Managing People: Employee Engagement and Diagnostic Tools for Evaluation

This report on managing people discusses the concept and drivers of employee engagement, evaluates diagnostic tools to measure engagement, and constructs an employee value proposition to raise levels of engagement. The report also suggests techniques to increase employee engagement, such as flexible working hours, reconstructing roles, prioritizing feedback, and making the workplace COVID-19 safe. The report does not mention any specific course code or college/university.

Managing people

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Reviews the concept and drivers of employee engagement........................................................3
Evaluates diagnostic tools to measure engagement....................................................................4
Constructs an employee value proposition from the ideas and analysis previously covered,
including strategies to raise levels of engagement......................................................................5
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource recruit and select candidates according to right knowledge, skills and
experience which a organisation needs for the available job position. It can help them to get the
work done efficiently which will benefit organisation. This is very important to analyse the
reasons behind employees contribution and can make a good working environment for
employees to work effectively and efficiently. This is necessary to create strategic planning for
enhancing employees performance in an enterprise (Murali, and Aggarwal, 2020). Marks and
Spencer is a multinational company which deals in clothing ,it was founded in the year 1884.
founder of this company is Michael Marks and Thomas Spencer. The headquartered of this Firm
located in London, England, UK. This report consists, theory of drivers of engagement of
employee as well as determination of symptomatic tools to evaluate engagement. Further this
will also include making of an worker value proposition as well as technique to enhance the
levels of engagement.
MAIN BODY
Reviews the concept and drivers of employee engagement
The worker involvement is the address of the human resource. This term is used to
provide an friendly atmosphere to the employees to increase efficiency in the organisation. The
employee involvement into organisation will help them to keep motivating them , to provide
proper training and also helps to achieving organisation's targeting goals . In context to the
company Marks and Spencer they values the employees contribution to the organisation they
follow two way communication process between employees and company. For the management
of the Marks and Spencer their employees engagement is very important for them to success of
the company and for retention of the customers buy increases productivity.
It impacts company's profits because they focus on the positive aspects of their behaviour
and keep motivating to achieve their targets on time by using their skill. In easy term employees
engagement is about the commitment, engagement, contributing, motivating, loyalty towards the
organisation (Prasanna, and Swarnalatha, 2018). They give their 100% to the organisation in
order to achieve goals. In context to the company Marks and Spencer their employees are highly
goal driven and motivated towards their work.

The main drivers of workers engagement in the company M&S are mentioned below - Culture of the company - When an employee join the enterprise the first thing he will
notice and adopt is their environment, it is examine, that this is the main factor which
comes first for the employee involvement. The particular company Marks and Spencer is
a multinational company and they provide friendly culture and very supportive
environment for their employees (Nagori, 2022). In the pandemic the reason behind the
massive success of the organisation is their employees who are very contributing towards
company. Support and empowerment - Employees want support and appreciation from their
seniors so that they can feel motivated and start contributing more to the organisation. .
support and approval are the terms that obtains to provide resources to the fellow
employees in enhancing their capabilities and knowledge. In context to the M&S
company they provide training and development on timely basis so that their employees
can learn and able to adopt new things , along with this they also provide some other
courses according to the interest of the employees. Recognition, rewards and Appreciation - Employees are highly engaged with the
administration by their team mates and the workers in the administration. When the
worker of M&S recognisable and appreciate their employee's they feel excited and
motivated for the job role which create good work environment in the workplaces. In
M&S company reward their employee to build the better relationship with employees.
 Communication and feedbacks: In any organisation the communication anjd feedback
on regular basis and consider as important factor to have employee engagement. In Marks
and Spencer there are different teams where employees face different types of difficulties
in communicating to the higher management but the high level authority tries to
communicate on the regular basis or regular communication with the employee and their
feedback on day to day basis (Calecas, , 2019). This is the primary function to deliver the
two way communication and also provide the feedback in return for the better
improvement by creating an employee confidence for the better improvement by making
more engaged with allotted job profile

Analyses symptomatic tools to evaluate engagement:
Currently the culture and generation and remote employees but later the world wide
pandemic so many alterations has been seen in the company. In M&S company choose the
flexible hour, remote working, restriction roles and etc. these things have big impact on the
industry line and also change the employee engagement scenarios. The company always use
several measures to identify levels of employee engagement in the company. The examination
of diverse tool are as follows - Employee survey - Surveys are to be termed as an essential tool for any business to
evaluate the workers involvement. In relation to the Marks and Spencer, it is crucially
measured that there will be questionnaire in terms of the workers aspects and nature. On
the other hand, workers fills the survey form and unidentified that support the business to
possess effective as well as authentic evaluation of the responses of the employees
(Maurer, et.al., 2018). With the help of measurement tool of survey the business attain
and perceptibility of workers level of encouragement, aspects, qualitative of task dealings
and so on another elements. But frequently the workers do not offer an effective and
actual feedback.
 HR tools - In the management of Marks and Spencer tools that support the business to
evaluate the workers engagement. It will support the workers to perform efficiently and
also support the business to gain workers satisfaction that react on workers feedback as
effectively and it will support them to ensure that their workers will feel free and it will
be essential part of their business and management will serious about their dealings.
Make a worker value proposition from the thoughts as well as evaluation earlier ariled, involving
techniques to increase employee engagement:
Employee value proposition (EVP) offers such perks to the staff which is given by the
organisation in order to increase the satisfaction of the employees. These are the returns of the
capabilities, talent, hard work as well as power which paid by the employees to their company.
This is more essential for all the business in order to value their employees as well as their
productivity and offer them to develop more appropriately by giving them benefits such as
promotions, incentives and many more. In context to Marks and Spencer, management are
planning to attain the involvement and presentation of their employees in the working and for it
they works on some techniques which are mentioned below:

