Strategic HRM: Boosting Employee Engagement and Development at Wilk

This report analyzes Human Resource Management strategies within Wilk, a British retail chain, focusing on enhancing employee engagement and involvement. It explores techniques such as team building workshops, continuous feedback, performance appraisals, and creating a welcoming environment to boost employee morale and retention. The report also discusses motivational models like Maslow's hierarchy of needs and Kahn's psychological conditions to improve engagement. Effective communication approaches, including verbal, non-verbal, and visual methods, are examined to foster greater employee voice and understanding. Furthermore, the study emphasizes the importance of training and development programs to enhance the skills and knowledge of both managers and employees, ultimately increasing work efficiency and organizational productivity. This resource is available on Desklib, which provides a variety of study tools including past papers and solved assignments.

Managing Human Resources

TABLE OF CONTENT
INTRODUCTION ..........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
FINDINGS.......................................................................................................................................1
Techniques and theories to increase employees’ involvement and engagement ........................1
TASK 2 ...........................................................................................................................................3
Communication approaches that assist greater employee voice .................................................3
TASK 3........................................................................................................................................5
Training and development consideration in business to enhance both manager and employees.
......................................................................................................................................................5
RECOMMENDATIONS.................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES ...............................................................................................................................9

INTRODUCTION
Human resource management is the strategic approach of managing people and making
them able so that they can help out company in meeting goals (Stone, Cox and Gavin, 2020).
This present study is based on Wilk high street retail chain. This British retail chain sells
household goods and homewares that was founded in the year of 1930 by James Kemsey
Wilkinson. This study is going to discuss effectiveness of employees’ engagement and ways by
which employers can involve employees with organisational goals as well as activities. Along
with this, it will show some communicational approaches by which employers can interact with
their employees and by providing them clear information, they can make them feel valued.
Further, it will discuss training and development considerations as ways in which training can
increase employees’ roles, understanding and responsibilities. Social learning and reinforcement
theories play a vital role in enhancing roles and understanding of managers.
MAIN BODY
TASK 1
FINDINGS
Techniques and theories to increase employees’ involvement and engagement
In regard to HRM, it can be said that it is an effective approach to efficient management of
people in company so that they can help employees in taking competitive advantage. Success of
HR relies on satisfaction level of employees and for satisfying employees, HR perform number
of functions. The main focus of HR is on engaging employees in organisational goals and
improving relations with each other’s. There are number of techniques and ways by which
employers can engage employees in organisational activities and can build their relations such
as:
Team building workshop: Team building is known as one of the best ways of employees’
involvement. When employees are being encouraged to work in a team then they are more likely
to interact with each other’s that increase trust between employees and help them bond together
so that they can serve the company in an effective manner (Dom and Ahmad, 2019). Team work
increases knowledge and skills of employees as they learn number of new things and by using
1

effective ways, they can improve overall performance and productivity. It improves their
relations and they are less likely to be absent and it increases their engagement.
Continuous feedbacks: Everyone wants to feel respected as well as heard. For this purpose,
employers can put out real based survey and feedbacks where, employees can share their views
as well as can know about their actual position within business. By providing feedbacks to
employees, employers can make employees know about their performance and by providing
feedbacks in a positive manner, they can make them, feel valued and engage them as well.
Bring on the perks: As it is known that competition is increasing to the great extent and
employees have to show up every day and get job done. Employees can perform tasks in an
effective manner when they are being motivated with financial and non-financial rewards (Dom
and Ahmad, 2019). When employees get extra perks like: weekly visit by an office masseuse,
free lunch once in a week, insurance and other then it motivates them and engage them with
organisational goals.
Performance appraisal: As it is known that one of the main purpose of HR is to engage
employees and improve their performance. Performance appraisal is one of the best ways of
improving performance of employees and engaging employees with organisational vision and
goals. When employees are being appraised on the basis of their improved performance then it
boosts confidence of other employees and they are more likely to strive hard. It makes them able
in satisfying customers and by doing so, Wilko can increase customers’ satisfaction.
Creation of welcoming and innovative environment: Working environment plays a vital role
in engaging employees. Nowadays, employees prefer to work at place that is safe and secure.
When employees work at such places then it improves performance of employees. By embracing
openness, having lounge area for breaks is much more welcoming and effective as it makes
employees feel valued. They are less likely to switch brand and stay within business for the long
run.
So, on the basis of these techniques, it can be said that HR of Wilko can increase employees’
engagement and retention rate.
Along with these techniques, employers can make use of some effective models and theories of
employees’ engagement such as:
Maslow’s model: Maslow’s hierarchy of needs is known as motivational model as it consists of
fiver tier model of human needs. It believes that employees can be motivated and encourages by
2

