Danone Human Resource Security Planning during Covid19

This report highlights concept and drivers of employee engagement, diagnostic tools, employee value proposition and strategies to raise level of engagement in Danone during Covid19.

Human resource
security planning

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
Concept and drivers of employee engagement...........................................................................3
Diagnostic tools...........................................................................................................................5
Employee value proposition and strategies to raise level of engagement...................................6
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource planning is the systemic process of optimum utilisation of resources to
improve employee quality level. Employee engagement is the workplace methodology which is
designed to enhance employee feeling as well as emotion that is associated with the company.
HR focus on employee engagement to ensure each employee fit in its job role and company can
avoid shortage or surplus of manpower (Ali, 2019). The chosen organisation for this report is
Danone, it is multinational food-products based company founded by Isaac Carasso. The
company is planning to enhance employee engagement for improving employee performance.
The report highlights concept and drivers of employee engagement. It evaluates measure
employee engagement by the help of diagnostic tools. The report includes employee value
proposition and strategies to raise level of management.
TASK
Concept and drivers of employee engagement
Employee engagement is the fundamental concept to understand qualitative and
quantitative relationship among employee and organisation. Employee engagement is the
effective approach by which employee feel comfortable and passionate regarding their jobs and
committed towards specific work. This will help in improving employee satisfaction and update
the level of employee performance (Esgandari and et.al., 2020). The employee engagement is
workplace approach to provide suitable conditions of work to all members in the organisation so
that they can achieve organisation values in committed manner to contribute success of
company. It is based on trust, integrity, communication and commitment that increase scope of
company success. It will help in enhancing employee performance and productivity level of
company. It includes clear understanding of accomplishing purpose and objectives of
organisation. It ensure positive attitude and employee behaviour which enhance business
performance. During Covid- 19, Danone is planning to enhance workforce engagement so that
they can raise level of performance in the company. There are various drivers of employee
engagement which can be adopted by Danone to improve employee performance.
Autonomy-This driver plays essential role for inspiring and motivating employees to
execute best practice of work. The autonomy at working place means that employee are trusted
to make best decision at workplace and able to perform their specific job task. When Danone

provide appropriate freedom to their employees in managing time and apply expertise in specific
task then employee feel free to invest their efforts towards organisation mission.
Capacity-This driver is overlooked but highly significant to maintain comfort level of
employees during work performance. The employees must feel capable and comfortable in
putting productive efforts in the form of physical, emotional, intellectual energy into work. It
will provide imperative access to the employee which utilise optimum resources and improve
employee performance in their specific job.
Co-worker relationships-In this driver relationship among employee and co-workers are
manage to raise workforce engagement (Fenech, 2019). When team members of Danone having
mutual respect with each other employees then it will contribute positive and healthy relationship
with trust. The relationship with co-workers are significantly important in case when employee
collaborate closely and nurture company culture in supportive manner.
Fairness- The workforce engagement is not only affected by relationship with co-
workers but also impacted by how fairly company treat their employees. This driver ensure range
of significant indicators about how employees feel about compensation and respect they received
from managers and leaders (Drivers of employee engagement, 2020). Employees in the
organisation continuously compare their work situation with other employees so Danone leaders
must be very mindful to established clear expectation and consistent process regarding rewards.
Feedback- By receiving appropriate feedback, it aid employees to understand whether
they are meeting their expectation or not. This will raise scope of improvement in employee
performance and contribute company success. The constructive feedback influence employee
engagement but also strengthen employee management relationships.
Role clarity-When employees are clear about their assigning job role and responsibilities,
then they are able to connect with daily task assignment. It will impact entire business
performance and operations of company. So it is important for Danone to provide adequate role
clarity to facilitate consistently working of employee with proper focus and intention.
Psychological safety- Employees required trust that their work can be pursued without
any fear of negative consequences towards self-image, status and career. When employees
experience absence of psychological safety in the working environment then they can not
contribute any meaningful contribution to the success of business.

