Employee Engagement, Training and Development in Human Resource Management

The report discusses employee engagement theories and strategies, training and development programs, and employee voice strategies in HRM. It emphasizes the importance of building a positive work environment and improving productivity. The report is based on TESCO, a retail company in the UK.

HUMAN RESOURCES
MANAGEMENT

Executive Summary
The present report has discussed about employee engagement methods and theories that will
help company in building connection with worker as well as improve firm production. Along
with this, it has also described about importance of training and the way it help company and
workers.

Table of Contents
Executive Summary.....................................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
Presenting theories and strategy related to employee engagement...........................................4
Presenting employees voice strategy.........................................................................................6
Training and development..........................................................................................................8
Recommendation.......................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources management is defined as strategic approach that helps the
organization to gain competitive advantage by maintain the employee of the company. Along
with this, it is one of the most important department of the organization that contributes in
solving company issues as well as keep them satisfied. Moreover, it has been design in
order to get maximum human employee performance in service and allow organization to
chive organizational goals in limited frame of time. The present report will be based on TESO
which is one of the biggest retail company of UK with the headquarter in England. In addition
to this, present report will discuss human resource strategy that contributes in increasing
employee engagement with their advantage and disadvantage. Furthermore, it will also analyse
about training and development need in the company and the way it helps in enhancing
performance of employees and employers. Lastly, it will throw light on the communication
approach that will benefit employees.
MAIN BODY
Presenting theories and strategy related to employee engagement
It is one of the most important function that need to be followed by HR department so
that it can increase company productivity as employees are key resource of organization. Along
with this, it is crucial to implement models and strategy as it aims to improve the quality of
work and ensure job satisfaction and build positive environment within the organization
(Akinwale, 2019). Moreover, there are various employee engagement theories that helps in
building motivation of subordinates. Although models and theories are applied according to the
size of the organization such as small or large. The fundamental principle of employee
engagement revolves are four principle such as capacity to connect with workers by conducting
training and development or through collaboration. The another aspect is reason to engage
like respect, appreciation as well as to build alignment between the individual and company.
Maslow's Model
Abraham Maslow has introduced the theory of human motivation and it was based on the
needs of an individual. According to this theory the human needs are comprises five tier model.
It also stated that motivation increase if any of five basic need has been fulfilled ( Barreiro
and Treglown, 2020). Along with this, it is consisted of physical, social, safety, self
regularization as well as esteem. According to Marlow the more these needs are fulfiller the

more motivated the person will be and it will work harder towards company. It also
determines that without satisfying these needs an employee will not engage as on the basic
level a job security and daily living wage is needed. Although employees also needs a
sense of belongingness as well as it want their work to be appreciated (Bibi, Ahmad and
Majid, 2018). Thus, organization should conduct reward and reorganizational award like perks
and certificate in order to motivate workers. Also, for growing employees training and
development programme need to be organized so that it can develop new skill that contributes
in increasing progress. Thus, human resource management should look after the needs of the
employees in order to build engagement with them by increasing their morals.
Strategy for employee engagement
Connecting with core values
One of the most common strategy that can be used by organization such as upholding the core
values that will explain employees what are required from them and what truly matters to the
team as well as the ideas that will contribute in success of company. In addition to this, Tesco
is very big organization with various employees so it need to considered them as part of
company in order to build sense of belonginess (Boon and Lepak, 2019). However, if
employees feel appreciated it helps in increasing their moral as well as build healthy relation
with them. For example Amazon in order to engage with their employees use communication
strategy such as both seniors and subordinate can easily share their thoughts and idea that help
them in connecting with them. Although TESCO need to promote core values to the entire
team as it will contribute in building positive work culture as well as encourage subordinates
to form an emotional connection with company.
Providing career opportunity:
Most of the employees stay in the organization in which it feel that company is truly
invested in their career. Although providing opportunities to build their growth skill allows
them to be engage as well as keep them motivated. Learning and development programme
helps workers in enhancing a s well as developing skill and knowledge. However, Tesco
needs to conduct more training programme as it will help in engaging them (Haugen and
Tønnessen, 2019). This initiatives not only build employees but allow manager to know
strength and weakness of candidates while working. In Amazon it organize training
programme when there is any advancement in technology as well as to improve their skills.

