Individual Portfolio: Employee Engagement and Management Report

This report provides an executive summary focusing on the importance of employee engagement within an organization, addressing the challenges faced by line managers in meeting employee needs, and outlining the required skills for effective people management. It explores various performance management programs and offers recommendations for human resource improvements. The report delves into topics such as training and development, leadership development, team building, and motivational theories, with examples from Asda. Human resource processes like performance management reviews and 360° appraisals are also discussed. The report concludes with recommendations to enhance employee performance and engagement through improved HR practices, including performance evaluation programs.

INDIVIDUAL RESEARCH
PORTFOLIO

EXECUTIVE SUMMARY
The following report is based upon various importance of employee’s
engagement that is brought to an organisation. Issues that are faced by a line manager while
addressing employee requirement in an organisation are discussed. The information also
explains various skills required to manage employees. There are various performance
management programmes discussed. Along with it the report consists of some
recommendations for the managers to be used in organisation in order to deal with the
problems that are arising in human resource department.

Table of Contents
EXECUTIVE SUMMARY........................................................................................................2
Introduction................................................................................................................................4
Main Body..................................................................................................................................4
Contemporary issues faced by line manager in people management....................................4
Knowledge skills and behaviour for effective management of people..................................5
Human resource processes to support management for effective performance management
................................................................................................................................................7
Recommendations for management and human resource processes.....................................8
Conclusion..................................................................................................................................9
References................................................................................................................................10
Introduction
Employee engagement is necessary factor in human resource development and it is
also required to be performed effectively in every business organisation. Management of
human resources at our business is related to various processes of training of employees,
motivation of employs and also enhancing the workplace environment in order to increase
their productivity. The managing director as well as team of human resource or using people
management as a concept in order to analyse the workforce performance of employees in an
organisation. Leaders are required to effectively manage and develop good communication
between employees so that all the operations can be successfully achieved (Acar and Yücel,
2016). Development of skills also helps in analysing different areas which can be improved
in an organisation.
Human resource is playing an important role in determining the culture of an
organisation through satisfying the employees in and hands in their productivity and
organisation. The professionals in human resource are also helping to design business
structure and prosper the productivity at business operations. In the current report and leases

of various tools for management are used. As the retail is taken into consideration which is a
supermarket dealing in retail sector. The analyses of administration, behaviour as well as
skills which are required by a line manager in the organisation are determined. At the end of
the business analysis recommendations are provided in order to improve various processes in
human resource such as using performance appraisal methods, motivating employees and
conducting training and development sessions for them.
Main Body
Contemporary issues faced by line manager in people management
Training and development:
Training and development refers to an important activity in an organisation which
helps in growth of employs. The top-level management in an organisation are deriving
training and development programmes in order to enhance capability of employees. There are
various experimental and cognitive learning theories which are used for training and
development as mentioned below:
The opinion of Rogers has determined that individual learners in organisation have to
be provided with different learning types. The experience of employees in an organisation
helps in maximising their skills and abilities for future perspectives. Personal involvement is
a necessary concept which is helping in self-evaluation and determination of employee
performance based upon their attitudes. ASDA can successfully use this in order to make sure
that employees are engaged in the work. They are evaluating performance of employees once
every 3 months.
Theory of reinforcement: The theory of reinforcement focuses on behaviour of all the
employs and various suggestions in order to bring positive results (Chakraborty and Khan,
2019). The following concept is interlinked with reinforcement which will help in expansion
of different techniques which are related to training programs for human resource in an
organisation. Hike in salary, promotion, development of positive outcomes are reinforcement
strategies used by Asda.
Leadership development:
The following concept is majorly linked to expansion of capacity in which employees
are performing their roles in Asda. Leadership helps in expansion of various factors in
organisation along with development of capabilities in employees. There are a number of
different models which are used by the leaders of Asda in order to fulfil all the objectives of

