Research On Present Situation And Countermeasures Of Employee Engagement In ST Company

In today’s society, human resources have become the most valuable resources of enterprises, the competition among enterprises is more and more reflected in the human resources’ competition. One of the important goals of human resources management is to make employee engaged, because highly dedicated staff will bring high performance for the enterprise, and employees’engagement degree has become an important indicator of enterprise human resource management level.ST Company is a Sino-German joint venture company, with the production of power transformers. Under severe market pressures, management proposed vision of "Transform to the Future", as well as set the mission of "Be a customer satisfied partner; Sustainable innovative solution for customer; because the most respected employer in industry; achieve the double digit growth, create value for shareholders. Remarkable quality, power the global market of China." ST company Human Resources Department also put forward its strategic target on establishing a high-quality, highly united team, at the same time to create a high performance enterprise culture. To deal with the severe competition, the enterprises adopted a series of improvement measures. As a reslut, sales orders began to recover, the situation began to turn ro good way, but some poblems such as some talents were drain, product quality problems were happened. In order to accurately understand the status, the aitticle author and other human resources colleagues conduct a survey on the employee engagement. In view of the problems focused in the survey, combined with company development strategy and human resource development targets, the paper author formulated a feasible engagement enhancing scheme, which has a positive impact to improve the ST company employee individual performance as well as organizational performance. To improve the performance of enterprises is the purpose of this study.The research background of this paper is the mature stage of the development of power transformer industry in China. At this time, the market has shown a tripod situation which is composed by foreign-funded enterprises, state-owned enterprises (including state-owned enterprises) and private enterprises. Industry competition pressure is huge, ST company orders and profits are significantly reduced. The study of this paper enriches the practicle research on employee engagement, which helps to improve the individual performance and overall performance of ST Company, at the same time, provides a reference for other companies in the power transformer industry.This paper mainly adopts literature research method, questionnaire survey method and interview method. At the beginning of the study, the author looked thorugh online and offline resources, access to a large number of documents and data of a theoretical knowledge of the concept of employee engagement, structure dimensions, antecedents, outcome variables and engagement mechanism, which provides great support on the paper. Then, author and her colleagues developed suitable employee engagement survey questionnaire. At the same time, author interviewed various level employees, to understand the status of employee engagement and the impact of employee engagement factors provide a basis for the next step in the development of employee engagement. At last, to put forward engagement enhance program, author d seminars and telephone interviews to the department managers and up grade company human resources experts, gained a valuable guidance on enhancing work.In this paper, the basic conclusion is:employee engagement is affected by organizational factors, job factors and personal factors, according to the survey results and the company’s development strategy and human resource development objectives, it is recommended that, we should enhance ST company’s engagement from three measures:compensation, employee career development and flexible working system, to improve the performance of individual employees and the organization’s overall performance. Compensation management is the support of enterprise strategy, is the direct extension of human resources management strategy. The salary structure should be adjusted acoording to enterprise strategy. The career development of employees is to make employees more important and to get a more broad space for career development. Enterprise reasonably plan staffs personal career development, can improve the staff’s work enthusiasm and initiative, enhance working employee’s sense of responsibility, unify the personal and enterprise’s interests, to achieve a win-win situation. Flexible working system provides employees more trust and a sense of freedom, conform to the psychological needs of employees. Employees have more flexible time to deal with personal matters, with that, employees’"self-management" consciousness is respected, which will inspire employees’ enterprise’s loyalty and responsibility sense. In returm, they will improve work efficiency for the company.The main innovations points of this paper are:employee engagement survey method which are more suitbale for production type enterprise and the enhancing propose which will bring beneficial to the engagement further research and study.