Managing Human Resources: Strategies for Employee Involvement and Engagement

This report discusses the importance of human resources management in the company and outlines strategies for enhancing employee involvement and engagement. It covers topics such as training and development, recognizing top performers, providing feedback, promoting transparency, creating a healthy and positive environment, maintaining accountability, and communication approaches that assist greater employee voice. The report also emphasizes the need for effective communication skills and leadership skills to ensure that employee voice is heard and listened to.

Managing Human Resources

Executive summary
Developing training program is essential for companies so that they can easily achieve
the desired objectives of learning and training programs. In addition to this, training theories and
techniques may help HR professionals and leaders of the company to adopt the right approach of
training. In the same way it is very essential for the firm to choose the right way if providing
training delivery methods which is related to nature of work done by each members and can meet
objectives of company. The present report provide detailed information about how organisation
is investing more in training employees to achieve success in the competitive world.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
The development of strategies and the use of techniques that can be used to enhance employee
involvement and engagement......................................................................................................4
Communication approach that will assist greater employee voice.............................................7
Outlining training and development considerations in business proposal to enhance both
managers and employees understanding, roles and responsibilities.........................................10
Recommendations.....................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resources management plays a vital role in the company as they provide various
types of benefits and compensation. Basically, it is a systematic process and strategic approach
used by HR professionals to effective and efficient people management. By managing human in
the organisation will help company to achieve and gain a competitive advantage. The present
report will be based on importance of Human resources management in the company.
Furthermore, it will outline the development of strategies and the utilization of methods that can
be applied to enhance employee involvement. By using various types of methods such as
providing benefits and compensation, training and development programs, the HR professionals
support staff members so that they can work effectively. In addition to this, the study will
provide detailed information about the communication approach that will assist greater staff
member voice.
The development of strategies and the use of techniques that can be used to enhance employee
involvement and engagement.
Human resource management is important for company then only people can achieve
success. the HR department are considered one of the most important and needed areas of a
business operations. With the help of various technique, HR professional manage everything
from hiring new candidates, by doing paperwork to employee complaints and management as
whole (Sun and Bunchapattanasakda, 2019). The human resource department is majorly
responsible for different types of duties and core job is to manage the employees and workers of
the business. As we all know every business need to have HR professionals to handle conflicts in
the firm and managing all the concerns related to staff members. With the help of effective
strategies and techniques the HR professionals used to enhance employee involvement and
engagement.
Providing training and development
As per the views of Sun and Bunchapattanasakda, (2019) employee involvement and
engagement is must as it is a work structures and processes that allow each staff members to
systematically offer their input into important decisions that can impact task or projects they are
going to perform. Hence, it is necessary for HR professionals to focus on providing training and
development programs such as regular and continuous assessment, on job training, off job

training, online modules and many more. By giving commitment such as continuous
improvement teams and work life programs and offering flexible working hours, HR
professional enhance employee engagement.
Recognize top performing candidates
Employee engagement is very difficult for company to understand, thus they hire and
train HR department to provide better facilities to staffs. it is crucial because it is an intangible
idea that has vey real outcomes of successful business (Young and et.al., 2018). It has been noted
that a highly engaged teams and even single person provide benefit to company and improve
productivity and reduce turnover. The work effectively and do team work in order to increase
profitability. By having employee engagement strategy HR professional motivate employee to
work for long term success.
It has been said that employees are engaged and motivated when they feel their work is
valuable and other top level management team is providing them full support. They are more
encourages when they feel that they are respected by the organisation and thus, achieve its long
term goals by working together. It is important for company and HR Professional to show them
that are doing well and appreciate their efforts on regular basis (Albrecht, Breidahl and Marty,
2018). By regularly showing them that company recognise their contribution is a simple gesture
that goes a long way in making them feel proud, motivated and valued also. By providing reward
to top performers is a best way to engage employees. Nowadays, HR professional is rewarding
top performing employees for their achievements with incentives, cash prize, flexible working
hours, gift card, massage gift certificate and many more.
Provide on time feedback
It is essential to provide feedback on performance of staff members; this is the best way
to build relationship with employees. Firstly, to be effective HR professional it is essential to
create a platform or systematic method that enables staff members to share their thoughts and
express views, experiences and knowledge (Sendawula and et.al., 2018) Plus, it is also important
to ask questions of the right candidates. By doing so, one can know about the strengths and
weaknesses and take major decisions to make necessary changes. In addition to this, by using
team mates’ feedback, each and every person in the company will be able to know about opinion
of others. Always remember about what team members have to say and their reaction needs to be
taken into consideration.