focusing on all these 5 factors or types of needs. In addition, it can be said that without satisfying
these needs, an individual cannot be fully engaged and motivated. On a basic level, employees
want job security, living wages, sense of belongingness and workplace safety. When employers
focus on satisfying all these needs of employees then they are more likely to strive hard and help
their company out in accomplishing goals. For satisfying all of these needs, employers need to
use different strategies. For example: for satisfying sense of belongingness of needs, employees
can be encouraged to work in a team as it can improve their relations with their colleagues and it
can make them feel energetic and refreshed at workplace (Hardy, Afrianty and Prasetya, 2020).
The Kahn model: Kahn’s psychological conditions of personal engagement at work can also
make HR of Wilko organisation able in engaging employees and satisfying them. Kahn found
that there were three psychological conditions that can increase employees’ engagement in
organisational goals and activities such as:
Safety: Does employees feel safe at workplace to express their feelings without the feat of being
judged. By making this sure, employees can be engaged and motivated.
Meaningfulness: It is important for HR to make sure that whether employees find their work
meaningful or not? On the basis of this analysis, they can make use of strategies that can make
employees feel valued and satisfied with their work (Busse and Regenberg, 2019).
Availability: As per this element, employers need to make sure as whether employees feel
physically and mentally able to harness their full self at this moment or not.
Overall, it can be said that by implementing above discussed models and techniques, HR of
Wilko can accomplish their set goals and can increase staff retention rate.
TASK 2
Communication approaches that assist greater employee voice
Communication is one of the main keys of organizational success. When employees have clear
and concise information then they are more likely to engage with organizational goals, and they
find easier in performing their functions with effectiveness. As per the workplace
communication statistics, it is known that around 86% of employees believe that ineffective
communication is the primary culprit for most business failures. Wilko organization focus on
improving communication with employees. There are 3 main approaches of communication such
as: verbal, non-verbal and visual (Koren and Pető, 2020). Verbal communication is preferred by
3

companies as it gives employees clear information. Some effective ways by which employers
can allow their employees to share their experience and interact with others include:
Meeting with employees: meeting with employees regularly can make employees feel valued
and by doing so, managers and HR can provide them latest organisational information. For
remote workers, HR can do video conferencing call as it let employees see facial expression. it is
one of the best verbal ways of engaging employees and making them able to share their views
openly. Along with this, manager can develop an open door policy according to which,
employees can go meet directly with managers and can share their views. It can improve their
relation and can develop understanding of their roles.
Be open to feedback: Feedback and E-mail is an effective and common, non-verbal ways of
communicating with employees (Liu and Jaekel, 2019). When employees have detailed
information in written manner then they can read them and can complete their tasks with
effectiveness. By providing feedbacks, employers can boost communication and can make
employees aware about their roles as well.
This is also important to know about communication theories for organization for selecting the
channels wisely because these channels that build a culture for employees. It means that
performance of organization is being less efficient and creating more efficient performance,
effective business communication might be really important to have.
Bureaucracy- This keep Wilko with high level of formal structure and in terms with
communication it assumes within the hierarchical approaches where the organization members
can report more above until the communication reaches to top command. Along with this ideal
for Wilko organization might be assuming the impersonal structure and have the clear set of
rules not only to control over the emotional oriented behaviours of employee that can causes
negative impacts (Brann and et.al.,2021). Moreover, it is important to organizational
communication because for having its effectiveness in controlling employee, ensuring the chain
of command, by extension and the performance of organization and also promoting the
principles of workplace specialization.
General system theory- In this theory the same kind of communication is being exchanges as
result with system thinking and sub prime lending led with collapse of some major global
economies. This is also important having some effective concepts through which the
organization can develop the communication theory and ensure them with having sharing
4