the organisation successfully. They are successfully using Contingency leadership theory as
mentioned below:
Contingency theory: Contingency theory reflects upon various ways in which leaders
can use their powers while managing employees in the organisation. A number of different
internal factors and external factors are determined according to the situation in order to bring
in best results. Situations are determining the use of leadership in contingency theory as per
the managers in Asda. Leadership can be successfully linked with development of a balance
between behaviour of employees and their needs in the organisation. The management
adopting this style of leadership does not rely on a certain theory and the style of leadership
is changing according to the changing situations in the organisation. The contingency theory
approach is variable in nature and is applied in order to develop certain analysis for different
situations.
Knowledge skills and behaviour for effective management of people
The skills, behaviour and knowledge are used effectively for management of people
in an organisation in order to supervise them and increase their productivity. When taking
Asda into consideration below mentioned are processes used for development of employs:
Team building: It is necessary to manage teams effectively in Asda which will help in
fulfilling all the needs of organisation (Enis, 2018). The Tuckman theory is used in
organisation for team building which have five stages through which a team goes through as
mentioned below
Forming: The forming stage reflect upon leadership in order to guide the employees
in an organisation. Leader helps in guiding the formulation of teams in order to achieve the
set goals in organisation.
Storming: In the following stage leaders come to certain decision when there is
absence of agreement between employees. It is necessary that all the group members are
communicating with transparency and a leader is acting as a coach according to the situation
in organisation.
Norming: In the norming stage a leader is taken decisions to support all the members
and solve any conflicts between them. In Asda commitment of employees is very necessary
in order to successfully move towards this step.
Performing: In the performing stage awareness among team members are developed
regarding goals of the team. Higher degree of achievement can be linked to autonomy and

agreement of group members regarding various processes (Atanasova, 2018). This strategy is
also helping in bringing in changes in the organisational structure.
Adjourning: This is the last step where leader is required to motivate employees and
award them according to their performance throughout the various events taking place in the
team. The employees in Asda are appreciated by leaders for their work in the process of
adjourning.
Motivational theories:
The concept of motivation is related to encouragement of employees in the
organisation so that they can link personal and organisational goals effectively. Leaders in
Astha are required to ensure that employees are motivated and devoted towards performing
their duty in the organisation. Maslow’s need hierarchy theory is used in order to fulfil the
requirements of employers as mentioned below.
Maslow’s hierarchy of need: Abraham Maslow derived five different stages of fulfilment of
employees need in an organisation which included:
Physiological needs: This includes basic requirement of employees such as food,
shelter, clothing which are necessary for individuals to survive in the external environment.
Security and safety needs: The following stage focuses on fulfilling the employees
need of security and safety from various threats or dangers they may face. Different benefits
such as insurance of life and health are provided by organisation in order to fulfil this need.
Social needs: The following need refers to fulfilling the requirement of social
belongingness for employees. It can be linked with groups, affiliation, teamwork and
friendship in an organisation.
Self esteem needs: The following needs are defined by the status which are required
by employees in an organisation which will help them to gain respect from others. This is a
basic human desire which requires them a good position in society and value by others in the
society they live in.
Self actualisation need: After fulfilment of all the needs this can be linked with
personal development needs which helps in enhancing personal as well as professional career
of employs (FARAJI, R., Hemmatinezhad and Shabani, 2019). Training and development in
Asda is providing fulfilment of this need for the employs in organisation.
With the help of all the above mentioned stages employees in Asda are motivated to
perform their roles and responsibilities successfully. This theory is applicable in organisation
which helps in understanding the mindset of employs and offering them with various
incentives to improve their performance and enhance productivity of organisation to achieve