Performance evaluation
It is essential to keep track on the performance of employees and provide them feedback
on the basis of those metrics. By using 360 performance review method, HR and manager of the
company will enhance employee engagement.
According to MacLeod method, there are majorly four key enablers of employee
engagement and involvement this includes leaders must give a strong strategic narrative about
the company then only they can easily achieve success. plus, manager needs to empower and
support their employees in every aspect (Shrotryia and Dhanda, 2019). In addition to this, it is
essential for them to listen voice of employee in the firm and involve in every decision making
process. It is also important to increase integrity in the organisation that provide values to the
culture of company. This will not only increase job satisfaction but also create freedom to be
innovate and creative. On the disadvantage side, if employee is not satisfied with the facilities
provided by company then employee engagement will not be able to achieve successfully.
Promote transparency
Bringing staff members into the fold as frequently as possible is a most essential and
popular employee engagement strategy. To motivate employee, it is essential for them to provide
them information about what is happening behind the scenes. They must know about what
positive and negative is happening in the company (Shrotryia and Dhanda, 2019). Plus, engaged
workforce will be able to create healthy and supportive atmosphere at workplace. If company
doesn’t promote transparency, then employees may start to distrust management and lose self-
confidence which is not beneficial for the success. The firm should aim to provide information
about team member decisions that directly impact them.
Create healthy and positive environment
The best way to enhance employee engagement and involvement is to create healthy and
positive environment at workplace (Nazir and Islam, 2020). It is essential to develop the system
such as good communication system at workplace where employee can easily share skills,
knowledge and experience. communication system not only increase job satisfaction but also
improve coordination and collaboration with other people. managers and effective leaders work
effectively by using skills and knowledge will easily able to create positive environment. A
healthy environment can motivate people to work towards goals.
Maintain accountability

Manager should make sure that employees follow rules and regulations and apply
policies which is also beneficial for leadership management. If not followed by employees and
managers both then it will begin to distrust management. A toxic office environment will not be
able to enhance employee engagement. Organisational culture can also encourage employees,
hence managers are paired with each other as accountability buddies and complete task on time.
Invest in well-being of employees.
Manager and HR professional work together and invest more in well-being of employees.
They also maintain a comfortable and open communication and feedback system to maintain
accountability.
Communication approach that will assist greater employee voice.
As we all know communication plays a vital role in the company, with the help of proper
communication system the employees can achieve success and complete target on time. An
approach that goes beyond simply asking employees to feel in an employee survey is known as
an employee voice strategy. In other words, employee voice is the means by which team
members of the company coordinate with each other and express their point of view by using
effective communication skills (Nazir and Islam, 2020). They all communicate with each other
to share views on particular topic and enhance strengths and improve areas of development.
Generally, manager and leader are the person who communicate with employee to understand
their concern and share views with each other. Employer use voice strategy to motivate and
provide emotional support to each employees.
In order to build employee voice and generate meaningful feedback, the employers and
leaders of the company must provide employees with the knowledge and skills in order to make
information suggestions (Men, O’Neil and Ewing, 2020). It is their duty and responsibility to
keep sharing key information about company, updates related to performance and team goals. It
will also enhance the employees to provides ideas and share important insights on how to
develop the operations and business activities to meet organisational goals and to reach success.
In today’ s business world, employer and employees are using direct communication
systems and upwards problem solving method to enhance employee involvement. If employee
feel participated and encourages then they can easily deal with any situation. Employers of the
company must ensure that each and every member in the company is fully satisfies by their roles
and responsibilities. They must provide and delegate task and projects as per staff member

