Randstad Employee Engagement Strategies: A Detailed Management Report

This report provides a comprehensive analysis of employee engagement within Randstad, a leading HR services firm. It highlights the importance of employee engagement for organizational success, focusing on aligning human resources with organizational goals, enhancing employee productivity, improving work culture, and fostering a sense of belonging. The report also examines the legal regulations impacting employee engagement, such as the Employment Relation Act 1999 and the National Minimum Wage Act 1998. Furthermore, it identifies issues arising from a lack of employee engagement, including lower employee performance, conflict-based work culture, reduced work quality, and increased employee turnover. The report concludes with recommendations for Randstad to improve employee engagement through training programs, positive work culture development, and employee motivation strategies like appraisals and rewards. This document is available on Desklib, a platform offering study tools and solved assignments for students.

Human Resource
Management

Table of Contents
Human Resource Management.......................................................................................................1
MAIN BODY...................................................................................................................................3
Prepare a management report on employee engagement.......................................................3
Aims of employee engagement..............................................................................................3
Issues due to lack of employees engagement ........................................................................5
Recommendation....................................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
Books and Journal .................................................................................................................7

INTRODUCTION
Human resource management is the strategical conceptualization to the effectual and
economical direction of individuals in a firm in such a way that they assist their enterprise
increment a competitor benefit (Azim and et. al., 2019). For the effective performance of the
employees the employees must be engaged with the firm. It is created to increase the working of
all the workers in company of workers strategical goals. Randstad has been chosen as a base firm
which is founded by Frits Goldschmeding in 1960 whose vision is to develop the firm into a
worldwide leader in the HR service firm. The report on the employee engagement covers legal
regulations, pricing and advantages of the firm to handle all the problems.
MAIN BODY
Prepare a management report on employee engagement
Employee engagement is the practice at the workplace in which the HR manager nurture
and flourish the interest of the employees in order to make them comfortable and engaged with
the working environment. The process of employee engagement is to build and create the
relationship between the employees and the supervisors of the company for better performance.
In order to have efficient employee engagement the relationship must be based on the trust,
integrity and most importantly there should be two-way communication between the
organisation and employees (Shaaban, 2018).
Aims of employee engagement
The employee engagement is essential for the business of the Randstad as the company works
for the HR service. The main aim to foster the employee engagement in the Marks and Spencer
is to increase the level of well being, productivity and performance in order to benefit the
organisation by completing task on time. The main aim of employee engagement are :
Alignment of human resource with organisational goals: The Randstad aim to allocate all
their human resource towards the organisational objectives through employee engagement. It is
very important that employees are engaged towards the organisation in order to have clarity
about their roles and responsibilities in attaining organisational objectives (Rattanasirivilai,
Somjai and Deeprasert, 2020).

Employees productivity: the another aim of enhancing the employees engagement in Randstad
is to foster the productivity of the employees. The employees productivity and performance is
highly dependent on the level of engagement of employee with the firm and other team
members.
Improve the work culture: The Randstad aims to develop motivational and positive working
environment for their employees for which company focuses on improving the employees
engagement level with the firm. In the positive working environment the employees also feel
satisfied and encouraged to work hard for the organisational success and growth.
Enhance the sense of relationship and belongingness: the Randstad is the recruitment and
selection firm that aims to provide the HRM services to the other firms. The company has
effective knowledge and skills to meet the aim of employee engagement for which the try to
enhance the relationship and belongingness with their employees. This make the employees feel
satisfied and valued by the organisation increasing their level of employee engagement.
Legal regulation of Employee Engagement
In conducive to five safety and guaranteed surroundings to individuals performing in the firm it
is very crucial for it to obey all concepts and rules made for workers. For Randstad, it is very
important for the company to utilize all conception created by the authorities for saving rights of
all the workers. This carrying into action of legitimate laws will help the firm in growing good
appointment of workers as they will untroubled (Oludayo and et. al., 2018). This will also
symbolize that a firm is fetching all the responsibility for giving safe surrounding to their
workers. Discussion about some laws that the chosen firm will use to increase talent
engagement:
Employment Relation Act 1999
It is an enactment of parliament which has been constituted in UK which has created
some improvements in working class law of the nation to the act of 1992 in Trade Union and
Labour Relationship Act. In case of Randstad it use this as, this says that firms can not black
book workers and create legitimate rights which involves identification of trade unions.
Employment Right Act 1996
This is also a lawful rules created by the UK to assist rights of workers. This act contains
all the fields like zero hour contracts, duplicate in cost, biased judgement, break from activities,
protect of all rewards and many more.