One of the biggest advantage of this programme is it contribute in providing customer quality
services.
Recognizing top performer:
Employees are more engaged when it feel their work is valuable to the company and it helps
the organization to achieve its long term goals. Showing worker that work has been
appreciated is a simple gesture that contributes for company growth in longer time. Along
with this, rewarding inn monetary and non monetary format is also important and this helps
in fulfilling their needs (Kim and Lim, 2020). If employees feel that they are more respected
by the company and other worker it help in boosting their motivation and engage with them
effectively.
Honest feedback: This strategy is twofold and create a platform or system that enables
workers to share their thoughts and ideas. It should be in form of both positive and negative
so that employee can identify their strength and weakness (Kornelakis, 2018). Although
advantage of positive feedback is it motivate them to work hard and contribute in engaging
with them. However, negative feedback will lower their moral and it will ruin relation with
them.
Presenting employees voice strategy
It is one of the common strategy that is used by Human resource department in order to build
healthy connection with employees as well as to improve organizational performance. Along
with this, it means by which workers can easily communicate with their senior and share their
thoughts and ideas. It is used for knowing the views of employees and it contributes towards
innovation, organizational improvement as well as productivity. For most of the
subordinates this strategy contributes in increasing their job satisfaction and provide them
with greater opportunity (Kwon and Kim, 2020). Moreover, this strategy demonstrate impact
of employees contribution towards change in the organization. Some of the key principles for
this strategy is that it should be in an integrated approach like in most of the company it use
various ways to get feedback from employee but it lead in developing feeling of isolation.
Although such approach often lead into clashes, gaps rather than contributing to streamlined.
Moreover, this strategy should allow organization to understand the broad employee
experience as it contribute in clear understanding of employees experience and being able to
draw out key insight that will be effective shared and analysed (Macke and Genari,2019).

Along with this, it should be designed in purpose full manner that help to deliver the
organization’s purpose and goals. There are various benefits that company can have from
this strategy such as employee able to share their views and concern with an employer and its
benefit are far reaching. Although by encouraging the team to share their opinion it
contributes in building healthy relation with them. It will help in driving innovation that will
help company in providing their customer with great quality of services as well as to increase
their productivity (McNulty and et.al., 2018). In addition to this, it will also provide an early
warning for emergency issues that help the company in making a road map to deal with the
issues. If manager of the organization take feedback form employee than it can easily identify
the needs of training so it will contribute in enhancing the skills of employees in effective
manner. It also allows in building work engagement with the employees a this strategy allows
them to share their thoughts and ideas and proper appreciation will help them in connecting
with the company as well as building healthy relation with them. Although employee voice is
directly connected with organizational performance. Thus, this strategy will help business is
driving employee engagement that helps company in building overall progress and
productivity. Many business is adopting this strategy in order to increase employee motivation,
well productivity and overall business efficiency (Ngoc and et.al., 2021). It is a mixture of
individual or collective channels such a speaking directly to their senior or via their team
leaders. So this strategy have mainly two function like it develop employee engagement across
the business by allowing subordinates to share their ideas and opinions to be voice upward in aid
of improving organizational function and productivity.
For example: Amazon use this strategy to engage with their employee physically and
virtually that help in providing their workers with concern, suggestion as well as asking
question on daily basis to leaders. The seniors reply directly to their subordinates and solve
their issues. Thus, it is very useful strategy that can be used by firm in order to build healthy
relation with their subordinates. According to Albert Hirschman’s theory it define that
workers can do one of the tow thing when they are not satisfied with the work either they
will leave the company or voice their concern and try to work through their problems.
Although is also beneficial for employees as they can easily raise their issues thus it have much
higher chance that it will stay with the company (Rasool and et.al., 2021). The company should
monitor and evaluate their employees after taking training session or when implemented new

rules and regulation that will allow in identifying that they are happy or not with company. In
addition to this, feedback will also allow to solve their issues as well as for making changes
in the company. If employees can share their thoughts and idea and feel appreciated in
company then it helps in improving their commitment to working at the organization as well
as to reduce their intention to leave.
Training and development
It is one of the most important part of company that contributes in increasing knowledge as
well as building competitive advantage. Along with this, most of the organization conduct this
programme as it helps the firm in developing skills of the employees so that it can work hard
and contributes in success of company. Moreover, the organization that is working in
competitive market tend to organize learning programme so that it can improve their market
performance as well as to accomplish organizational goals in limited frame of time. Although
such programmes are demanded by employees in order to improve their career path as well as to
learn new skills. There are various theories that lead emphasize on training and development
programme and provides alternative methods of training that can be used by firm.
Theory of reinforcement:
This lay emphasize on learning behaviour of a person and it suggest that the learner will
repeat that behaviour which is attach with positive outcome or result. According to it training
and development programme should be aligned with company goals and objectives and a
positive outcome will be expected with such programs (Sung and Choi, 2018). Although there
are various method that is available by human resource practice related to training programme.
Like rewards and appreciation that motivates employees to work hard. This theory suggest that
reward should be in form of bonus, perks, raise and promotion as well as rewarding
certificate after training activity will generate positive outcome. If it is done by manager them
employee will show greater interest programmes held by company. Along with this, it will
benefit both employee and organization by increasing their performance as well as productivity.
Theory of learning: It lay emphasized on learning intellectual skill such as it is found rare
among the person. There are various different type of learning such as informative, attitude,
congnitive strategies and motor skill. Along with this, the main purpose of training is to
develop or improve skill so that employees can work hard and provide quality services to
customer. Although intellectual skill is very much important as it help in building leadership

