3.1 Employee Engagement Model Depending on your point of view of what it is, there are a few perspectives on the factors that determine employee engagement. As concluded in Aon Hewitt's 2013 Trends in Global Employee Engagement, engagement factors are grouped into six major experience categories, including aspects of quality of life, work, people, opportunities, total rewards and business practices (Aon Hewitt, 2013; see Figure 3.1). Specifically, overall quality of life, including job security, security, and work-life balance, is considered a foundation as these factors secure an employee's life. For example, providing a certain number of working hours, professional insurance and health programs. In the work aspect, it means giving empowerment and autonomy, satisfying the sense of achievement through meaningful work tasks. Employees need freedom and authority to make necessary decisions about jobs instead of managers controlling everything. In terms of who employees work with, it's an important factor in driving engagement. Effective internal communication is based on people, which results in better relationships and collaboration across the entire organization. Job opportunities for employees seem like goals to be achieved; these possibilities motivate them to work harder. Furthermore, the valuable learning and development program for employees is a way to achieve their goals and an opportunity to enrich their career and life. Likewise, total reward such as corporate reputation and recognition increases employee pride and loyalty; Furthermore, financial and mental benefits, such as salary and bonus, provide the basic incentives to stimulate employees