experience and interest. Employers must ensure that employee voice is heard and also taken into
consideration before anything else. Employees can have their say through collective channels,
individual channels, by speaking and sharing valuable opinion directly to management (Nazir
and Islam, 2020). They can also have their say with the help of representatives to be voice heard.
Along with this, voice can be formally expressed, via suggestion schemes and through attitude
surveys as well as informally such as regular meetings, annual meet, business activities at
workplace and social media.
If company get employees to voice their opinions, then healthy and positive environment
can be developed. It is essential for managers to establish a firm intranet that includes a blog on
which staffs can find detailed data and important information. With this they discuss issues and
problems and share effective ideas for solutions (Men, O’Neil and Ewing, 2020) . By using the
intranet, HR professionals and managers can easily create a healthy organisational culture and
enhance openness at workplace. Plus, they can focus on developing employee engagement that
leads to increase sharing of opinions and point of view.
It has been said that environment that allow employees to express their feeling, knowledge,
ideas and collaborate openly with one another can increase performance and boost employee
morale which is beneficial for the company success. if the company does not create environment
that allow staff to express their point of view then it can create issues between top level
management team and employees and hinder overall engagement. Hence, by motivating
employees and giving voice to employees can foster a positive work culture and exchange lots of
knowledge level between people and exciting new ideas.
If the leaders of company enhance employee voice then they can achieve diverse goals such
as innovation identification, improved productivity and preventing conflicts as well as building
better connection between workers (Chanana, 2021). Employee voice exits when everyone in the
company feels they can have a say especially when important decisions are being discussed that
influence them.
For employers, effective voice contributes to increase relationships with staff members,
build trust and mutual respect with workers, enhance innovation and productivity and also build
organisational improvement which is beneficial for the progress of firm (Employee voice: ways
employers can activate it, 2022). For example- Mr. A is an employer in the company he work
effectively and focus on building trust with employees and motivate effective voice

contributions. By doing so, they can increase job satisfaction, self-expression in voice which may
result into feeling valued and respected. Plus, it can influence better opportunities for
improvement in a most positive way.
To improve employee, voice the companies are using employee voice tools and methods to
enable employee’s engagement. With the help of communication tools the company can improve
ongoing conversations in different ways in order to ensure every employees voice is heard. By
enabling openness and healthy culture allow company to develop a wealth of knowledge and
foster creative thinking (Saks, 2019). By doing so, leaders can also discover solutions to solve
problems between employers and employees. Apart from this, there are different types of
methods used to encourage feedback and ideas, however it should never be confined to just
utilization of only one channel. If the company use more types of channels then they can create
more comfortable environment and employees feel sharing their own thoughts, feeling and
recommendations.
The fact behind that is everyone in the firm feels they can have a say and everyone is valued
by others. By using effective communication skills and leadership skills, leaders of the company
work effectively so that employee voice is heard and listened to. When leaders face
dissatisfaction in the workplace, they are highly demotivated too because they feel that top level
management is not listening to employees and employers . There are majorly types of employee
voice both of which are essential for sustainable growth it includes nowadays, staff members
voice their concerns, issues and challenges openly with management team and they share
honestly rather than leaving the firm (Ismail, Iqbal and Nasr, 2019). Plus, employees voice are
involvement and participation of each member in the company. To be successful and achieve this
one needs to take the forms of suggestion schemes, quality circles and project teams which can
also enhance employee satisfaction. Nowadays, companies are using transformative learning
theory which can enable and motivate employees to participate actively in shaping the content of
the process of learning.
The managers are promoting flextime benefits in order to reduce absenteeism and improves
productivity in the company. Employee must have allowed by their leaders to schedule working
hours to align with personal demands . This can motivate them and provide relaxation and
reduce tardiness which is beneficial for productivity. Flextime can also help the company to

achieve success and help employee balance their work life and personal life both at the same
time.
With the help of job characteristics model, employers can enhance job dimensions such as
skill variety, identification of task and its completion and the degree to which a job has influence
on the work and lives of people.
Outlining training and development considerations in business proposal to enhance both
managers and employees understanding, roles and responsibilities.
Internal management development plays a vital role in the company and it is essential to
take into consideration about employee’s growth and ongoing development. So, companies are
focusing on training and development programs which can provide benefit to employee’s
performances.
By providing development and training programs such as online module, regular
assessment, skill development sessions and many more. Training and development programs
help employees manages projects and tasks at individual level or in group (Chanana, 2021). By
using this method, leaders and managers both understand their roles and responsibility and guide
employees about understanding of processes and clearly defined goals. In order to improve
ongoing training and development programs for staff members, they must focus on making
learning more accessible and flexible. Plus, they motivate managers to get involves so that they
use effective tool in order to serve remote workers which is beneficial for the firm success. by
doing so, they can also build in office teams which can offer cross department training in order to
influence employees in a positive way
As we all know, training has been found to increase staff member’s motivation and
encouragement. If the employer provides good facilities, then it can boost staff loyalty and trust.
Not only employees, but for employers training is very essential which needs to be conducted by
the owners of the firm and HR team also (Ismail, Iqbal and Nasr, 2019). Employers and
employee both feel competent and can efficiently influences employee performances. High
skilled employees and engaged people in the company provide good contribution to the firm.
Apart from this, the employers need to focus on retention and improvement of workforce.

