Employee Engagement: HR Strategies for Business Outcomes

This presentation examines employee engagement within organizations, emphasizing its importance for human resource management and its impact on business outcomes. It defines employee engagement, outlines its principal dimensions, and identifies key drivers like leadership, job satisfaction, and employee involvement. The presentation highlights the benefits of employee engagement, including higher satisfaction, retention, productivity, and loyalty, while also addressing the need to align employee engagement with organizational values and strategies. It discusses diagnostic tools used to measure engagement levels, such as surveys and performance trackers, and introduces the concept of employee value proposition. Furthermore, the presentation explores relevant HR strategies to enhance employee engagement, including empowering employees, articulating goals, providing rewards, fostering a positive work culture, and offering flexibility. In conclusion, the presentation underscores the importance of aligning employee engagement with organizational strategies to maximize its benefits, empowering employees and strengthening the working culture to achieve optimal results.

Employee
Engagement

Introduction
 The aim of this presentation is to discuss the employee engagement
in an organization and its effect
 It is the responsibilities of the human resource managers to take good
care of the employees and keep them motivated in such way that
reduces the absenteeism and employee turnover in the organization.
 The disengaged employees damage the work output as well as
reputation.

Brief definition of employee engagement and
principal dimensions
 Employee engagement is a property of the relationship between the
employees and organisations.
 This is a fundamental concept in the effort to understand and
describe the motivational abilities of the employees in the
organostions.
 The engaged employees are completely absorbed by their works
 They are enthusiastic about their work hence take positive actions to
further the reputation of the organization by serving its interest.

Principal drivers of employee
engagement
 There are some key drivers of employee engagement which enhances
the possibilities of the employee motivation
 These key drivers include
 Leadership of the managers in the workplace who will motivate them
 Job satisfaction and employee well-being
 Presence of employee voice and staff involvement
 Understanding of the meaningfulness of work and connection of the
employer and employee.

Benefits of stakeholders
 The employee engagement leads to have different benefits which
include:
 Higher employees satisfaction
 Higher employee retention and lower turnover
 High productivity
 Increased profitability
 Increased employee loyalty
 Less absenteeism

Need for aligning employee engagement
 As employee engagement allows the organisations to develop
productivity and profitability, the managers lay strategies that how
they can motivate the employees positively for increasing
productivity
 Along with this, the employees are to be engaged with the business
strategies to sustain high performance (Ruck, Welch and Menara
2017).
 This is the reason why they are to align the employee engagement
with the value, mission and vision of the organizations.

Need for aligning employee engagement
 Proper alignment of the employee engagement is a necessity of the
organisation
 This will connect the strategy with execution
make important judgements about the work priorities
 Agreeing with the goals and objectives
 Increasing agility and adaptability of the organostions for change

Different diagnostic tools:
 The employees are engaged with their corporations in different ways.
 These levels of employee engagement are measured by the
managers by using different types of tools like
 Survey of the individual needs of the employees
 Employee turnover and absenteeism rate
 Performance tracker
 Professional growth metrics
 Team orientation

Employee value proposition
 The employee in the organisation possess different organizational
skills which make them unique by enhancing value.
 This is the reason why the company has developed strong value
proposition or brand promise
 Freedom
 Benefits
 Career (Bailey et al. 2015)
 Work environment
 The employees of McDonald's are more engaged as the HR strategies
value for their contribution.

Relevant HR strategies
 The HR of the company needs to follow the best strategies to raise
the levels of employee engagement. These steps are-
 Encourage power employees (Albrecht et al. 2015)
 Articulate goals and responsibilities
 Rewards and recognition
 Creating positive working culture
 Asking for feedback
 Flexibility and agility
 Reward and recognition
 Equality and fairness

Conclusion
 Therefore, it can be concluded that proper alignment of the employee
engagement with the organizational strategies and values are
important
 This will enable the companies to enjoy all the benefits of the
employee engagement process.
 Employee engagement empowers the employees and strengthens
the working culture which help the managers to get the best result
from the human resource.

References:
 Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M.,
2015. Employee engagement, human resource management
practices and competitive advantage: An integrated approach. Journal
of Organizational Effectiveness: People and Performance, 2(1), pp.7-
35.
 Bailey, C., Madden, A., Alfes, K. and Fletcher, L., 2017. The meaning,
antecedents and outcomes of employee engagement: A narrative
synthesis. International Journal of Management Reviews, 19(1), pp.31-
53.
 Ruck, K., Welch, M. and Menara, B., 2017. Employee voice: An
antecedent to organisational engagement?. Public Relations
Review, 43(5), pp.904-914.