analysis of the meaning, principal dimensions and components of employee engagement and how it differs, if at all, from related concepts such as organization commitment, employer involvement, job satisfaction. An identification of the principal drivers and business benefits of having an engaged workforce and a signposting of some of the steps an organization can take to create a culture of employee engagement e.g. through job design, discretionary behavior etc. A brief explanation of the need for aligning engagement practices with other corporate components. An evaluation of suitable diagnostic tools for measuring employee attitudes and levels of employee engagement.•An example of an employee value proposition (EVP) to promote levels of employee engagement making reference to what makes a ‘good’ EVP. Examples of relevant HR strategies to raise levels of employee engagement and address barriers