Employee engagement as a motivational construct has become a topic of interest in research as well as management since the introduction of Kahns (1990) theoretical framework. However, most of the research on employee engagement has been conducted in anglo-american countries. Furthermore, the findings on the antecedents of employee engagement have thus far remained inconclusive. This thesis pursues the goal to evaluate the degree of employee engagement of trainers at bfi Steiermark and to examine perceived HR practices as antecendents of employee engagement. The empirical study draws on Wright and Nishiis (2006) theoretical model on HR practices, Kahns (1990) theory on engagement and integrates a social exchange perspective (Blau, 1964). In doing so, intended and actual HR practices are considered by analysing the official HR practices for trainers at bfi Steiermark. Consequently, an employee survey is conducted to gather data on HR practices, as trainers vary in their perceptions of these practices, and on employee engagement. The findings suggest that the extent of employee engagement is rated highly in this context. The analysis of the employee survey shows that the following practices job characteristics, work role fit, training-into-the-job, participation of employees in decision-making, training and career development are positively associated with employee engagement, with work role fit showing the strongest correlation with employee engagement followed by training and career development. Implications for research and practice are discussed.