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In level 7 of the Advanced Diploma in Human Resource Management, the optional module 7EEG Employee Engagement explores employee engagement.
Purpose and Aim of the Module
Excellent organizational performance results from how involved, committed and engaged the organization’s employees are. The module delves into the various dimensions of employee engagement, including cognitive, behavioural, and affective dimensions.
The meaning of the concept “engagement” is investigated. Similarly, the reasons why some organizations perform better than others in terms of creating authentic engagement among employees are provided. Furthermore, tips on what organizations can do, with HR professionals’ assistance, to improve workforce engagement levels are shared.
The Employee Engagement module provides learners with a thorough understanding of the concept of “engagement” applied in organizational settings. The philosophical and empirical links between employee engagement and other related values, beliefs, leadership models, and management practices are also investigated.
Learners will understand the significance of employee engagement emerging as a critical priority area for organizations. This is advantageous for those who have achieved or aspire to achieve high-performance working (HPW). Furthermore, the module enables learners to gain the knowledge and skills required for evaluating research, experiential, and anecdotal evidence related to the processes that facilitate employee engagement and the outcomes.
The module warns against assessing and interpreting ‘evidence’ about the processes and benefits of employee engagement. It also explains why students must avoid rhetorical tendencies. Because many studies lack empirical detail, more emphasis is placed on those who have a vested interest in reporting more excellent progress and success.
Employee engagement is a powerful tool for achieving positive reputational and financial outcomes. That is if it is properly understood, implemented, and objectively measured. Learners will investigate various techniques for measuring engagement and taking corrective action. They also learn how to embed cultural practices that improve employee engagement and how to identify and evaluate actions to improve levels of engagement.
Learners are required to critically reflect on theory and practice from an ethical and professional standpoint in this module. Furthermore, it allows for applied learning and continuous professional development.
Who is suitable for this module?
- Individuals with HR decision-making responsibilities within an organization at various levels, operational, tactical, or strategic.
- HR professionals in a team or HR functional management role who want to advance and develop their careers.
- Individuals who have HR roles and responsibilities within a company without a specialized role.
- Consultants who provide services to companies or organizations to meet their objectives.
- Individuals interested in pursuing a career in human resources and becoming a member of the CIPD.
What are the Learning Outcomes of the module?
This module will enable students to:
- Analyze the concept of natural employee engagement and how it can be used to achieve high-level business objectives.
- Explain empirically and philosophically the links between employee engagement, managerial leadership, strategic aspirations, and HR strategies aimed at infrastructure maintenance and the development of human resource management (HRM) competitive differentiators.
- Investigate the significance of employee engagement as a tool for improving reputational, strategic, and competitive excellence in high-performance workplaces.
- Create and analyze a causal or correlational relationship between levels of employee engagement and organizational performance as measured by efficiencies and corporate outcomes.
- Create action plans for increasing employee engagement in their organizations and elsewhere that are justifiable, cost-effective, and strategically defendable.
- Evaluate current levels of employee engagement within organizations, functions, and business units in a systematic manner. Following that, recommend or implement programs to achieve corrective changes or embed previously achieved levels of engagement.
What is the Assessment Criteria?
To ensure that all learning outcomes are assessed to improve the learner’s experience, a multi-sectorial approach assessment is used. The assessment tools are intended to help learners demonstrate conceptual mastery, apply theory to practice, and communicate clearly in the HR field.
Learner evaluation will include the following:
Summative assessment will be used to evaluate at least 50% of the learning outcomes.
The remaining learning outcomes will be assessed using a variety of activities such as learning, teaching, and formative assessment such as;
- Integrated work activities
- Presentations in groups and individually
- Time-limited tests
- Assignments for Viva Voce
- Studies in practice
Furthermore, learners in CIPD-approved centres may be subjected to competency-based assessment. The assessment method necessitates the use of occupationally qualified assessors. However, for standardization purposes, centre-marked assessments must be subjected to external moderation.