Employee Engagement: A Primer for Strategic Human Resource Management Dr. Rana Neeti*, Associate Professor, Chhabra Neeti Leekha**, Research Scholar *School of Management, Gautam Buddha University, Greater Noida, India. **GBU, Apeejay School of Management, New Delhi, India. Online published on 25 November, 2011. Abstract In the last decade, human resource management has evolved from policy policing and benefits administration to a far more strategic role of engaging and developing the workforce (i.e., acquiring, growing, and managing talent). Employee Engagement becomes much more critical in today's fast paced digital era or global environment. Herein, an attempt has been made to identify predictors and outcomes of two types of employee engagement: job and organization engagement. The paper offers some wider reflections on the ways in which engagement and disengagement can be managed. Based on the seminal work done by [1] and [2], the authors have developed an extensive model of employee engagement. The model adds a new dimension in the literature of employee engagement by differentiating between the predictors and outcomes of job and organization engagement. The model will help to develop insights for managing people in the 21st century with sustainable engagement and effectiveness. However, it has to be empirically tested and replicated. Top Keywords job engagement, organization engagement, demographics, antecedents, outcomes. Top |