Essential Component of Contemporary People †Myassignmenthelp.Com

Question: Why Is Employee Engagement An Essential Component Of Contemporary People Management? Answer: Introducation: Employee engagement refers to the approach through which an organization motivates the employees to work harder. An engaged employee is fully involved and enthusiastic for his or her work. The engaged employees are attracted, inspired and committed towards their work. The engaged employees care for the future and the profits of the company. It refers to the attachment of the organization towards their place of work, job role and position within the company. The culture of the organization is correlated with the employee engagement and eventually productivity of the organization (Breevaart et al., 2006). The employee engagement involves the use of new measures and initiatives to increase the attachment of the employees with the organization and therefore increase the productivity and the business success. The employee engagement theories state that the employees who are engaged within the organization remain loyal and more productive in comparison to other employees. Moreover, employe e engagement works as a motivation during difficult economic and personal times. Therefore, the organizations adopt a large number of human resource practices to achieve employee engagement. It includes practices in recruitment, performance management, and human resource development and employee reward system (Albrecht et al., 2015). A business organization can adapt practices to increase the employee engagement towards the organization. An organization can adapt its recruitment and selection strategy to increase the employee engagement in the organization. Today, most of the companies understand that employee engagement is essential for the productivity of the business; however, a large number of people are not engaged in the business organizations. The disengaged employees are willing to jump to other companies and do not shy away in doing damage to the companies. The organization also needs to employ employee engagement methods as lower engagement is associated with decreased productivity, growth and quality of services. It also increases the employee turnover and employee dissatisfaction (Cook, 2008). In order to increase the employee engagement, the organization should implement new strategies at each stage of HR process. In the recruitment, the organization can engage the employees by keeping the job descriptions straightforward and realistic. The HR manager should also assure that the career goals and passion of the employees align with the position offered by the company. The HR manager should also scrutinize whether the behavior and personality of the employee fits with the culture of the organization. The employees are more likely to get engaged if they are clear about their job role and what is expected of them. Moreover, they are also more likely to get engaged if they know the career opportunities and advancements (McPhie, 2009). The HR manager should also manage the hiring process by making the applicants informed regarding the process and making them feel that they are an important part of the organization. The employees should be welcomed in the organization by providing welcoming email or sharing an interesting article about the company (McPhie, 2009). In a business organization, the employee engagement can also be encouraged by adopting different strategies in human resource development. The Human Resource Development is directly associated with the attaining organizations goals and competitive advantage. Training and development are crucial part of the human resource development of the organization. The employee training is a learning experience which can bring change in the behavior of the employees to increase the productivity (Shuck et al, 2014). Employee training is associated with the improvement of the employees skills which can improve their performance through employee engagement. Training is crucial for the employee engagement as when the employees are provided with the training to manage their stress at work or home, they become more productive and engaged towards their work. The training in the professional domain will reduce the employees error in their work which will reduce their stress with work and eventually incr ease their engagement with the company. The employees can also be trained in conflict management, stress management and ethical training to increase their engagement with the organization. If the employees are provided with the training and development in a transparent manner, they will become more engaged with the organization. Ethical training is also commonly used to increase cooperation between the employees and the teachers. The employees provided with the ethical training are more cooperative because ethics increases the feeling of caring and cooperation. The face to face and distance ethical training both have significant positive impact on the employee engagement (Azeem and Paracha, 2013). After the selection of the employees, the organization can motivate them by providing attractive remuneration. The employees can be engaged within the organization by aligning the performance of the employees with their compensation. The performance management has a positive impact on the employee engagement of the organization. If the performance management of the employees is done correctly, it can increase the performance of the employees. The performance management includes all the activities referring to the development, feedback and the professional growth of the employees (Balakrishnan, Masthan and Chandra, 2013). A business organization can increase the employee engagement by adopting