Managing People: Strategies for Employee Engagement and Value Development

This report discusses the importance of managing people for the long-term success of a company, especially in the context of COVID-19. It covers the concepts and drives of employee engagement, diagnostic tools to measure engagement, and strategies to raise levels of engagement. It also explores how to develop an employee value proposition for your organization. The subject is Managing People and the course code is Assessment 2. The report is relevant for any college or university that offers courses in human resource management or business management.

Managing people

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................4
Analysis of business organisations and their situation with impact of COVID-19....................4
Concepts and drives of employee engagement...........................................................................5
Diagnostic tools to measure employee engagement...................................................................6
Developing an employee value proposition from the ideas and analysis previously covered....7
Strategies to raise levels of engagement.....................................................................................8
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
The management of people is important for a company in order to enhance the
performance and productivity of employees. In the recent times, management of people is
increasing day by day in this competitive environment (Armstrong, and Taylor, 2020). In a
business it is major duty of human resource management to effectively manage people for the
long term success of company. In the era of stiff competition between companies, major business
entities use major theories and models to manage people in an effective manner. In the recent
times due to the spread of COVID-19, management of people is hard for a company. Companies
are planning effective strategies to overcome various issues and challenges created by Pandemic.
In this report new approach of a company to deal with employees after COVID-19 is explained
in a systematic manner. This project contains concept of drivers of employee engagement which
majorly impacts on a business entity. The project includes various diagnostic tools to measure
different measure engagement and development of values.

MAIN BODY
Analysis of business organisations and their situation with impact of COVID-19
Earlier in the corporate world, various business organisations were performing with
effective strategies. COVID-19 has changed whole business world, by changing different
policies and plans for the company (Brewster, 2017). The business organisations prefer different
approaches which are beneficial for creating a virtual environment in order to get the work done.
COVID-19 pandemic also stopped major productions and operations related businesses for
around a year. This is made companies to develop an appropriate business strategy which is
suitable for achievement of sustainable growth. Business organisations focus on developing a
fair approach which is suitable for a business in order to develop competitive advantage. In the
stiff competition times, it is made compulsory for companies to provide work from practices in
order to develop at the marketplace.

Concepts and drives of employee engagement
In the functioning of a business, there are various drivers of employee engagement which
facilitates a business in increasing productivity of employees. The main focus of a business is on
implementation of a precise approach which is beneficial in increasing employee engagement. In
most of the successful international and national companies focus on employee engagement.
This helps and supports a company to focus on employee engagement for long term development
of a company. All companies after COVID-19 are trying hard to focus on employee engagement
for systematic and precise development of employees (Chelladurai, and Kerwin, 2018). The
employee engagement is also essential for the companies after COVID-19 to formulate effective
business practices. Employee engagement is a major term which brings stability in a business.
Employee engagement in recent times is performed with virtual operations using information and
technology. The drivers of employee engagement are mentioned below:
 Employee relationship- In order to increase the employment relationship it is effective
for the business entity to focus on increasing employee relationship. This will lead to
increase harmony between employees, which will be beneficial in increasing their overall
productivity. Employment relationship also increases the values and beliefs in employees
for increasing their engagement. In a business it is major duty of human resource
management to focus on developing employee relationship for benefit of whole company.
 Incentives and benefits- Companies provide various types of incentives including
monetary and non monetary to increase their participation. Incentives should be provided
on the basis of performance to increase employee satisfaction. The incentives are
measured by HR management of a company by preparing annual performance report of
employees.
 Motivation- This is one of the major techniques which is used by a business to develop
effective employee engagement (Cooper, Wang, and Cooke, 2019). Motivation is a
major factor which increases mental strength and emotional intelligence in a person for
increasing their participation. Organisations should use content and process theories in
order to increase employee morale when they feel down.
 Performance management- Performance management is a major factor which includes
developing performance on the basis of different factors. Regular management of

performance of employees bring stability in different functions and operations in the
company.
 Accommodation and holiday packages- Many famous global and domestic companies
also provide accommodation facilities to employees for their development. Employee
engagement is also facilitated by different accommodation facilities that are provided free
of cost.
Diagnostic tools to measure employee engagement
It is crucial for a business entity to measure and develop employee engagement for systematic
growth of company (Macke, and Genari, 2019). The employee engagement is measured with
universally applicable tools that are designed by a business to develop employment
opportunities. Increasing employee satisfaction using different diagnostic tools is very much
important for the business. The different types of diagnostic tools are mentioned below:
 Small focus groups- A business entity should develop various small and tiny groups in
order to develop effective focus and control on members. This means, a business can
make and formulate effective teams which are competent in the marketplace.
 Employee survey- Employee survey and feedback are most appropriate and right ways
to judge the percentage of employee engagement. In the business organisations,
employee engagement is facilitated by employment survey. This includes focus on
various parameters to judge the employees on different basis. Employment survey is an
essential function of management which includes different suggestions from employees.
 Measure retention rate- Company can also measure retention rate of whole business
and develop good strategy to deal with the same. Human resource management of a
company should define all set of instructions for measuring retention rate. HR
management of a company is also responsible for retaining major employees and put a
good amount of efforts.
 Conduct exit and stay interviews- The management of a company should often conduct
interviews in order to measure the needs and wants of employees. Then a company
should develop a good strategy in the marketplace to deal with different perceptions of
employees. Also in corporate world, major companies should consider and conduct
interviews on regular basis for overall development of business.

