Employee Engagement and Its Impact on the Success of the Business - Term Paper Example

? In today’s fast paced world it is very important that the organizations create a niche for themselves. Today the companies work on the basis of creating a separate identity for themselves. Separate identity can be created by product differentiation and other different strategies. Some of the companies have started using employees as a tool and therefore, it is very important that the employees should be treated in a unique and innovative way to create the required differentiation among their competitors. To reduce the dissuasion that the employees had, a study was conducted after which the relevant recommendations were given and they were then implemented considering the practicality and the effectiveness. The whole idea for the formation of the report is to analyze and identify the reasons that exist because of which the employees are unsatisfied or have some kind of issues with the company. To achieve employee satisfaction, is a very important task for any company because satisfied employees are those who will work effectively and therefore also have a positive impact on the profits of the company. Employee satisfaction is a major factor that companies are willing to spend a lot of cash on so that they can have a very satisfied work force. It is not important that all the employees should be paid well only, there are other factors like satisfaction and a peaceful and happy environment is also a very important and crucial factor that the employees look for when they work for any company (Federman, B. , 2009). Constant training should be given to the employees. Employees would feel that the management is interested in improving the conditions of the employees and as well as have them motivated. It has been seen again and again that when the employees have stagnancy in their jobs they start feeling dissatisfied and end up leaving the job. This increases the turnover in the company and the reputation of the company is reduced. The constant training which will be given will make the employees think that the company is interested in the growth of the employees. Evaluation of the process is done to ensure that the best practice is employed. If a process is done in alignment with the goals set done earlier, then it will yield results usually. However, if it does not then the matter needs to be looked into further. Evaluation is done by firstly understanding the environment that the business is functioning in and all the related data in that business needs to be analyzed. A good idea also doesn’t necessarily lead to good results. Therefore it needs to be implemented properly in order to reap its full benefits. The implementation needs to be analyzed by seeing the participants involved in the process, their interaction and teamwork elements etc. the impact on the community and the training that participants may require or may have been involved in in their work (Federman, B. , 2009). In today’s globalized world, Human Capital is considered to be more important as compared to financial capital. The kind of workers that you have hired in your organization reflects the true condition of your organization. If the organization contains all “A” class workers then the organization tends to be a successful one, while if they do not hire the right kind of people then, it is the organization that suffers as a whole. Through right kind of hiring the organization can achieve its purpose. It is highly recommended that the employees have the required requirements of Knowledge, Skills and Abilities (KSAs) so that the organization is capable enough to reach its goals (Macey, W. H., 2009). If the employees are knowledgeable about the required requirements of the company, they know about the qualities that they should possess or they should gain. It is also duty of the company to make sure that they work on the various lackings that exist in their employees. This way the employees will feel that the company is interested in building their knowledge bank and at the same time it is interested in motivating them and improving them. When the employees start feeling that the employers are interested in improving them then they would surely start taking more interest in their works and start producing far more better results as compared to the ones they are producing now. The companies can create an edge over their competitors by simply training their employees according to the new trends and keep a constant lookout on what their competitors are doing. The most easy and appropriate way to start the training process is to at first identify the needs that exist in the organization, once the training need analysis is done, the relevant and right kind of training is elected. When the training analysis is being done, also the people who need training are identified and thus made to go for it. This will help the organization to go for the right kind of training for the right type of people. If the company is looking forward to creating a very good image of itself from the point of view of the employees and the reputation as a very efficient and productive company then they have to invest in their employees. Gone are the times when the employers used to vie each other so that they can move ahead in the race of the best by purchasing modern technologies, or better systems but now the companies have realized that the major secret to gain the first place is to train their employees and invest in them to make them happy, this will increase their employee engagement and also make their employees more motivated and efficient. When the employees will become efficient with increased engagement the overall productivity of the company will increase and hence make it profitable in the long run. Just wayward spending on employees will not bear fruit, it is very important that a constant check and balance is kept on the spending that is done on the employees so that there is no wastage of resources. REFERENCES Macey, W. H. (2009). Employee engagement. Chichester, U.K: Wiley-Blackwell. Cook, S. (2008). The essential guide to employee engagement: Better business performance through staff satisfaction. London: Kogan Page. Federman, B. (2009). Employee engagement. San Francisco, Calif: Jossey-Bass. Newell-Legner, R., Healthy Learning Videos., & Athletic Business Conference & Expo. (2010). Employee engagement: The lasting effect of a positive onboarding process. Monterey, CA: Healthy Learning. Read More