Today, employee engagement, employee retention and organization performance has become one of the important focus for organizations around the world. A blend of experiences of job satisfaction, job involvement, organizational commitment and feeling of empowerment makes an employee an engaged employee that also helps the organization to retain them. It is a concept that is greater than the sum of its parts. Engaged employees lead to sustainable business results because they put in more efforts because they care more for the organization, they give better services; they are more productive and even stays with the organization longer. However, the extent of the impact of practices of the dimensions of the employee engagement such as role of a line manager, succession planning, meritocracy, employer branding on employee engagement and impact of employee engagement on employee retention and its huge impact over the performance of an organization have not been much explored. The aim of this research is to achieve this objective.
Primary as well as secondary data have been used to complete this research. Primary data was collected through survey research strategy. The respondents of the survey were employees working in Dublin City University HR department, Glasnevin Campus, Dublin Ireland, because being an employee at such a prestigious institution such organisations are conducting employee engagement surveys on regular basis.
From the analysis conducted, it has been concluded that Succession Planning, employer branding have a positive impact on employee engagement which have a positive impact on employee retention and similarly affect the performance of an organisation. However, there is no impact of Meritocracy and Role of Line manager on employee engagement.