Strategic HR: Employee Engagement, Training, and Leadership Analysis

This report provides a comprehensive analysis of Strategic HR, emphasizing the critical role of employee engagement in organizational success, particularly within the hospitality sector. It explores how training and development initiatives enhance employee performance, minimize turnover, and foster a sense of responsibility, competence, and career growth. The report also examines the impact of leadership on employee engagement, highlighting various leadership theories and styles, such as situational, transactional, autocratic, participative, and laissez-faire, and their respective influences on employee morale, decision-making, and overall job satisfaction. The report underscores the importance of aligning employee aspirations with business goals, providing a clear vision, and fostering a supportive work environment to maximize employee contributions and achieve strategic objectives.

STRATEGIC
HR
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Concept of Employee Engagement .................................................................................................3
Impact of training and development in employee engagement...................................................3
Impact of leadership and development on employee engagement.............................................5
CONCLUSION ...............................................................................................................................8
REFLECTION.................................................................................................................................8
REFERENCES ...............................................................................................................................9
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INTRODUCTION
Strategic HR is an important management tool that helps organization in managing
human resources who direct the future of business. Employees are the lifeblood for the
organization who help in attaining its overall goals and objectives. Therefore, with the help of
employee engagement process, satisfaction among human resources can be ensured. Employee
engagement approach at workplace aims at enhancing the relationship between company and its
human assets (Cummings and Worley, 2014). It further helps in building commitment, loyalty
and high morale among employees which also improves their productivity and performance
within organization. The idea behind this report, is to enhance the learning regarding the
implication of HR practices on the strategic HRM goal. Further, the role of training and
leadership development in the employee engagement process will also be described.
CONCEPT OF EMPLOYEE ENGAGEMENT
As defined by The International Survey Research, employee engagement is a significant
procedure adopted by corporations to enhance the commitment, loyalty and continuation of its
human resources in order to attain higher outcomes. Further, according to the survey conducted
by Corporate Leadership Council, it is revealed that employee engagement process results in a
57% betterment in voluntary efforts shown by manpower. As per the views of Buchanan (2004),
willful endeavors showcased by employees bring forth a 20% improvement in individual
productivity and 87% decline in feeling of leaving the company. Hence, it can be stated that
employee engagement provides maximum contribution in ensuring the success of company.
Employee engagement stimulates human resources to perform beyond their potential (Role of
employee engagement. 2015).
Impact of training and development in employee engagement
Training and development is an important process that assists in enhancing the
performance of different employees present at the workplace. As per the views of Asare
Bediako (2002), training and development process helps individuals in attaining their own career
needs and the requirement of organization. Further, it helps them in performing the assigned
tasks in a better manner. Training and development program inculcates as a sense of
responsibility among workforce so they become competent of handling superior responsibilities
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in future. Further, proper training can be stated as the best method of enhancing the employee
commitment and performance. As per the views of a trained employee is supposed to engage
fully in the assigned work as they thrust for enhanced satisfaction level by mastering new work
and career growth. Further, engagement through training plays an important role in minimizing
the employee turnover. Hospitality industry is the fastest growing industry at present which has
maximum growth potential. However, it is facing a serious issue of employee turnover due to
lengthy working hours, inflexible shifts etc. This can be overcome through proper employee
engagement (Cummings and Worley, 2014). As per the report of Blessing white, employee
engagement through training and development can be increased which leads to improvement in
individual performance and their satisfaction level within company. In training and development
program, e grooming needs of employees are identified. It further improves the link between
management and employees. Therefore, employees are engaged closely where they can state the
areas in which they need specialization and training to develop the same. Further, after the
training and development program, individuals are participated in decision making process. It
further inculcates a sense of belonging as they feel that they are important part of organization.
Therefore, engaged employees with this aspect gives their best performance which also improves
their efficiency in future. It has been contended by Combs and et.al., (2006) that a proper
employee engagement training program helps in building those skills and efficiency that are
perquisite for attaining higher level goals. Therefore, it has been reasoned by Northhouse (2007)
for availing the best outcome of employee engagement, aspirations, objectives and values of
employees must be keep in line with business strategic goals in order to attain proper employee
engagement that is needed for business success.
