CHAPTER ONE

1.0 INTRODUCTION

1.1 BACKGROUND OF THE STUDY

In every organization whether large or small there are three factors to look out for;

The first is the human factor which comprises of employee working in the organization, second is the method of operation needed to enable the organization function effectively both internally and externally. Third factor is to enable productivity and efficiency of employees. This is where employee engagement come to play.

Employee engagement has over the years risen to a new found important so much, so that numerous literature bound on the topic both within academic and non academic circle.

Engagement is much more than training and includes human resources development which involves the process of equipping individuals with skills, understanding access to information, knowledge and training which help the workers to perform effectively (Barney, 2001).

Engagement helps to ensure that organizational members posses the knowledge and skills they need to perform their job effectively, take on new responsibilities and adopt to changing conditions.(Jone and George, 2008) it is further believes that engagement helps improve

products or services, quality customer satisfaction, productivity,moral and profitability.

Nwachukwu ,(2006)in view of the Dynamics in the modern day environment employee engagement is one of the key activity that every organization must engage in if it hopes to survives.An engagement unit is created in any organization to co-ordinate all training activities of the organization.it is the responsibility of determining training and development needed by deciding when and what kind of training will be implemented, All these activities are necessary to enable the organization. Arthur,(1994). Daft and lewin,(1993), Denminson and Mishra,(1995) productivity is the performance measure encompassing both efficiency and impassiveness, high performing and impassive organization possess a culture of encouraging employee engagement. There, employees are more willing to get involved in decision making process, like goal setting, problem solving activities which results in higher performance (Hellriegel, Slocum & Woodman,1998), Encourage more modern participative style of management raise employee productivity and satisfaction even with low compensation rate.

1.2 STATEMENT OF PROBLEM

It have been observe that most organizations that don not engage their employee property have suffer tremendeously in the business environment, this is a result of the fact that organization that don’t have proper manpower planning to ensure that they is easy succession of the organization has lead drastic reduction in the level of productivity and this reduce the productivity level in term of quantity and quality has affected the organizations self volume.

          It is believed that organization that doesn’t engage in proper recruitment of his employee may not be able to adequate profit and organization that don’t adequate profit cannot compete favourable with organization in the same industry.

It has be observe in recent time that lack of proper induction of newly employee staff has affected the organization sustainability rate, sustainability rate in the that the organization cannot substance labour of it level of productivity and profitability.

It has been also observe that lack of proper placement of employees in the position that they are most quality to occupy has awarded the image of the organization because of this image erosion the organization, foot will before the general public has twikled,it has be observe also that lack of periodic training of employees has affected the organizations do not periodic to refresh knowledge in word they already know how to do have experience restarted growth which will in danger their chances of surviving in the most populace  business environment.

1.3 OBJECTIVE OF THE STUDY

The general objective of this study is to determine the impact of employee engagement on organizational performance. The specific objectives include to :

1. Determine the impact of manpower planning on organizational productivity level.
2. Find out the impact of employee recruitment on organizational profitability level.

• To arcetain the impact of employee induction on organizational sustenability rate.

1. To evaluate the impact of employee placement on corporate image.
2. To examine the impact of employee training on corporate growth.