionally critically. Furthermore, they will have a chance to apply what they have learned and continue their professional development.

Who should take this module?

• Individuals who make HR decisions at various organizational levels, operational, tactical, or strategic.
• HR professionals who are members of a team or in a functional management role and want to advance.
• Employees in an organization who are responsible for HR functions without being specialized in HR.
• Consultants who help businesses and organizations meet their goals.
• People who wish to pursue a career in human resources and become members of the CIPD.

What are the Learning Outcomes of this module?

The module will enable students to:

• Analyze the concept of natural employee engagement and how it can help the business achieve high-level goals.
• Distinguish empirically and philosophically the links between employee engagement, managerial leadership, strategic aspirations, and human resource management (HRM) strategies aimed at infrastructure maintenance and developing HRM competitive differentiators.
• Engage employees to improve reputations, strategic excellence, and competitive performance in high-performing organizations.
• Analyze causal or correlational relationships between levels of employee engagement and organizational performance as measured by efficiencies and corporate outcomes.
• Ensure that their plans for increasing employee engagement within their organizations and elsewhere are cost-effective, justifiable, and strategic.
• Systematically
• assess the current level of employee engagement within your organization, function, and business unit. Afterwards, recommend or implement programs that will lead to corrective changes or embed previously achieved engagement levels.

What are the Assessment Criteria?

Assessments based on a multi-sectoral approach are used to ensure all learning outcomes are assessed to improve the learner’s experience. Learning tools in the HR field are meant to help learners demonstrate conceptual mastery, apply theory to practice, and communicate effectively.

The following will be included in the learner evaluation:

A minimum of 50% of learning outcomes will be evaluated via summative assessment.

In order to assess the remaining learning outcomes, a variety of activities will be used, such as learning, teaching, and formative assessment.

• Integrating work activities
• Individual and group presentations
• Reports
• Tests that are time-limited
• Examinations
• Viva Voce assignments
• Studies in practice

In addition, learners in CIPD-approved centres can be assessed using competency-based methods. Occupationally qualified assessors are required to use the assessment method. In order to ensure standardization, centre-marked assessments must be moderated by an external party.

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