several strategies such as providing high quality informal feedback, accurately evaluating the performance of the employees, creating clear and concise work plans and timetables. In the performance management, an organization can adopt several strategies to increase the performance management of the employees. It includes clarity, support, fit, feedback and development of the employees. The employee engagement can be drastically increased by providing clarity regarding what the expectations of the organization with the employees and providing them with challenging yet realistic goals. The organization should also adopt strategies to provide support to the employees. The support can be provided to the employees by providing them with the tools and training which are a part of the performance management process. The HR manager can identify the weakness areas of the employees in the performance management process. Feedback is also a part of the performance management which can increase the performance of the employees and increase their engagement of the organization. With feedback, the organization can extract the best potential of the candidates. The performance management is used to identify the highest potential candidates. The highest performing employees can be engaged with the organization by using effective reward strategies. It is important for any organization to provide an effective reward system which motivates and engage the employees with the organization. The business organizations can use effective reward strategies such as monetary or non-monetary rewards to compensate them for their productivity. It could be examined that several factor work together to engage the employees in the workplace. The contribution of these factors varies in strength and their appeal to the workers. The career growth opportunities, health benefits, job training and interaction with the co-workers contribute significantly to the success of the organization. Career development is one of the most significant factors in the employee training; therefore, the organization should invest in the employee training. The organization should iden tify the opportunities for upward mobility so that the employees can take up higher roles and use the obtained skills effectively. In addition to it, the organization should also encourage job rotation so that the employees can learn regarding different job roles and overall business operations of the organization. The remuneration is essential for retaining talented employees in the organization. The organizations should focus on retaining skilled talent with the organization by investing in policies and practices which foster engagement and commitment in the organization. After the recruitment of the candidate, the salary and the package of the employees is the best contributor to increase the employee engagement. The social exchange theory states that the interaction with the coworkers is significant in engaging the employees within the organization (Bal and De Lange, 2015). The employees feel happy and focus on their jobs if they are satisfied with their work environment. If the employees get the feeling that they have enough growth opportunity in the organization, they will get engaged towards their job (Kimutai and Sakatala, 2015). It can be concluded that the employee engagement is an essential component of the contemporary business management. Employee engagement is essential in the retention of the employees and obtaining maximum output from them. The employee engagement is essential for increasing the productivity of the organization and retains the talented employees within the organization. The companies implement a number of strategies for increasing the engagement of the employees within the organization. These strategies can be implemented at all the stages of human resource management. The organization should be clear and transparent in the job description, selection process of the employees and selects the candidates whose personality aligns with the goals of the organization. In the performance management, the organization should adopt an accurate performance evaluation system and provide periodic feedback to the employees. Reward system is also essential for the engagement of the employees within t he organization. References Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), pp.7-35. Azeem, M.F., Paracha, A.T. (2013). Connecting Training and Development with Employee Engagement: How Does it Matter? World Applied Sciences Journal 28(5), 696-703. Bal, P.M. and De Lange, A.H., 2015. From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study. Journal of Occupational and Organizational Psychology, 88(1), pp.126-154. Balakrishnan, C., Masthan, D. and Chandra, V., 2013. Employee retention through employee engagement-A study at an Indian international airport. International Journal of Business and Management Invention ISSN (Online), pp.2319-8028. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O.K. and Espevik, R., 2014. Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), pp.138-157. Cook, S. (2008). The Essential Guide to Employee Engagement: Better Business Performance Through Staff Satisfaction. Kogan Page Publishers. Kimutai, K.A. and Sakatala, W. (2015). Effect of reward on employee engagement and commitment at Rift Valley Bottlers Company. International Academic Journal of Human Resource and Business Administration, 1 (5), 36-54. McPhie, N.A.G. (2009). Power of Federal Employee Engagement. DIANE Publishing. Shuck, B., Twyford, D., Reio, T.G. and Shuck, A., 2014. Human resource development practices and employee engagement: Examining the connection with employee turnover intentions. Human Resource Development Quarterly, 25(2), pp.239-270.