A study on impact of innovative HR practices on employee engagement in IT industry

The emergence of LPG has given a lot of opportunities for our country to grow at a faster rate along with imposing a lot of challenges for companies to become more competitive than the foreign companies. This scenario has pressurized the organization to be proactive in nature by adopting more Innovative HR practices to build Employee Engagement which plays a vital role in gaining competitive edge by companies as HR are in priority order. In 21st century, HRM has gained new dimensions over the years. Now there is a scope for highly skilled and knowledge based jobs which call for a greater necessity to retain with engaged workforce by companies. The recent growth trends of IT industry being people centric organizations in which people are treated as key resources and keep engaged workforce with corporate goals through continuous Innovative HR practices play a vital role in achieving organizational excellence. Employee engagement is one of the key factors for the success of any organization and Innovation is one such key requirement that has to be achieved by each and every organization as these key requirements result in Employee Engagement. This paper attempts to investigate the impact of Innovative HR practices on Employee Engagement and understand the relevance of Innovative HR practices in keeping up the engaged workforce in the organization. The findings of this study can be used as action planning by the HR executive of IT companies for HR practices renewal and develop a supportive and competitive business environment assured with engaged workforce. The findings of the study can help the manager to understand the different dimensions which can enhance employee engagement and also to adopt new HR Practices by companies to bring desired outcomes. It is important to monitor and evaluate the HR practices on an ongoing basis based on the level of engagement, feedback and participation of employees. There can be further scope to undergo further research as set of HR practices and procedure becomes outdated over a period of time and new initiatives in HR practices on an ongoing basis being considered as proactive action planning by companies.