Further, there are ample number of advantages of training and development program in
hospitality industry. In this respect, it can be stated that it assists individuals in quicker
acquisition of new skills and competencies. With this aspect, human resources can attain superior
benchmarks of performance. Training and development enhances the productivity of employees
as skills of individuals are improved consistently which further results into enhanced quantity
and quality of output. Furthermore, it has been stated by Parsley (2006.) training plays an
important role in the standardization of operational process; therefore, employees are likely to
make less mistakes. According to Buchanan (2004) trained employees need less supervision as
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they become effective and self-dependent in its work. Thereafter, training and development
session helps hospitality business in attaining economy of operations as groomed employees
make the best use of available resources like raw material, equipment etc. In addition to this,
they handle resources properly in order to avoid their damage which further results into enhanced
cost saving. It has been asserted by Saks, (2006) that training and development helps in building
the higher morale of human resources as their perception is shaped towards business functions
that provides improved cooperation and loyalty. Therefore, it plays a significant role in
overcoming the issues related to employee dissatisfaction, grievance, absenteeism and turnover.
Further, it can be stated that training programs will help hospitality organizations in constructing
a capable and competent workforce. Therefore, in the opinion of, Buchanan (2004) a proper
training and development session is important for fostering talent and assisting employees in
acquiring new skills and thereby enhancing their performance. However, it is critically stated
that training and development fulfills the urge of employee to remain still in the organization,
opt for performing different tasks and foresee development potentiality in coming time (Impact
of Training on employee engagement. 2012). Further, corporations conducting training and
development sessions are also favored by employees on the contrast of those who don't.
Therefore, absence of career development opportunities through training sessions will force
individuals to leave the organization. However, it is explained that to support the favorable
outcomes of training sessions, manpower should realize where they are at present, where they
want them to progress in future and the way through which learning and development program
will bridge this difference.
Impact of leadership and development on employee engagement
According to Northhouse (2007) Leadership is a managerial process that help individual
in stimulating various individuals or groups to attain mutually defined goal. Further, it can be
stated that employee engagement is a reflection of leadership commitment. Therefore, leader
influence individuals to stay engaged at workplace and give their best performance. In the
opinion of Saks, (2006) leadership play an important role in exhibiting that employees are
valued within organization so they give their maximum contribution in the success of business.
Therefore , it is explained by Cummings and Worley (2014) that individual through its
leadership power enhance employee engagement. Leader stimulate and inspire employees to
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work hard for attaining their career goals aligned with the organizational goals. Therefore, it has
been concluded by that leader can be help responsible for the level of engagement reflected
within different teams and organizational divisions. Hence, leader expend their time with its
workforce to assure they possess purposeful objectives in their routine experience and therefore
strictly lead the organization success. However, for ensuring employee engagement leaders must
have some traits that help him/her in influencing the organizational members. Therefore, it must
be have enthusiasm, cooperative, energetic so that it can aspire employees to become like,
him/her. Further, he must be self confident and decisive so that tough situation within company
can be handled easily. However, it has been suggested by (Impact of leadership on employee
engagement, 2010) that managers should focus on various leadership theories for ensuring
employee engagement. For a better understanding they have been explained as follows
Situational leadership is important theory that states the effectiveness of leader depends
upon the actions taken by him/her in various situations. Therefore, (Daft, 2014) state that this
theory concentrate on the behavior followed by leader in contrasting organizational situation. For
instance, in case of lack of punctuality among employees working hospitality organization,
manager can use penalty etc to encourage workforce to present on time. Further, manger can also
check for the reasons responsible for such issue like, poor working conditions, lack of cab
facility or heavy traffic due to which employees are late. Therefore, proper steps can be taken by
leader to overcome such problems. Further, transactional theory can also be taken in account by
manager while exercising leadership. It has been explained that transactional leadership states
that employees are either driven by reward or punishment. Therefore, leader can use reward to
appraise a good performance of employee within company (Leadership styles and theories.
2013). On the contrast to discourage negative practices like, late coming, refrainment from work,
absenteeism etc leader can use punishment. Further it has been suggested in transactional
leadership that organization works best when their in clear structure. Therefore, in order to get a
particular task done, leaders use transactional leadership theory. Furthermore, behavioral theory
states that leaders are build. There are two types of behavior are shown by leader, concern of
people and production (Avolio and Yammarino, eds., 2013).
