7EEG Overview

 7EEG Employee Engagement is an optional module for the level 7 Advanced Diploma in Human Resource Management. It covers all aspects of employee engagement.

The Module's Purpose and Objective

Excellent organisational performance is a result of how connected, devoted, and engaged the organization's people feel. As such, the curriculum delves into the cognitive, behavioural, and emotive elements of employee engagement.

The term "engagement" is defined. Additionally, the reasons why some organisations perform better than others in cultivating true employee engagement are discussed. Additionally, recommendations on what organisations can do to increase employee engagement are provided, with the assistance of human resource professionals.

The Employee Engagement programme provides learners with a comprehensive understanding of the term 'engagement' as it is applied in organisational contexts. Employee engagement is also examined philosophically and empirically in relation to other associated values, beliefs, leadership styles, and management practises.

Learners will develop knowledge and appreciation for the significance of employee engagement's emergence as a critical priority area for organisations. This is advantageous for individuals who have achieved or aspire to attain high-performance work (HPW). Additionally, the programme equips learners with the information and abilities necessary to evaluate scientific, experiential, and anecdotal evidence pertaining to the processes that promote employee engagement and its consequences.

The programme emphasises the importance of exercising caution when evaluating and interpreting 'evidence' regarding the methods and advantages of employee engagement. Additionally, it teaches students why it is critical to avoid rhetorical tendencies. Due to the paucity of empirical data in many research, more weight is placed on the perspectives of individuals with a vested interest in claiming increased development and success.

Employee engagement is a highly effective technique for achieving positive reputational and financial results. That is, if the concept is adequately understood, the implementation is meticulous, and the results are objectively measured. Learners will investigate numerous approaches for assessing engagement and taking corrective action. Additionally, they learn how to establish cultural behaviours that increase employee engagement, as well as how to identify and assess engagement-boosting actions.

The module requires learners to conduct ethical and professional reflections on theory and practise. Additionally, it facilitates possibilities for applied learning and professional development.

Who is a good candidate for this module?

• Individuals with HR decision-making duties at various levels within an organisation, whether operational, tactical, or strategic.

• Human resources professionals who are interested in advancing and improving their careers in a team or functional management capacity.

• Individuals who perform HR functions and activities within an organisation but do not have a specialised role.

• Independent or salaried consultants who assist organisations in achieving their objectives.

• Individuals interested in pursuing a career in human resources and pursuing CIPD professional membership.

What are the module's Learning Objectives?

After completing this lesson, learners will be able to: • Analyze the notion of natural employee engagement and how it may be leveraged to accomplish high-level business objectives.

• Clearly articulate the empirical and philosophical connections between employee engagement, managerial leadership, strategic aspirations, and human resource management (HRM) strategies aimed at infrastructure maintenance and the development of competitive differentiators in human resource management (HRM).

• Examine the role of employee involvement in increasing reputational, strategic, and competitive excellence in high-performance work environments.

• Develop and analyse causative or correlational relationships between employee engagement levels and organisational success, as measured by efficiency and business results.

• Develop action plans for boosting employee engagement in their organisations and elsewhere that are justifiable, cost-effective, and strategically defendable. • Conduct systematic assessments of present levels of employee engagement throughout organisations, functions, and business units. Following that, recommend or implement programmes aimed at obtaining remedial modifications or embedding previously achieved levels of engagement.

What are the Evaluation Criteria?

A multi-sectorial assessment strategy is utilised to guarantee that all learning outcomes are evaluated in a way that benefits the learner's experience. The assessment tools are intended to help learners demonstrate their understanding of the concepts, their ability to connect theory to practise, and their capacity to communicate effectively in the human resources sector.

The following will be used to assess learners:

• At least 50% of the learning outcomes will be assessed summatively.

•The remaining learning outcomes will be assessed through a range of activities, including learning, teaching, and formative assessment. These activities will include the following: • integrated work activities

• group and individual presentations • written reports • timed tests

• examinations • Viva Voce assignments

Additionally, learners enrolled in a variety of CIPD-accredited centres may be exposed to competency-based evaluation. The assessment procedure necessitates the use of occupationally competent assessors. However, external moderation of centre-marked examinations is required for standards considerations.