HRM - Employee Engagement Tactics


 
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Employee engagement is not merely motivation and oversimplified job satisfaction. It s combination of work practices and tools HR professionals use to engage employees and the commitment and willingness of the top management and the assistance of the colleagues. It is therefore include a plethora of elements such as commitment, loyalty, motivation, satisfaction employee attitude.
Employers today focus on effective employee engagement for many reasons such as shortage of skill workforce, competition, retention management therefore the focus in engagement in the last decade as shifted to good people management practices in firms and the agenda has turned in this direction. (CIPD, 2017).
Armstrong (2009) suggest that excellent employee relationships is good got for both parties the employer and employee at large. Hence building great relationships and ensuring that motivation, commitment and emphasis on employee well being and performance are increasing becoming important at the place of work. 
CIPD (2017) suggest the process and concept is rather broad and new in the HR profession and its closely related to motivation with focus on people management strategy. However Aston and Sung (2005) suggest that High Performance Work Practices and High Performance Work Organisations support employee engagement in the long run and that successful corporations employ HPWP to engage employees to achieve high performances 
Some of the elements used in the mix of engagement include
  1. Effective communication to reinforce the vision and mission of the company to ensure transparency among its employee. Thus, effective communication is an important pillar of effective engagement of people within firms
  2. Ensure the company has effective channels to ensure people can voice themselves with the organization.
  3. Empowering workers to involve and support decision processes with their jobs to enrich and enjoy the work employee do.
  4. Support for Well being and Fair Treatment of workforce reduce the differences between hierarchical levels and have a seamless flat organization.
However, theses ideas are not new like in the case of the HPWP’s espoused by Aston & Sung in 2005 in a report and survey done for CIPD. Therefore, the importance of employee engagement cannot be underscore within organisations 

References
Armstrong, M. (2009), A Handbook of Human Resource Management Practice. 12 ed. London: Kogan Page.

CIPD (2017), Employee engagement and motivation fact sheet CIPD Sept, 17th , 2017

Sung, J., & Ashton, D., (2005). High Performance Work Practices: linking strategy and skills to performance outcomes.
 
 
 


Comments

  1. Shanuka Herath5 July 2018 at 09:06

    Well written. And explained in simple way.

    ReplyDelete
  2. Unknown5 July 2018 at 09:07

    good artical

    ReplyDelete
  3. SivaArun5 July 2018 at 09:15

    We can obtain a clear idea about engagement. Keep up the good work

    ReplyDelete
  4. Thameera galkaduwa5 July 2018 at 09:31

    Good referencing. You have done a good research on this topic. Keep it up.

    ReplyDelete
  5. Unknown5 July 2018 at 10:44

    references are good. nicely addressed. good job...

    ReplyDelete
  6. Neranji7 July 2018 at 07:36

    Well researched article!

    ReplyDelete

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