Furthermore, there are different leadership styles that can be used by manager of
hospitality organization. In this respect, it has been stated by Park, Kim and Krishna (2014)
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autocratic leadership style is a approach where all the business decisions are taken solely by
manager without consulting others. This approach is effective when urgent decisions are taken
within organization. However, it has been critically stated by Nadiri and Tanova, (2010.) that
autocratic leadership style results into lower employee engagement as human resources are not
part of business decision making. Further, participative is another leadership type where manager
ensure participation of organizational members in business decisions. Therefore, it has been
suggested by Nadiri and Tanova, (2010) that participative leadership style foster the creative and
innovative thinking of employees. In addition to this aspect, they feel valued as their opinion
matters within business. Further, participative leadership style enhance employee engagement
along with their satisfaction level. Hence, it help in reducing issues of employee turnover and
absenteeism. Thereafter, laissez-faire is another leadership style where business decisions are
taken by employees themselves on the basis of provided authority. Therefore, employees are
free to make their own decisions which enhance their morale and confidence level within
organization (Leadership styles and theories, 2013). Hence, the satisfaction is maximum in this
leadership style. However, the chances of mistakes may be high and there is risk of poor
employee decisions impacting the overall success of business Further, task oriented leadership is
a approach used by leader to concentrate on the task that must be attained in order to acquire a
specific objective. With this aspect, they inspire other members to perform peculiar task within
organization (Impact of leadership on employee engagement, 2010).
Hence, it can be stated that leadership play a crucial role in employing employee
engagement within corporations. As per the research conducted by Kenexa Research institute
top executives have a viable affect on the employee views about organization and their
engagement level. Further, effectiveness of leadership exercised by them relies on the following
key features, the power to provide employees with the clear vision and mission which further
provides them direction. In addition to this, competence of handling challenges within business.
Thereafter, leader should realize that employees are essential for the success of organization in
present dynamic environment (Daft, 2014). Therefore, top executive must stimulate the
confidence level of its human resources so they give their best performance.
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CONCLUSION
Summing up the entire report, it can be concluded that employee engagement is crucial
approach that assist enterprise in building sense of commitment and loyalty among workforce.
Further engaged employees feel happy with their work and are prideful while working in specific
company. Employee engagement assist in getting best performance of individuals which also
contributes to large extent in the success of organization. Further it can be stated that, training
and development and leadership plays an important role in engaging employees within company.
REFLECTION
The entire report is based on the secondary information where I have collected
information from various books, journals and PDFs. Further, from this report, I have gained
knowledge about the significance of employee engagement for business enterprise. I have
learned that training and development process help in keeping the employee engaged within
business. In addition to this, leadership also supports employee engagement with the assistance
of different theories and styles.
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REFERENCES
Books and Journals
Avolio, B.J. and Yammarino, F.J. eds., 2013. Transformational and charismatic leadership: The
road ahead. Emerald Group Publishing.
Briggs, S., Sutherland, J. and Drummond, S., 2007. Are hotels serving quality? An exploratory
study of service quality in the Scottish hotel sector. Tourism Management. 28(4),
pp.1006-1019.
Buchanan, L., 2004. The things they do for love. Harvard Business Review. 82(12). pp.19-20
Combs, J., and et.al., 2006. How much do high‐performance work practices matter? A meta‐
analysis of their effects on organizational performance. Personnel Psychology. 59(3).
pp.501-528.
Cummings, T. and Worley, C., 2014. Organization development and change. Cengage learning.
Daft, R., 2014. The leadership experience. Cengage Learning.
Nadiri, H. and Tanova, C., 2010. An investigation of the role of justice in turnover intentions, job
satisfaction, and organizational citizenship behavior in hospitality industry. International
journal of hospitality management. 29(1), pp.33-41.
Northhouse, P., 2007. Leadership: Theories and practice.
Park, S., Kim, J. and Krishna, A., 2014. Bottom-Up Building of an Innovative Organization:
Motivating Employee Intrapreneurship and Scouting and Their Strategic
Value. Management Communication Quarterly. 28(4). pp. 531-560.
Parsley, A., 2006. Road map for employee engagement. Management Services. Spring, 2006. 50
(1). pp. 10 – 12.
Saks, A., 2006. Antecedents and consequences of employee engagement. Journal of Managerial
Psychology. 21 (7). pp. 600 – 619.
Online
Impact of leadership on employee engagement. 2010. [Online]. Available through:
<http://onlinelibrary.wiley.com/doi/10.1002/ert.20297/abstract>. [Accessed on 2 March,
2016].
Impact of Training on employee engagement. 2012. [Online]. Available through:
<https://learningpilgrims.wordpress.com/2012/01/23/can-training-impact-employee-
engagement/>. [Accessed on 2 March, 2016].
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Leadership styles and theories. 2013. [Online]. Available through:
<http://www.ripublication.com/gjmbs_spl/gjmbsv3n3spl_14.pdf>. [Accessed on 2
March, 2016].
Role of employee engagement. 2015. [Online]. Available through:
<http://dupress.com/articles/employee-engagement-strategies/>. [Accessed on 2 March,
2016].
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