Diagnostic tools
In modern work culture, HR manager face challenges in building strong team culture
which drive prosperity to the company. The diagnostic tool help organisation to improve
employee performance and manage workforce engagement. For future success of business,
Danone can adopt following diagnostic tools to measure employees engagement in their working
environment.
Employees surveys-The surveys are signifiant tool which provide accurate feedback of
employees feelings and attitude. The effective surveys can be conducted to enhance participation
rate which allow honest response from employees point of view. A good survey evaluate
understanding of employees motivation, job satisfaction, passion and quality of work
relationship (Diagnostic tools, 2021). The employees surveys include set of appropriate
questions like- Are employee satisfied with company work-culture or not?. This will help in
measuring actual employees engagement at the workplace.
HR software- Conducting survey of employees during once or two years is a good
practice but also include disadvantage of delivering real- time and holistic feedback. This is the
reason why company is focusing versatile software programme that help in evaluating employee
engagement. The modern HR platform deliver tool which collect information of feedback and
measure employee satisfaction. This will allow company to manage employees and store useful
data (Gholami, 2017). The performance management software can track conversations and
feedback among managers and employees. It will facilitates satisfied employees and track their
goal objective.
Social Media- The rise in the social media is the effective tool which can be utilise by the
HR of Danone. Company can measure sentiments of employee by monitoring glass-door ratings.
Internet connectivity allow employee to share idea in the post and evaluate behaviour of
employees. Through this managers gets opportunity for better understanding about team and
their morale in the company culture.
Exist interviews- Appropriate questions and well designed engagement in survey are
important for employee engagement. The valuable feedback can recognise areas of improvement
in order to attract and retain best employees. HR conduct appropriate questionnaire during exit
interview which help to review employee engagement.

Employee life-cycle- The employee life-cycle refers different phase by employee during
tenure that starts from recruiting and on boarding which is followed by performance
management, retention and so on. The several stages of employee experience conduct employee
feedback which build employee engagement programmes to reinforce overall value proposition
of company for enhancing brand culture.
Measure productivity metrics and retention rate- The retention and productivity metrics
of employees will ensure engagement of employees in the working culture. The employee
engagement have direct impact on the retention and productivity metrics. By examine employee
engagement on regular basis, company can motivate their employees and retain them by
applying effective strategies (promotion, rewards).
Employee reward and recognition programs- The employee recognition and rewards
are the good programmes which recognise employees engagement. It face direct impact on the
employee engagement because unfair distribution of reward and recognition will reduce
engagement of employees in decision making (Koirala, 2020). The appropriate identification of
employees rewards and recognition aid HR to evaluate engagement activities of employees.
Employee value proposition and strategies to raise level of engagement
Employee value proposition is the appropriate balance of rewards and benefits which is
achieved by employees in return of its work performance at workplace. The company develop
EVP programme which proper assistant to improve employer branding and experience
management (Samkarpad, 2017). This is the employee centred approach which aligned current
integrated workforce for planning strategies. This refers as specific set of offerings and values
which positively influence target candidates. The employee value proposition includes rewards
and benefits that is achieved by the employees in return of its work performance. This is most
important element for Danone company in order to attract or retain top talent. The employee
value proposition is classified into five main elements.

Financial compensation-This is directly associated with the employees satisfaction with
their salary package along with financial rewards like bonuses and promotions. The
compensation element includes financial rewards that employee receive in return of its work
contribution (Shahanipour and et.al., 2020). It ensures fair treatment of employee, enough salary
package, compensation system and so on which enhance employee performance.
Employment benefits- Alongside compensation, company should covers wide category
of work benefits like paid time off (Holidays, vacation, sick days), accident and life insurance as
well as disability, retirement, health dental benefits. These benefits put together by organisation
to attract wide accumulation package benefits to improve employee retention.
Career development- Along with financial rewards, employee want to see career path
regarding plan of future prospective (Ulferts, 2021). Employees experience atmosphere of
growth by leadership programmes, sponsored certification, planned mentoring programmes. It
can explores how much company can contribute growth and development of employee's career
with gaining opportunities for the purpose of training, education.
Work environment- It is all about detail understanding of various factor which
facilitates positive working environment. It includes detail concept from customised office space
Illustration 1: Employee value proposition, (2021)