quality in an individual. Moreover, company should take proper evaluation to the individual
through test so that it come to know about their weak areas as well as strength. While training
it need to be understand by manager that each individual is different and have different
learning style (Young and Joseph, 2018). Thus, it should make use of effective learning ideas
so that employees can easily understand the perspective of training.
In addition to this, one of the most common training theory is social learning that
represent new view of learning that direct reinforcement cannot address all types of learning.
Although this theory state that training programme do not address all learning types as there
are some social elements that cannot be taught (Kim and Lim, 2020). Thus those things are
learned by learner through surrounding and that is known as observational learning and it is
related to understanding different human behaviour. This theory says that first learning is by
observation such as an organization the environment and surrounding plays a very important
role so it need to be professional and it such a way that people learn from them.
It also suggest that it is not necessary that there will be drastic change in behaviour
after learning in all case. In addition to this, this theory also talk about mental state of learner
such as if any person is negative regarding any learning activity then it will not be able to
concentrate and cannot be part of that learning process. Although mangers can make a positive
impact of training by adding rewards and reorganization in the programme as it will motivate
them to participate and build positive mental state. Thus, it allows employees to learn from
their seniors and co-workers. (Kim and Lim, 2020) Moreover, there are various advantage that
company will have from learning programme such as it is boost organizational productivity
such as if employees are well trained that it provide good service to customer that help in
increasing their satisfaction. Along with this, trained employees tend to solve issues easily
and effectively that contributes in success of company. In addition to this, it also contribute
in retaining employees as it is one of the major challenge that have been facing by firm.
However, if workers feel satisfied that organization is concern about their career can give
them opportunity to excel then it try to stick in those organization and work honestly with
them. It also helps in building sense of value within the company and foster loyalty as well as
ultimate resulting in staff retention rate.
sMoreover, it develops future leader for company as it play vital role in growth of company.
Although leaders can be acquired through direct hiring but building them within the

organization helps in increasing productivity of the firm. It is one of the most common tool for
engaging the employees a diminish the boredom in workplace as well as create feelings of
dissatisfaction and negative working habits (Ngoc Su and et.al., 2021). Although regular
training can prevent workplace idleness and in turn will help businesses establish regular re
evaluation of their employees, skill and process. Thus, training programme is very crucial for
both company and employee development and increase healthy relation between them.
Recommendation
 It is to be suggested to Tesco to make use on and off job training as it will help them in
connecting with employees effectively. Along with this, the most common approach to
training is observe and copy and it is highly structured course. On Job training will allow
new employee to placed on a job and taught them the skills necessary to perform it.
This will allow new joiners to know about the core value of the company as well as it
will have idea about what is needed by them (Barreiro and Treglown, 2020). Whereas off
job training will help the employees in things practically that will help them in learning to
take responsibilities as well as increase their knowledge.
 In is to be recommended to Tesco that it should make use of employee voice strategy as
it will help then in connecting with the employee as well as build healthy relation with
them. Along with this, it will help workers to share their thoughts and ideas that results in
finding any innovative idea that will help company in increasing their productivity. And
this strategy will help in increasing moral of employees as well as develop engagement.
CONCLUSION
From the above report it has been concluded that employee engagement is one of the most
important aspect of organization that helps in increasing company productivity. Although
there are various strategy that can be used by firm in order to build connection such as
aligning goals as well as providing training and development programme.

REFERENCES
Books and journals
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productivity in oil and gas industry: An empirical investigation from Nigeria. Serbian
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Al Karim, R., 2019. Impact of different training and development programs on employee
performance in Bangladesh perspective. International Journal of Entrepreneurial
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approach to trait emotional intelligence as a predictor of employee
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supervisor support on employees retention in academic institutions: The moderating role
of work environment. Gadjah Mada International Journal of Business. 20(1). pp.113-
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Boon, C.and Lepak, D.P., 2019. A systematic review of human resource management systems
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Haugen, T.,. and Tønnessen, E., 2019. The training and development of elite sprint performance:
an integration of scientific and best practice literature. Sports medicine-open. 5(1). pp.1-
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Examining the effects of pre‐crisis reputation and crisis communication strategies on
employee voice behaviours. Journal of Contingencies and Crisis Management.28(2).
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Kornelakis, A., 2018. Why are your reward strategies not working? The role of shareholder
value, country context, and employee voice. Business Horizons. 61(1). pp.107-113.
Kwon, K. and Kim, T., 2020. An integrative literature review of employee engagement and
innovative behavior: Revisiting the JD-R model. Human Resource Management
Review. 30(2). p.100704.
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Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
McNulty, Y and et.al., 2018. Employee voice mechanisms for lesbian, gay, bisexual and
transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies. The
International Journal of Human Resource Management, 29(5), pp.829-856.
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resource management practices in Vietnam. Current Issues in Tourism. 24(22). pp.3189-
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Rasool, S.F.and et.al., 2021. How toxic workplace environment effects the employee
engagement: the mediating role of organizational support and employee
wellbeing. International journal of environmental research and public health. 18(5).
p.2294.
Sung, S.Y. and Choi, J.N., 2018. Effects of training and development on employee outcomes and
firm innovative performance: Moderating roles of voluntary participation and
evaluation. Human resource management. 57(6). pp.1339-1353.
Young, H.R and Joseph, D.L., 2018. Who are the most engaged at work? A meta‐analysis of
personality and employee engagement. Journal of Organizational Behavior. 39(10).
pp.1330-1346.
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