Education and training is not only useful in educational field but it is also best for
industries and companies operating business. It is very critical for anyone to improve their
abilities and one must focus on development which plays a vital role. Whenever, company offers
training to their staff members, they create a learning environment for all of them and motivates
them to achieve growth and development. If the employers enhance employee involvement by
providing high level of knowledge they can increase staff morale and productivity level too.
According to Kwon and Kim, (2020), the company must improve their HR to strategic HR,
because company cannot apply a strategic training plan unless they have a professional HR in the
workplace. HRM is an effective way of connecting the HR function with the goals setting target.
with the help of swot analysis method company will be able to develop strategy and know about
strengths and weaknesses. By applying this analysis, the company can easily find out
opportunities and threat and make necessary adjustments Using this very important method firm
will be able to minimize weaknesses and avoids threats which can have negative impact on the
progress of the firm.
Along with this, the companies are also using constructivism and experiential learning
theory that improve the skills and knowledge level of employees and also provide solution to
difficult situation. It is a well suited to the scenistic methods as it stresses comprehensible real
world function in the business atmosphere (Motyka, 2018). By using this method, people can
highlight about the gaps and deficiencies which can impact skills of the people. Hence, it is said
that dynamic social participation can enhance people to work together and build relationship
with each other. Plus, it also accelerates the learning and training processes at workplace.
Recommendations
It is recommended to focus on e-learning tools which is less expensive than other kinds
of training programs. By using this methods employers and top level management team can
update themselves and manage everything juts by controlling large number of people (Kwon and
Kim, 2020). It is also advisable to use different types of academic and corporate training
programs which can assist company in enhancing performances. It is recommended to provide
detailed information to employee in a non-hierarchal way to develop a strong voice. Plus,
manager must prioritise making staff members feel safe and mentally free.

CONCLUSION
To conclude, training and development plays a vital role in the company to enhance
motivational level of the employees and employers both. By evaluating the report, it has been
said that by using on job and off job training the company can easily encourage employees to
work effectively to meet organisational goals. With the help of team training they all are trained
to problem solving process more effectively in groups plus on the other side providing feedback
is also essential for the company’s success.

REFERENCES
Books and Journals
Albrecht, S., Breidahl, E. and Marty, A., 2018. Organizational resources, organizational
engagement climate, and employee engagement. Career Development International.
Barreiro, C. A. and Treglown, L., 2020. What makes an engaged employee? A facet-level
approach to trait emotional intelligence as a predictor of employee
engagement. Personality and Individual Differences. 159. p.109892.
Chanana, N., 2021. Employee engagement practices during COVID‐19 lockdown. Journal of
public affairs. 21(4). p.e2508.
Ismail, H. N., Iqbal, A. and Nasr, L., 2019 . Employee engagement and job performance in
Lebanon: the mediating role of creativity. International Journal of Productivity and
Performance Management.
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.
Men, L. R., O’Neil, J. and Ewing, M., 2020. Examining the effects of internal social media usage
on employee engagement. Public Relations Review. 46(2). p.101880.
Motyka, B., 2018. Employee engagement and performance: a systematic literature
review. International Journal of Management and Economics. 54(3). pp.227-244.
Nazir, O. and Islam, J. U., 2020. Effect of CSR activities on meaningfulness, compassion, and
employee engagement: A sense-making theoretical approach. International Journal of
Hospitality Management. 90. p.102630.
Saks, A. M., 2019 . Antecedents and consequences of employee engagement revisited. Journal
of Organizational Effectiveness: People and Performance.
Sendawula, K. and et.al., 2018. Training, employee engagement and employee performance:
Evidence from Uganda’s health sector. Cogent Business & Management. 5(1). p.1470891.
Shrotryia, V. K. and Dhanda, U., 2019. Content validity of assessment instrument for employee
engagement. Sage Open. 9(1). p.2158244018821751.

Sun, L. and Bunchapattanasakda, C., 2019. Employee engagement: A literature
review. International Journal of Human Resource Studies. 9(1). pp.63-80.
Young, H. R. and et.al., 2018. Who are the most engaged at work? A meta‐analysis of
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Online
Employee voice: ways employers can activate it. 2022. [Online]. Available through: <
https://www.investorsinpeople.com/knowledge/activate-employee-voice/>