Maternity and Paternal Leave etc. Regulation 1999
Other legitimate legal document which has been created by authorities of UK so that
workers who are handling with adulthood condition could demand their rights. This act is a
collection of tools which contains UK working class rules used by Randstad which describes
that workers working in the firm have word-perfect to take leaves for their pregnancy and
fatherhood conditions.
National Minimum Wage Act 1998
In accordance to the law, firms are needed to give minimal pay to their workers which
change accordant to age and also this gain every year (Tian and Robertson, 2019). This law
involves some exclusion for workers like scholars. In case of Randstad they follow this as
persons who are running in the firm and are above 23 age could lawfully claim National Living
Wage.
Part-time Workers Regulation 2000
This law assist in saving working rights of workers. According to this law, Randstad must
provide equivalent care and regard to workers performing part time as it is giving to other full-
duration workers. In context to this law, firms must offer these workers comparative handling
like a pro rata vacations.
Issues due to lack of employees engagement
Employee engagement provides huge cost and benefits to the Randstad but when the company
lack in this attribute the company face several issues that are discussed below:
 Lower employee performance: When the organisations fail to increase the employees
engagement it lead to the lower employees performance. Lack of employee engagement
makes the employees feel disconnected to the firm and its success making them lazy and
is satisfied with impact their performance.
 Conflict based work culture: when the Randstad is unable to create employees
engagement the company face issue of conflicts between the employees and employers.
The conflicts are bad for the company's profits and productivity and also its lower the
company's sustainability (Pandita and Ray, 2018).
 Lower work quality: In Randstad the lower work quality is observed as the issue of
ineffective employee engagement. The employees reduces their performance and that is

directly reflected into the lower work quality. This issue leads to customer turnover and
also lowers the brand image of the company.
 Lower retention and higher turnover of employees: Lack of employee engagement
within an organisation leads towards the increase of employees turnover as when the
employees does not feel connected and valued by the firm they are dissatisfied. The
increase in level of job dissatisfaction results into lower retention of talented employees
and increase the turnover rate.
Recommendation
 The Randstad is suggested to focus on the better employee performance by providing
them training and development programs regularly,. This helps the employers of the
company to keep their employees engaged with the organisation and its objectives. This
results into higher motivation, satisfaction of self esteem needs and blooming of
employee engagement.
 In order to mitigate the conflicts the company must develop positive working culture for
the employees as this will help the company in gaining loyal employees. This will also
increase the employees retention rate in the company.
 It is recommended to the Randstad to motivate the employees through appraisals and
rewards in order to increase their engagement towards the work. As this is the best way to
improve the work quality as the higher performance and quality work will be rewarded
by the firm. This is the topmost technique to foster the employees engagement towards
their work and performance(Jakubik, 2021).
CONCLUSION
It is concluded from the above report employees engagement is vital part of human resource
management of the company in gaining higher performance from employees and also to gain
competitive edge in market. It is evaluated that employees are life blood of the organisation as
they facilitate in meeting objectives by performance different activities. It is examined that it is
very important for the company. It is examined that for the effective employee engagement
positive working environment is important this also motivates the employees. It is concluded that
for the employee’s engagement there are certain laws and regulations to protect the rights of
employees and employers.

REFERENCES
Books and Journal
Azim, M.T and et. al., 2019. Linking transformational leadership with employees’ engagement in
the creative process. Management Research Review.
Jakubik, M., 2021, October. Work Engagement-Gateway to Creativity. In International
Conference on Professional Culture of the Specialist of the Future (pp. 11-21). Springer,
Cham.
Oludayo, O.A and et. al., 2018. WORK-LIFE BALANCE INITIATIVE AS A PREDICTOR OF
EMPLOYEES'BEHAVIOURAL OUTCOMES. Academy of Strategic Management
Journal, 17(1), pp.1-17.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Rattanasirivilai, S., Somjai, S. and Deeprasert, D., 2020. The Role of Gender as a Moderator
Linking Corporate Social Responsibility Perception to Employees Engagement: A Study in
the Services Sector of Thailand. International Journal of Crime, Law and Social
Issues, 7(2), pp.49-62.
Shaaban, S., 2018. The impact of motivation on organisational citizenship behaviour (OCB): The
mediation effect of employees’ engagement.
Tian, Q. and Robertson, J.L., 2019. How and when does perceived CSR affect employees’
engagement in voluntary pro-environmental behavior?. Journal of Business Ethics, 155(2),
pp.399-412.