Human Resource Management Research Report: Employee Engagement

This research report provides an analysis of employee engagement and diversity strategies for Looking Good Retail (LGR). It explores various employee engagement activities, including knowledge sharing systems, financial transparency, learning opportunities, and promoting a healthy lifestyle, to enhance employee satisfaction and retention. The report also examines the role of employers in engaging a diverse workforce, emphasizing commitment, training, inclusiveness, and legal mandates. It highlights the importance of strategic HRM, particularly the Resource-Based View and behavioral models, for managing and retaining older workers. The conclusion summarizes the benefits of employee engagement and diversity, and how these can contribute to LGR's vision. The report includes references to relevant academic sources and industry reports.

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Contents
Contents.................................................................................................................................................1
Analysis.................................................................................................................................................2
Employee Engagement Activities..........................................................................................................2
Create a knowledge sharing system...................................................................................................2
Show them the money.......................................................................................................................2
Encourage and provide learning opportunities...................................................................................2
Mens sana in corpore sano.................................................................................................................2
Create excitement about upcoming opportunities..............................................................................2
Role of the employer in engaging a diverse workforce..........................................................................3
Employer Commitment.....................................................................................................................3
Training.............................................................................................................................................3
Inclusiveness.....................................................................................................................................3
Legal Mandate...................................................................................................................................3
Employee Engagement and Employee Retention..................................................................................3
Conclusion.............................................................................................................................................4
References:............................................................................................................................................5
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Analysis
Employee Engagement Activities
Looking Good Retail (LGR) should involve its employees in business planning process. If the
company is facing any issue they should address their employee, by providing them
information on regular basis. The steps taken by organisation to resolve the issues by
involving employees in planning and other strategy which creates transparency and foster
employees that also helps in building leaders. The ways in which LGR can increase employee
engagement are: (Bakker & Albrecht, 2018).
Create a knowledge sharing system: High employee turnover rate is the highest cost in
terms of loss of essential information which an organisation faces. Developing a knowledge
sharing system, works as an engagement driver for the new comer in the organisation and
reduces cost of the organisation (Bakker & Albrecht, 2018).
Show them the money: To build trust among the employees Looking Good Retail (LGR)
can share financial statement and motivate employees by showing that what their efforts are
linked for the performance of the company (White & Bryson, 2013).
Encourage and provide learning opportunities: Looking Good Retail (LGR) can create its
own academy, where employees can gain information and improvement openings which they
need. Cross training also helps an employee to build expertise which helps in the growth of
the organisation as well as employee (White & Bryson, 2013).
Mens sana in corpore sano: Looking Good Retail (LGR) should promote benefits of the
healthy lifestyle among its employees. They can organise office Olympics where employees
can participate and can build friendly relations among other colleagues (White & Bryson,
2013).
Create excitement about upcoming opportunities: Looking Good Retail (LGR) by
communicating to its employees on a regular basis and making them excited about the
upcoming events. It can be done through multiple mediums such as newsletters, face-to-face,
or in a meeting it creates excitement among employees and keeps them engaged at work.
(Bakker & Albrecht, 2018).
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Role of the employer in engaging a diverse workforce
Employers commit to provide its employees a safe and secure work environment which is
free from exploitation, harassment and any kind of terror. Improper preparing and
administration, a different work environment can end up in increasing conduct and activities
of illegal and unjust business requirements.
Employer Commitment: Mangers can build a psychological connection with the employees
which in return can enhance the loyalty of employees towards the organisation.
Training: Robust training programmes for the employees should be developed so that they
can brush up on their existing skills and learn new skills for the achievement of
organisational goals along with their own betterment
Inclusiveness: Practicing comprehensiveness implies taking stock of all the abilities,
aptitudes and capabilities inside the work environment and ensures their optimum utilization.
Legal Mandate: Companies has to follow workplace diversity and social responsibility
towards the employee. Employers encourage having a more extensive poll in the recruitment
process so that they can hire a workforce without any discrimination. Under the law, they are
meant to achieve diversity in the workforce.
LGR should follow the strategy of employee engagement which McDonald's has
implemented. McDonald since 2006 has been running ambassador programmes for their
employee’s, and lots of effort has been made by McDonald to change the perception of a
“McJob’.
Employee Engagement and Employee Retention: providing conducive work environment
for the better engagement of the members of the organisation helps in employee retention as
it develops a sense of belongings among the employees.
LGR can build Strategic HRM, which offer two insights. The explanation of both terms is
given below:
(1) SHRM Resource Based View and conservation model works for older workers. When
implemented, it adequately manages workers and provides them a sustained
competitive advantage. By following this LGR would be able to manage old workers
adequately at workplace (Kooij & Voorde, 2015).
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(2) SHRM behavioural model can be implemented on older workers as their attitudes can
behaviour changes according to age. By changing the HR practices for older workers
according to the needs and requirement will help the organisation to retain old works
in the organisation. By following this LGR able to find the accurate HR practices
suitable for old workers (Kooij & Voorde, 2015).
Conclusion
The above analysis shows that various employee engagement techniques and benefits and
cost which companies have while employee engagement. The role of employer having a
diverse workforce, benefit which diverse workforce provide to the organisation. These steps
led an organisation to reach at its vision by engaging employees to the aim of the
organisation.
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References:
Aon. (2018). Trends in Global Employee Engagement. Viewed 21 April 2019.
https://www.aon.com/2018-global-employee-engagement-trends/index.html
Acas. (n.d.). Employee engagement. Viewed 21 April 2019.
Bakker, A.B. & Albrecht, S. (2018). Work engagement: current trends. Career Development
International. Vol. 23. no. 1. pp.4-11.
Engagement.https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2016/
employee-engagement-and-retention.html
Graber, S. (2015). The Two Sides of Employee Engagement. Viewed 21 April 2019.
Kooij, D. & Voorde, K. (2015). Strategic HRM for older workers. Aging Workers and the
Employee-Employer Relationship. pp. 57-72. DOI: 10.1007/978-3-319-08007-9_4
Premuzic, T.C. Is Employee Engagement Just a Reflection of Personality. Viewed 21 April
2019.
Reba global (2018). How much does employee engagement actually cost. Viewed 21 April
2019,
Small Business (n.d.). What Are an Employer's Responsibilities for Diversity in the
Workplace. Viewed 21 April 2019.
White, M. & Bryson, A. (2013). Positive employee attitudes: How much human resource
management do you need. Human Relations. vol. 66, no. 3, pp 385-406. DOI:
10.1177/0018726712465096
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