HRM: Employee Engagement - Issues, Solutions, and Recommendations

This presentation delves into the critical role of employee engagement within human resource management, emphasizing its impact on organizational performance, productivity, and profitability. It addresses the rising concerns of staff turnover and the importance of fostering employee loyalty through effective engagement strategies. The presentation outlines the advantages of employee engagement, such as improved work quality, enhanced co-worker morale, and increased productivity, while also acknowledging potential disadvantages like communication complexities and blurred manager-employee boundaries. Key issues and challenges, including communication gaps and lack of trust, are examined, underscoring the need for hierarchical communication and employee involvement in decision-making. The presentation concludes with recommendations for organizations to enhance internal communication, foster a sense of belonging, and ultimately improve employee engagement levels.

Group Presentation

INTRODUCTION
 Human resource management is the process by which organisation
manage their human resource so that they can able to work effectively
and efficiently in order to achieve firm's goal and objectives.
 Employee engagement plays very significant role in the human resource
management (Wu and Huy, 2017). This topic have become very popular
in the organisation instead of job satisfaction and organizational commitment
which is approved to affect the organizational outcome.
 The case study is going to cover the different issues faced by the venture related
to the employee engagement and how they have taken different measures in
order to reduce the issues.

Employee engagement
 Employee engagement have become very significant for the successful of future
operations and development of the different organisations. It has been founded
that staff turnover is increasing day by day, which is the biggest issue for the
human resource management.
 Learning effective engagement helps the venture to create loyal employees and
this can become success factor for the firm.
 It has been known that employees are the key aspect of organisation, if they
work in effective manner, they can able to become assets for the venture and if
they will not do so then they will become liabilities for the organisation

Advantages of employee engagement
 Effect on Work: If the worker is disengaged then he or she tries to evade the
different activities, not able to meet the deadlines and will not able to fulfil the
different roles and responsibilities.
 Effect on Co-Workers: It has been heard of the proverb - one bad apple can
spoil the whole bunch. If the disengaged employee will not take participate in the
group task and will reduce the moral of every individual
 Effects on Productivity: It is one of the key aspect, where employees are totally
engaged, they are responsible for serving and manufacturing products and
services. If the venture engage employees in every task, then they get effective
motivation and it will help them to put maximum efforts. Ultimately, this will
enhance productivity of the venture

Disadvantage of employee engagement
 Communication Complexity: More lines of communication and the potential
for inconsistent decision making are disadvantages with employee involvement
systems. When more employees are involved in the decision making, then
important information need to be communicated to them. Then there may be risk
that that information can be given to the unauthorised person. So communication
can be the biggest issue with employee engagement
 Manager-Employee Boundary: The biggest risk of employee engagement is
that the line of distinction between the management level and employee level
becomes blurred. The decision which are taken by the top level management are
at executive level and if that responsibilities are given to the employees, and they
will not able to make effective decision, then it may cause loss to the venture

Different issues and challenges involved in
the employee engagement
 Communication: If the venture have poor communication, then it can cost huge time,
money and cost. Every employee try to communicate different issues to the managers, but it
significant that that issues reached to the ears of managers (Wu and Huy, 2017). It’s not
that they’re falling on deaf ears, it’s that there’s no controlled way of exchanging the input
and output. It is the very biggest risk that message can be misinterpreted and diluted.
 Trust: It is also one of the significant factor for the employee engagement, with that it is
also challenged for the organization when they are engaging employees in different
activities and decision making of the organization Every relationship need trust and if it is
not there then employee will be disengaged. Great Place To Work, found that 87% of
employees who work at venture where trust is key, are less likely to leave.

Conclusion
 It can be concluded from the project report employee engagement plays
very significant role in the organisation.
 It helps the venture to enhance their performance, productivity,
profitability, customer base etc. Employees are the key aspects and their
effort plays very significant role in different activities and operations.
There are different challenged faced by the venture regarding employee
engagement.

Recommendation
The recommendation which should be given to the venture to reduce the issues are as
follows:
 The venture should follow hierarchical communication with that they should use
different technologies in order to enhance internal communication between
members of the organisation.
 Organisation should involve employees in decision making so that employee fell
that they are the part of venture and then employee will try to put their maximum
effort and engage in decision of organisation.

References
Huang, Y. H. and Zohar, D., 2016. Beyond safety outcomes: An investigation
of the impact of safety climate on job satisfaction, employee engagement
and turnover using social exchange theory as the theoretical framework.
Applied ergonomics. 55. pp.248-257.
Graban, M., 2016. Lean hospitals: improving quality, patient safety, and
employee engagement. CRC press.
Burton, W. N. and Schultz, A. B., 2017. The Association of Employee
Engagement at Work With Health Risks and Presenteeism. Journal of
occupational and environmental medicine. 59(10). pp.988-99

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