information between employee and many other co-workers. It is important to Wilko for having
effective communication not because for highlighting about the importance of feedback in any
way for their organization agenda. The entity boundary for having better comprehension of
communication exchanges inside their organization activities.
An important component of workplace communication that the employee should understand and
heard by management. There are several benefits that can create the effective workplace
communication for providing the effective result in organization:
Increased employee engagement- Effective communication have more than just ensure them
for sharing information is being accurately received. Along with this it also works to connect
each other and keep open lines for the communication. Wilko organization with keep their
employee and many other co-worker to communicate each other for creating better engagement.
Improved productivity- Wilko organization should feel connected with their work and this
could have clear understanding about what have been expected with them and likely to be having
productive and perform efficiently (Chen, 2022). Ensuring with having information which is
being available and communication with an effective manner that allows the employee with
better performance and can increase productivity throughout the organization.
Improved direction for employees- Open communication at the workplace ensure about that
employee need to understand the best part of their company and also have clear direction in
terms as what have been expected.
TASK 3
Training and development consideration in business to enhance both manager and employees.
Training and development refers to the educational activities with Wilko for creating enhance
about the knowledge and skills of employee while providing information and instruction on how
to perform with better tasks. Along with this training lead with having short terms process for
operative and process while development in designing continuous pro-active process meant for
organization. In training the employee have aim for developing some additional skills and
development for some total personality. Employee training and development which helps in
updating employees knowledge and skills for performing job that could result at end with
increasing their work efficiency and increase the productivity of organization (Gratton, 2018). It
has been observed that employee or other working in competitive environment of market which
always bring better training and development program for enhance their skills and knowledge.
5

It is also important to polish out the skills and bring out the valuable assets for organization with
some possible way to build the workforce with training and development. Line manager which
play critical role in employee engagement through having some interpersonal relationships with
employees. This could keep interested and connected with every team member that will foster
engaged with culture where the employee are being committed and willing to perform their
beyond expectation. Sustainable employee engagement is being driven with huge factor and one
of the most important influence about the relationships between employee and their direct line
manager (Kreismann and Talaulicar, 2021). This could often the variable dynamics because the
front line manager are being promoted within organization and this may have no formal
management training about how to get the best out of their team.
A discussion of major theories of training and development:
Theory of reinforcement- This theory discuss the effective learning behaviour of employee and
suggest that learner will repeat with having same behaviour in attachment with positive
outcomes or better result. It could be suggested the training and development program which
should be aligned with some organizational objective and creating the positive outcomes that
must be expected with such type of training and development programs. Different types of
rewards, bonus, promotion and awarding of certificate after having training program which must
be asscoiated with better training and development activities. Moreover, this could keep the
rewards about definitely generating with some positive outcomes (Muisyo and Qin, 2021). If
Wilko have gone according to using such theory than the employee will show more interest in
training and development program held by organization.
Social theory- Here, by having direct enforcement which means the training and development
program which is being organized to enhance the skills. Moreover, this theory have such
program that will not address with having all learning types and some of social elements that
cannot be taught. Such of type learning is being known as observational learning and this is also
associated with understanding about the different human behaviour. While having such things
this theory is through having observation and in organization the environment which play the
effective role. However, environment should be very professional and surrounding that can bring
out the way the people learn from them and it is also not important that the behaviour is changes
after learning something. The organization need to understand about the environment and also
ensure their employee for working with some effective concepts about organization. In Wilko
6

training programs are being associated with rewards and benefits with having such programs
which will keep motivation and help the employee to build the positive mental state (Shahzad
and et.al., 2021). This theory will allow the employee to learn from the surrounding and also
provides effective environment where they can learn from their manager or co-workers.
Training and development approaches:
This could be seemed that no disputing about the fact of proper training which is successful in
Wilko organization. Effective corporate training that help for improving the profitability and
efficiency by educating and cultivating responsible, skills and knowledge workers. Along with
this might be implemented with having high quality training practice are ensuring them with
having employee retention as well as their competitive edge.
Traditional approaches- This work with having long recognized view from Wilko organization
and that was about quality of employee that was made. It also emphasis was placed about the
exclusively on finding out the perfect job and hie the indeed proper match (Crovini, Ossola and
Britzelmaier, 2021). If organization work with having traditional approaches then the line
manager need to prepare some strategy to train their entire employee, develop skills, regardless
towards their knolwedge and position of organization. But, in present time this has been shifted
from approaches to modern approaches that are being more interactive, accessible and
comprehensive.
Modern approaches- While this keep line manager and employee engagement with having
some useful things and ensure them for working with some effective concepts. The line manager
can make the use of technology for having better training and development and this has become
the integral part of the corporate training programs. It makes them with working some engaging
activities and stimulating for the trainees and principles of different games for having the subject
training. This could keep Wilko organization for creating techniques an entertaining learning
environment and bring out the trainer to provide the immersive and provide some real-world
experience to the trainees (Porfírio And et.al., 2021). Modern techniques that provide the cost-
effective and also provide the effective training, replicate that feels about face-to-face session.
Wilko organization are not blended with training methods so that could be integrated with
traditional concepts with some modern technology as based approaches.
7

