Assessing Employee Engagement Through the Compensation and Benefits Policies at the Central Regional Office of the Electricity Company of Ghana

ABSTRACT

One of the most challenging tasks for most organisations today is not just retaining talented employees but fully engaging them, and capturing their minds and hearts at each stage of their work lives. Hence, this requires the need to put in place effective Human Resources policies that will fully suit the needs of employees in order to gain their loyalty and retain them. The current study sought to assess the level of employee engagement and by extension their turnover intentions in the context of the compensation and benefits policies, as well as other non-financial related factors of Electricity Company of Ghana (ECG). A cross sectional survey with the use of self-administered questionnaire was used to solicit the responses of 72 employees through a census approach at the Central Regional Office of ECG Limited. Frequency distribution, cross tabulation and the Spearman’s Correlation Matrix tests were used to analyse the data obtained in order to determine the relationship between the study variables. The results of the study showed that the compensation and benefits policies, as well as the non-financial factors had positively influenced the engagement levels of workers in the organisation. Consequently, the high engagement levels had also reduced the turnover intentions of employees. Also, there was no statistically significant relationship in terms of gender and job positions on the study variables. The study recommended to management of ECG to continue implementing the current policies on compensation and benefits. Also, the management should ensure that the mechanisms put in place for the processing and disbursement of staff benefits are reviewed to reduce bottlenecks in order to improve the time of delivery.