Employee Engagement Study as University HR Policy Tool

The purpose of the study was to design the employee engagement survey and approbate it on distinct personnel categories at the university. The study was based on the leading consulting companies’ benchmarks (Aon Hewitt, Gallup Inc., Deloitte, Hay Group etc.) and the scientific studies (A.M Saks, I.A. Davydova, Y.Y. Kozmina, A. Onuchin, A.V. Lovakov etc.). The first issue was to find proper definitions of similar terms. Evolutional model of the terms was found and used in this study: from the basic job satisfaction through the organizational loyalty to the employee's engagement. Next step was to design the methodology of the employee engagement survey specified for the university. Factors affecting employee engagement were defined from benchmarks. The integral map of the factors was created from the list of determinants. The Gallup approach – Q12 was used for the basis of the methodology. The approbation of this methodology was organized in two iterations in 2017 and 2018. The methodology was modified after the first iteration. Method of the ideal point was added in the online-survey. Two types of factors were defined: motivating and demotivating. The typology of the university's personnel positions was developed. The typology was based on business process management approach and customer-oriented approach. The methodology makes it possible to show the most "vulnerable" factors for various categories of employees, and, therefore, to react on these vulnerabilities with help of human resources policy tools. The results of this were successfully presented at the international scientific-applied conference “HR-TREND 2018” at the National Research Tomsk State University. The scientific paper for the Journal University Management: Practice and Analysis is in work now.