Developing an employee value proposition from the ideas and analysis previously covered
The employee value matters a lot for a business in order to develop different companies with a
systematic approach. Before the situation of COVID-19, employee beliefs and ideas were totally
different from now. After the situation created by global pandemic, it is important to focus on
different ideas and believes which are good for a company. The psychology and philosophy of
top level management and strategic management are different in order to gain competency edge.
Business should also majorly focus on developing brief and complex ideas which are suitable in
current situation (Nejati, Rabiei, and Jabbour, 2017). The companies are now providing dynamic
business environment to people using information and technology. Formation of virtual team is
also leading a company to develop strategic growth in a set period of time. This is major role and
responsibility of management to focus on developing approaches which are beneficial in long
run. A business can take support of virtual business environment for developing major goals and
objectives. The companies in marketplace, focus on developing all major responsibilities in an
ethical manner to support business development in a set period of time.
In major organisations of the world, different values and ethics in employees are
developed using effective strategies. The business strategy is also helpful in covering major
dimensions of employee development with positive psychology. Motivation is considered as
major factor that is important for a business to gain desired marketing growth. The value
development can be also formulated with the help of effective training and development
techniques. In various companies, management is also turning into more ethical practices that are
suitable for increasing values in employees (Noam, 2019). Main focus of a business is on
different factors and elements that are crucial for a company to develop values in employees.
Also the stability of a company is important for gaining faith and trust of the employees.
COVID-19 pandemic has made organisations to think twice before implementation of a value
development strategy. The pandemic has also increased the toughness in business environment
and now businesses are focusing on developing values in teams.

Strategies to raise levels of engagement
Strategic management is essential part of a business, which helps a company develop
appropriate planning framework for the business. It is utmost responsibility of a business after
COVID-19 to raise business levels in a well defined manner. Strategic levels of engagement are
maintained by a business after developing major strategies. Strategies play an important role in
order to develop major functions and operations of the business. It is the crucial responsibility of
a business to focus on developing a precise growth strategy for achievement of aims and
objectives (Pham, Thanh, and Thuy, 2020). The business entity has to also plan a frame work
which is suitable for development of company in a set period of time. COVID-19 pandemic has
created a vast impact on strategies of business organisations in a precise manner. In order to
develop a systematic approach at the marketplace, a company should hire professional and
skilled employees in all operations. Regular assessment of performance is effective for a person
to also develop skills related to information and technology. Companies in marketplace also take
support of business consultancies to perform majority of operations. Companies in whole
marketplace develops a systematic approach which is suitable for sustainable growth of a
company. Majority of business organisations in marketplace use following strategies to
overcome issues and challenges:
 Virtual teams- The virtual teams are well managed teams that focuses on online internet
and its sources to complete a work. Virtual teams are also well designed and formulated
in order to complete work from home. In a company, IT department is now working
harder to develop technical operations (Presbitero, 2017). It is also a key role of
company's management to prepare and develop virtual teams for growth and expansion.
 Business expansion and development- This is the key responsibility of management of
a business to focus on development and expansion at the marketplace. In order to
successfully expand a business a company should mainly focus on developing a good
strategy with help of board of directors.
 Invest more on online path- In the current scenario it is crucial for a business to
transform itself from traditional to digital business. The online path is a major approach
which helps a company to perform accurate and quick operations. This is the main duty
of management to focus on modern approach of digital marketing.

 Deliver best business practices- A business should practice all systems and operations
in an ethical manner. Business practices which are suitable in nature completes the
working environment and workplace management (Zaid, Jaaron, and Bon, 2018).
Companies also majorly focus on business practices that contains and facilitates
development of value in the employees. Also in business world delivering best business
practices is the key priority of every business.

CONCLUSION
From the above stated report it can be concluded that management of employees is the
utmost priority of a business. All the employees of a company should be managed in an effective
manner for systematic growth and development of the organisation. This project concludes the
role played by human resource management in a company for company growth. The above
discussion concludes the importance of employees in following all necessary instructions. This
report also concludes, role played by strategic management in developing motivation in
employees. This project also concludes, role played by a company in developing majority of
business.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Brewster, C., 2017. The integration of human resource management and corporate
strategy. Policy and practice in European human resource management, pp.22-35.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Cooper, B., Wang, J., and Cooke, F.L., 2019. Well‐being‐oriented human resource
management practices and employee performance in the Chinese banking sector: The
role of social climate and resilience. Human Resource Management, 58(1), pp.85-97.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Nejati, M., Rabiei, S. and Jabbour, C.J.C., 2017. Envisioning the invisible: Understanding the
synergy between green human resource management and green supply chain
management in manufacturing firms in Iran in light of the moderating effect of
employees' resistance to change. Journal of cleaner production, 168, pp.163-172.
Noam, E.M., 2019. Human Resource Management for Media and Information Firms.
In Managing Media and Digital Organizations (pp. 131-174). Palgrave Macmillan,
Cham.
Pham, N.T., Thanh, T.V., and Thuy, V.T.N., 2020. The role of green human resource
management in driving hotel’s environmental performance: Interaction and mediation
analysis. International Journal of Hospitality Management, 88, p.102392.
Presbitero, A., 2017. How do changes in human resource management practices influence
employee engagement? A longitudinal study in a hotel chain in the Philippines. Journal
of Human Resources in Hospitality & Tourism, 16(1), pp.56-70.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource
management and green supply chain management practices on sustainable performance:
An empirical study. Journal of cleaner production, 204, pp.965-979.