 Appreciation from the leader as well as manager – This is significant to gain higher
motivation level at business to work efficiently (Maarif, and Kartika, 2021). In relation to
the M&S, management manages their workers for the effective productivity by which
workers can involve higher term of performance and increase the abilities in order to
accomplish it efficiently.
 Rewards and monetary welfare - In relation to the M&S, company offers several
compensation and incentives advantages to their workers that present effective in the
management. Such sections will support them to encourage their workers and for their
performance to increase their abilities and concentrates more to their tasks by which they
can accommodate and it will plays an essential role to encourage non-performing workers
to present effectively for gaining higher term of rewards.
 Organisational culture and structure - It is also an essential factor for gaining higher
term of the workers and encourage them to perform efficiently. In relation to the Marks
and Spencer, their business culture is efficient and motivational for their workers due to
which their workers will support each other and communicate effectively to solve their
issues and attain their managerial targets as effectively (Yaslioglu, 2019). On the other
side, their workers knows regarding their duties and area as well as employees also
knows that to which person they are need to follow and to which one need to report their
task. It will furthermore support to overcome the disarray and misinterpretation regarding
their task that will presented by them at effective time.
It will assist to justify the muddiness in which the work will be attain by the person at the
specific time. Hence, culture of the organisation as well as structure has an essential role for
offering workers high engagement at work and increase their productivity.
There are several techniques that can be opted by the company Marks and Spencer for raising the
performance as well as productivity of the employees as well as their engagement towards the
work in the company and these techniques are described below:
 Supple hours of working to effectual performing workers – Management of the M&S
should utilise the method in order to increase the engagement of work for the workers.
Hence, management can permit supple hours of working to their staff to them who
accomplish their assigned target before deadlines and also have the effective

performance. This technique will assist to manage the effectual productivity who are
already working in the company and doing good. Additionally, this is also support to
encourage the workers who are not appropriately engaged towards their work in order to
enhance their skills as well as performance.
 Making the workplace “Covid 19 safe”- This is crucial for the company Marks and
Spencer in order to make their working environment more safe as well as secure for their
workers after the pandemic COVID 19. They can also obey the protocols of the social
distancing by arranging the sitting of the employees as well as management can also
mplement the strategy of the alternative calling of the workers in the offices.
Organisation can also provide their workers with mask as well as with hand sanitizers. It
will also assist the workers in order to keep them protected from the spread of the virus.
 Reconstructing roles – Management of Marks and Spencer, that they can evaluate the
skills of their workers appropriately and evaluate their crucial abilities and expertise so
that they will give only such work that involves their expertise (Kidd, et.al., 2020). It will
later assist the workers to have more engagement in the company as because at the time
when works and job roles are assigned to them in accordance to their skills as well as
expertise then it can become more convenient to attain the task effectual before deadline.
It will also assist the company in order to accomplish more profitability and productivity
for their company.
 Prioritize feedback of employees – Organisation is working on listening to the ideas and
opinions of their workers as well as evaluating their wants and requirements for
functioning in the company. If their any complaint of the employees regarding to
anything then it is crucial for the company in order to take major actions in accordance to
mitigate the barriers as early as possible. It will also assist the workers to function
effectually and also assist the company to attain the satisfaction of the workers as reacting
on the feedbacks and views of the workers as early as possible because it will assist them
to ensure that their workers will feel appreciated and valued in the company.

CONCLUSION
From the above mentioned report it has been concluded that, the management deals with the
required terms with their workers by which they will present effective and maximise the level of
involvement. By maintaining workers effectively will support in several manner such as higher
workers involvement, effective working culture and so on. As such elements support to
maximise the level of workers engagement. As there are several identification tool to evaluate
the worker involvement such as workers survey, HR tools, workers life cycle in which workers
value proposition is significant to present to create higher value for workers for performance in
any business.

REFERENCES
Books and Journals
Calecas, K.J., 2019. Job satisfaction, employee engagement, and turnover intention in federal
employment.
Kidd, A., Maak, T., Pless, N. and Harris, H., 2020. 3 Development of Employee Engagement
through CSR. Employee Engagement in Corporate Social Responsibility, p.28.
Maarif, M.S. and Kartika, L., 2021. Manajemen Pelatihan Upaya Mewujudkan Kinerja Unggul
dan Pemahaman Employee Engagement. PT Penerbit IPB Press.
Maurer, M., Canacari, E., Eng, K., Foley, J., Phelan, C., Sulmonte, K. and Wandel, J., 2018.
Building a culture of continuous improvement and employee engagement using a Daily
Management System Part 1: Overview. JONA: The Journal of Nursing
Administration, 48(3), pp.127-131.
Murali, S.R. and Aggarwal, D., 2020. A Study on the Impact of Transformational Leadership
Style on Employee Engagement and Employee Performance in ICT Industry–(a Study
With Reference to the ICT Industry in United Arab Emirates). International Journal of
Management, 11(5).
Nagori, R., 2022. Improving Employee Engagement in Small and Medium Enterprises. In Small
Business Management and Control of the Uncertain External Environment. Emerald
Publishing Limited.
Prasanna, T.S. and Swarnalatha, C., 2018. Increasing Organizational Commitment of
Employees: By Correlation of Goal Setting, Employee Engagement and Optimism in
the Organization. International Journal of Advances in Agriculture Sciences.
Yaslioglu, D.T., 2019. A systematic review of the correlates and outcomes of employee
engagement. Management Techniques for Employee Engagement in Contemporary
Organizations, pp.78-98.