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Report on Human Resource

   

Added on  2019-12-03

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HUMAN RESOURCE
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TABLE OF CONTENTS......................................................................................................................................................11. INTRODUCTION ......................................................................................................................12. THE CONCEPT OF EMPLOYEE ENGAGEMENT ................................................................23. EMPLOYEE ENGAGEMENT AND ORGANISATIONAL EFFECTIVENESS ....................64. EMPLOYEE ENGAGEMENT PRACTICES AT HARRODS .................................................85. CONCLUSION .........................................................................................................................10REFERENCES..............................................................................................................................11
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ILLUSTRATION INDEXIllustration 1: Model of antecedents and consequences of employee engagement.........................4Illustration 2: Factor which facilitate employee engagement..........................................................5
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1. INTRODUCTION HR (human resource) is being regarded as one of the most important part of anorganization. This is due to the fact that respective department plays critical role in terms ofmaintaining the motivation and satisfaction of workers. In today's scenario, the given concept hasgained greater importance (Andrew and Sofian, 2012). This is because, it is the employees onlywhose fruitful suggestions helps the enterprise with regard to attain the tactical goals andobjectives which is being framed by it. In addition to this, corporation can also add value to theirexisting product by using the skill and efficiency of their workers. However, all these mentioned works will be performed by those employees only whofeels highly committed towards their work. This is because, lack of commitment from the side ofworkers will lead to impact the strategic goal of enterprise. It is the reason why, the concept suchas employee engagement has been viewed by many organizations as the critical HR approach.Hence, in order to make the employee engaged towards their work, enterprises are usingdifferent strategies such as offering lucrative salary and giving rewards etc. Despite making allthese measures, many firms are still going through with the issues such as lack of employeeengagement (Ford, 2011). In this regard, from the latest report on employee survey it is assessed that globallyaround 25.3% of employees feels highly committed and engaged towards their work (HR’s rolein employee engagement, 2016). But, in Europe around 23.9% employees are committed withtheir work. However, when thorough analysis has been done upon European market then in thiscondition it is assessed that in UK and Ireland 83% employees does not feel engaged towards thejob. But, in Nordics the percentage is slightly low which is of 72%. The statistics depict thatemployee engagement is the matter of concern for many firms. Hence, for the enterprises it isessential that they should take significant action towards the issue because if not taken then itbecomes difficult for the organization to maintain their effectiveness in the competitive market inan effectual way. With an aim to analyse the employee engagement practices and its interrelationship withorganizational effectiveness, Harrods is taken into consideration. Harrods is the UK upmarketdepartmental store which was founded in the year 1834 (Harrods, 2016). As per 2013 statistics,it has the team of 12000 employees. Currently, Harrods employs different HR practices with anaim to make its workers highly engaged in their assigned work. The present study starts with the1
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