all the objectives successfully. Asda is providing basic pay, insurance for safety, various
gatherings, training and development along with promotions and recognition to fulfill these
needs of their employees.
Human resource processes to support management for effective performance management
Human resource department plays and has initial role in every organisation to achieve
all their objectives. The processes in human resource are depending on different organisation
and different procedures followed by them. Human resource department is needed to ensure
proper processes so that ability and skills of employee at the workplace can be enhanced.
When taking Asda into context there are a number of processes which are assisted with the
help of HR department. In order to support the management some of the processes of human
resource department are mentioned below:
Performance management review:
It is required by every enterprise to focus on their performance and enhance their
performance every time. A performance management review refers to a process which is
reflecting proper evaluation and analysis of employees performance along with your progress
in the work environment. The following process is used by management in order to take
various decisions regarding promotion and termination in an organisation. The line manager
of an organisation is required to carry out this process successfully. When taking Aston into
context managers go through performance management review in order to take various
decisions and provide appraisals to the employs. Using this process they are also providing
feedback about strengths and weaknesses of various employs and developing training
program to enhance their performance successfully.
360° appraisal:
This is also a process in human resource management which is affective to support and
manage business. In this process feedback is provided to employees about the performance in
the business. The feedback is collected from colleagues of employees, their superiors, their
subordinates and so on. Every team member is providing evaluation and it is a time
consuming process which is required to be carried out properly. There are a number of
different components included in this which are superiors appraisal, subordinates appraisal as
well as self appraisal (Sdrolias and et. al., 2017). The major aim of this process is to obtain
feedback through managers, direct reports as well as colleagues. It helps in supporting
management by providing benefits such as increase in self-awareness, discovering blind
sports, developing knowledge as well as skill at a higher rate. However some drawbacks of

this process are that it cannot be easy to develop reliable reviews from colleagues or
managers.
It is necessary to be aware about various ethical ways in which these processes are to
be carried out. Organisations are using online survey methods in order to communicate and
interact with employees to provide their feedback on performance. Online survey is a great
instrument which is used to collect feedback can also provide proper understanding of
performance of employees. When taking Asda into context they are focusing on this method
which helps them to spread awareness among employees. The 360° performance review is
focusing upon contribution towards skill and competency of employs. It is a great way to
balance leadership, teamwork, interpersonal communication, interaction and communication
in an organisation.
Recommendations for management and human resource processes
 Through development of a performance evaluation program human resource processes
can be improved as it will help in managing the performance of employees within
Asda. With the help of this various steps for improving the performance can be taken.
 Through updating the job description and various processes of human resource the
operations can be improved. It is an essential factor in human resource process such as
hiring and also management of employee performance.
 Another recommendation can be using employ consultation in Asda. It is a great
approach which can be used by manager in order to make sure that employee are
involved in decision making process. This will bring in the feeling of involvement
within the employees and they can also successfully enhance the employee retention
ratio using consultation services for employees.
Conclusion
With the help of above discussed report it can be concluded that there are a number of
human resource processes that are necessary to manage people in an organisation in order to
successfully achieve all the goals. It is necessary to carry out all these methods and
approaches so that the performance of employs can be enhanced including development of
employs, motivation of employees, consultation of employs and so on. It is also continuously
required to update various processes such as hiring, recruitment as well as development of
performance appraisal and employees. With help of developing certain long-term strategies
organisation can operate and management of an organisation can develop competitive

advantage in the marketplace. It is one of the major function and department of an
organisation which helps in management of overall functions in order to achieve all the goals
and objectives in stipulated time period.

References
Books and Journals
Acar, G. and Yücel, Ș., 2016. Importance of human resources activities in the fish meal and
fish oil factories in the light of technological developments. In VII International
Scientific Agriculture Symposium," Agrosym 2016", 6-9 October 2016, Jahorina,
Bosnia and Herzegovina. Proceedings (pp. 2442-2445). University of East
Sarajevo, Faculty of Agriculture.
Chakraborty, M. and Khan, K.M.A., 2019, November. A case study on the importance of
Human Resource Information System in the Healthcare sector of a corporate
Hospital in India. In 2019 International Conference on Digitization (ICD) (pp.
115-117). IEEE.
Enis, F., 2018. HUMAN RESOURCE MANAGEMENT AND ITS IMPORTANCE IN
EVERYDAY BUSINESSADMINISTRATION. In 4th International Conference
Economic Sciences" Functioning of economic systems in the global world" (pp.
20-25)
FARAJI, R., Hemmatinezhad, M. and Shabani, S., 2019. Role and Importance of Human
Resources in Security of Football Stadiums.
Sdrolias, L and et. al., 2017. The Importance of Human Resource Management for the
Development of Effective Corporate Culture in Hotel Units. In Tourism, Culture
and Heritage in a Smart Economy (pp. 183-188). Springer, Cham.