The challenge for today is not just retaining talented people, but fully engaging them, capturing their mind and hearts at every stage of their work lives. Employee engagement has emerged as a crucial driver of business success in today’s competitive marketplace. Further, employee engagement can be a key factor in organizational success. Not only does engagement have the potential to significantly affect employee retention strategy, productivity and loyalty, it is also a key connect to customer satisfaction, company reputation and overall stakeholder value. Thus, to gain a competitive edge, organizations are looking to HR to set the agenda for employee engagement and commitment. Employee engagement is rightly a property of the relationship between an organization and its employees. An "engaged employee" is defined as the one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. Employee engagement is a way ahead to business success. An engaged workplace is one encourages commitment, energy and productivity from all those involved to help improve and achieve business performance. Employee engagement is about linking on our employees’ knowledge and ideas to improve our products and services, and be innovative. Employee engagement is about indulging a deeper commitment from our employees so fewer leave, sick absence reduces, accident rates decline, conflicts and grievances go down, productivity increases. Employee engagement is about organisation actions that are consistent with the organisation’s values. This paper is an attempt to review the available literature in the field of employee engagement which are in the form of models and draw conclusions on the available gap. It is purely based on secondary data