Human resource management - Assignment Example

Management functions can affect the performance of a business and the main intention of HRM is to raise awareness among employees like how poor management can influence the overall performance ultimately. Employee engagement is one of the highly pursued trends in the business world presently and more and more organizations today are seen making their living by assessing employee management in order to show it to their clients later on. It is defined as “as a combination of commitment to the organisation and its values and a willingness to help out colleagues (organisational citizenship).

It goes beyond job satisfaction and is not simply motivation” (CIPD, 2011). Though, increased employee engagement is a useful measure by which more clients could be gathered, there are also doubts that employees, at large, would call this another HR thing which may be fake and not so beneficial in long-term context. Actually, employee management is not a fake issue but a whole new knowledge domain by which HR executives can help raise an organization to a higher place in the market. Employee engagement is judged by the level of five kinds of roles existing within an organization.

Describing these five roles holds huge importance before critically evaluating the role played by HR executives in achieving employee engagement. Employees may just remain self-involved and do only what is required of them, while there may also be employees who go out of their way to help the organization even if their jobs do not require them to do so. Some employees may also be engaged to the point that they play an entrepreneur role by presenting one after another new creative idea and help their fellow members for moving towards common goals.

Now, HR executives can play a role in achieving employee engagement by removing barriers to work and consequently, transforming the organizations into places where every employee will come to work and act in a more engaged manner. Employees are in a highly engaged state when they are found doing the non-job roles and HR executives can bring the employees near this state by compelling the managers to converse more often with their employees because it is the managers ultimately who can make engagement happen (Welbourne, 2003).

The idea of a high performing CSR (corporate social responsibility) organization can never be fulfilled without raising the level of employee engagement. Now, HR executives have a key role to play to strengthen employee commitment and engagement. Employee engagement is majorly raised by the HR executives by unlocking human potential and by inducing the managers to motivate their employees so that they may feel more motivated to present their innovative ides for the betterment of the organization (Strandberg, 2009).

If HR executives fail in talking the managers into motivating their employees by blending with them, credibility of an organization is seriously damaged because employees are not engaged at any level (Mees & Bonham, cited in Strandberg, 2009). HR executives have the full benefit of playing an instrumental role in helping the organizations raise their respective levels of employee engagement. Actually, employee engagement does not involve HRM alone, rather it involves everyone