The research is aims to describe strategies related to engaging employees, the style of management of immediate managers, team cohesiveness and mutual support, perceived organizational commitment and support, organizational justice and to present employee engagement survey…
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The findings of this research will provide insight of Human Resource (HR) department that has earned a fundamental status in any organization in the recent history. It facilitates the formation of an effective infrastructure in which employees can excel and achieve goals in accordance with the vision of the company. HR functions encompass the art of providing an environment for the managers such that they are able to engage their employees and achieve desired results. Alfres, Truss, Soane, Rees and Gatenby defined employee engagement as the presence and active participation of the employee in the happenings of the organization, alongside maintaining effective and meaningful relations with the colleagues. Lockwood stated that the employees who possess greater levels of commitment with the organization tend to perform 20% better than the others and there are 87% less chances of them leaving the organization. Therefore, it can be said that better organizational results can be linked to greater employee engagement. A performance driven environment that is fuelled by competent employees is achieved by the presence of effective HR policies. Humane, flexible and clear HR policies ensure a fair and amiable working environment that helps to engage employees by protecting their rights and interests. However, the formulation of valuable HR policies is not the only factor that is used to attain employee engagement in the organization....
Figure 2: Managers’ practices influence the level of employee engagement and ultimately the business results (Vance, 2006) Alfres, Truss, Soane, Rees, and Gatenby (2010) considered the following factors to bear great relevance when employees rate their line managers; communication, trust and level of fairness. Along these lines, the managers are expected to assign tasks in a fair manner in accordance with the skills and expertise of the employees. The employees expect clear and unambiguous guidelines from their managers so that the employees can direct their efforts in a consistent direction and produce results according to the expectations of the managers. Vance (2006) discussed the job characteristics model from the 1970s that increased the attention on the relation of job design with job satisfaction. This model promotes the consideration of the following aspects; skill variety, clear identification of task, relevance of task, independence to perform the task and feedback of the performance. Line managers are also responsible for ensuring that the efforts of the employees are rewarded in an according manner. 2.2 Team Cohesiveness and Mutual Support Mutual understanding and cohesiveness are important traits of any team since these factors work towards the enhancement of employee engagement. Albercht (2010) stated that exchange of knowledge, skills and abilities (KSAs) helps the employees to improve their work performance and stay directed towards the achievement of the goals of the team. Mutual support promotes an amiable environment in the team which develops personal relations within team members; such relations provide the feeling of belonging to a specific establishment.
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This paper examines the role of employee engagement in modern organizations. Reference is made to the employee engagement policies of Marks and Spencer, a well-known British firm. The efforts of the firm to promote employee engagement across its departments are evaluated using the literature developed in the particular field.
In short, the role of employees is vital in determining the success and failures of an organization. Organizations which fail to utilize their manpower resources effectively, may struggle to achieve proper growth. On the other hand better utilization of employees may help an organization to meet its targets consistently.
This case study has aimed at conducting research on the relationship between employee engagement and performance. The definition of the term employee engagement has been well defined and differentiated from other aspects. An explanation of the emotional and physical connection of the employees has been brought, in order to have an understanding of the term employee engagement in organizations.
Many organizations do so by motivating and treating employees fairly (Purcell, 2009:21). Employee participation acts as a method of empowering and motivating employees, which results, to increased retention and productivity. Unlike other words like “High Commitment Management” and “High Performance Work Systems”, employee engagement is an attractive and a simple word with a clear meaning that makes it easier to understand.
This can only be done if the voice of employees are taken seriously and their views and opinions are integrated into the affairs of the organisation in question. The position of employee relations has metamorphosed from the old days of unions to various forms of collectivism like employee association and the like into a human resource management function in the late 1990s (Kaufman & Gottlieb, 2000 p403).
Running head: Employee Engagement Employee Engagement Name of student Course Course instructor Date of submission Executive Summary This paper aims to look at ways in which employee engagement is beneficial to the employer, the employee and the organization in general.
Human Resource Strategies for Employees’ Commitment and Engagement.
For many years, there have been rapid advancements in the field of information and technology that has resulted in creation of a highly competitive global environment where organisations are now endeavoring to acquire competitive advantage in the market.
The author states that most organizations rely on a mechanistic system of engagement where the management manipulates workers commitment and feelings. In the event that employees realize the manipulation, they become disillusioned. Extracting effort from workers through manipulation, rather than improving engagement, results in cynicism.
Human Resources-Employee Engagement. Employee Engagement is a term referring to a process in which management creates a conducive environment for employees through which they get committed towards carrying out their responsibilities effectively. It is necessary for the organization that they create conditions through which employees are able to utilize their skills and capabilities in the best possible to accomplish their tasks and generate positive outcomes.
Positive employee engagement is vital to the success of a business’s objectives. From a management standpoint, engagement describes the practice of leading workers by making it possible for them to actively desire to participate in functions and operations that are necessary for the continued success of a business establishment.
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