design to daily team empowering exercise. This will deliver professional mental health expertise
of the team.
Company culture- The work culture share beliefs, manifest, relationship and
achievement of employee in company. The effective company culture establish positive
relationships among employees and management. It is characterised by the approach of trust,
collaboration, support and team spirit.
The employee engagement is the state of mental and emotional commitment by the
employees towards job assignment and goals of organisation. There are some strategies that can
be adopted by the Danone to raise the level of employee engagement.
 Encourage flexibility- The secrets to enhance employee engagement at workplace is to
deliver employee flexibility (Wang, 2020). It will facilitates employees freedom in
adjusting work schedules or location as per needs of employees. By providing flexible
hours rather than rigid hours, employee can enhance their productive level and enhance
engagement at workplace.
 Always be authentic-The sincere relationship among employees and management
inspire trust and build teamwork. The employer will try to perform best without falsify
relationship and build strong working environment. When employees feel healthy
working environment then they deliver honest and best performance.
 Promote taking breaks-By encouraging short time breaks in the working culture
company can reduce stressful environment of employees. Through this employees gets
relaxed and taking mind out of work pressure during short break.
 Asking feedback-By conducting regular feedback, company can increase employee
engagement activities at workplace. HR execute feedback about working styles, office
environment and workloads and encourage employee by improving working condition.
 Clarify goals- Employee has established set responsibilities and goals that is required
for work assessment. There are some time when employees gets confused about their role
and responsibilities (Yang, 2021). So by clarifying goals company can raise the level of
employee engagement. The effective leaders help employees by proper assistant and
guide them to solve problems in the working culture.
 Providing nice environment- HR must try to develop creative working environment to
push the limits of employee engagement. They should promote unique, comfortable

brand of company to improve employee experience. By creating positive working
environment, people will share value and sense of importance to raise employee
engagement.
 Develop future focused culture- HR must encourage employees practice to maintain
lifestyle balance among work and personal life. The employees responsibilities consider
some initiatives which maintain balance of work and home easily.
CONCLUSION
From the above report, it has been concluded that employee engagement enhance work
quality and increase productivity to retain best talented employees. It focus on clear goals,
trusted empowered, constructive feedback, developing new skills and recognised achievement of
employees. There are some diagnostic tool (Employees surveys, HR software, Exist interviews)
which measure employees engagement and raise the performance level of employees. Employee
value proposition is the essence of company which motivate employees and provide them
appropriate rewards in return of work performance. It helps in attracting and retaining best
talented employees of company. Strategies like encourage flexibility, always be authentic,
promote taking breaks, clarify goals raise the level of engagement.

REFERENCES
Books and Journals
Ali, Z. and Mehreen, A., 2019. Understanding succession planning as a combating strategy for
turnover intentions. Journal of Advances in Management Research.
Esgandari, G. and et.al., 2020. Designing a Model for Human Resource Flexibility in Social
Security Organization. Strategic Management Studies of National Defence
Studies, 9(37), pp.198-231.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource management
in an era of digital transformation. Journal of Management Information and Decision
Sciences, 22(2), pp.1-10.
Gholami, B., 2017. An appraisal of the role of strategic management tools in strategic human
resource planning. Journal of Research in Human Resources Management, 9(2),
pp.119-142.
Koirala, J. and Acharya, S., 2020. Dimensions of human resource management evolved with the
outbreak of COVID-19. Available at SSRN 3584092.
Samkarpad, S., 2017. Effectiveness of human resource information system on HR functions with
reference to manufacturing units of Sangareddy District. Splint International Journal of
Professionals, 4(4), p.29.
Shahanipour, S and et.al., 2020. Identification and prioritization of human resource strategies
with employees’ creativity approach in administrative organizations using SWOT–
ANP. OPSEARCH, 57(1), pp.119-143.
Ulferts, G.W., Peterson, E.A. and Howard, T.L., 2021. Human Resource Planning in
Education. Journal of Organizational Psychology, 27(1).
Wang, J., 2020, November. Changes in Enterprise Human Resource Management in the Context
of Big Data. In International Conference on Machine Learning and Big Data Analytics
for IoT Security and Privacy (pp. 412-418). Springer, Cham.
Yang, S., 2021, January. Human resource performance evaluation system based on EVA model.
In 2021 13th International Conference on Measuring Technology and Mechatronics
Automation (ICMTMA) (pp. 591-594). IEEE.
Online
Diagnostic tools, 2021. [Online] Available through< https://www.trinet.com/insights/think-
youre-dealing-with-employee-disengagment-here-are-5-tools-you-can-use-to-evaluate-
employee-engagement >
Drivers of employee engagement, 2020. [Online] Available through<
https://emplify.com/blog/14-drivers-employee-engagement/ >

Employee value proposition, 2021. [Online] Available through<
https://www.talentlyft.com/en/resources/what-is-employee-value-proposition-evp >