RECOMMENDATIONS
On the basis of above discussion and analysis, it can be suggested to Wilko that it should
focus on providing flexibility in working hours to employees for increasing employees’
engagement. Nowadays, due to increasing competition, employees find problems in making a
balance between their personal and professional lives and it makes them frustrated. So, for
making employees’ feel refreshed and energetic, employers need to provide flexibility, part time
job availability and other benefits.
Along with this, it can be suggested that, HR of Wilko should promote group discussion
once in a week so that employees can raise their voice, share their experience with others. By
doing so, manager can know feeling and satisfaction level of employees with their job. It can
improve communication and by sharing their feelings as well as experience, employees can get
their problems solved by managers. It can make employees feel valued. Along with this,
employers and leaders should improve active learning skill so that they can listen to their
employees and can provide them better solutions. In developing more organization can make the
use of communication theories through which they can easily create their goals and share the
information from various other stakeholder.
CONCLUSION
From the above report it had been concluded that, development of strategies and use of
techniques that can be easily for implementing towards the employee engagement and ensure
them with having involvement. This also seems that various theories and analysis of advantage
and disadvantages of those strategies which seem to be achievement in organization. Along with
this development of strategies is being important through which this could take some measure
steps and make sure for having some growth and development. While communication
approaches which keep the organization engaged in sharing information with having proper
process. Benefits for both employers and employees in having the better communication
activities and this could also keep them for achieving the goals. The best practices in area for
solving problem and being representative methods which keep the organization and various
employee for working with effective communication.
8

REFERENCES
Books and journals
Brann, M. and et.al., 2021. Interpersonal Health Communication Theories. Health
Communication Theory, p.67.
Busse, R. and Regenberg, S., 2019. Revisiting the “authoritarian versus participative” leadership
style legacy: A new model of the impact of leadership inclusiveness on employee
engagement. Journal of Leadership & Organizational Studies. 26(4). pp.510-525.
Chen, L., 2022. On the Mental Intercourse: The Communication Theories of Karl Marx and
Friedrich Engels.
Crovini, C., Ossola, G. and Britzelmaier, B., 2021. How to reconsider risk management in
SMEs? An advanced, reasoned and organised literature review. European Management
Journal. 39(1). pp.118-134.
Dom, F.R.B.M. and Ahmad, A.M.B., 2019. AN IMPACT OF CULTURAL CHANGE ON
EMPLOYEES ENGAGEMENT AND ORGANIZATION PERFORMANCE:
A. ICBEISS 2019 Seri Pacific Hotel, Kuala Lumpur, Malaysia 29 June 2019. p.30.
Dom, F.R.M. and Ahmad, A.M., 2019. An Impact of Cultural Change on Employees
Engagement and Organization Performance: A Literature Review. Asian Journal of
Research in Education and Social Sciences. 1(1). pp.1-6.
Hardy, H., Afrianty, T.W. and Prasetya, A., 2020. The Effect of Employer Branding on
Contractual Employees: Engagement and Discretionary Effort. BISNIS & BIROKRASI:
Jurnal Ilmu Administrasi dan Organisasi. 27(1). p.2.
Koren, M. and Pető, R., 2020. Business disruptions from social distancing. Plos one. 15(9). p.e
0239113.
Kreismann, D. and Talaulicar, T., 2021. Business ethics training in human resource
development: A literature review. Human Resource Development Review. 20(1). pp.68-
105.
Liu, X. and Jaekel, A., 2019. Congestion control in V2V safety communication: Problem,
analysis, approaches. Electronics. 8(5). p.540.
Muisyo, P.K. and Qin, S., 2021. Enhancing the FIRM’S green performance through green HRM:
The moderating role of green innovation culture. Journal of cleaner production. 289.
p.125720.
Porfírio, J.A. And et.al., 2021. Leadership characteristics and digital transformation. Journal of
Business Research. 124. pp.610-619.
Shahzad, M. and et.al., 2021. Does the interaction between the knowledge management process
and sustainable development practices boost corporate green innovation?. Business
Strategy and the Environment.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Online
Gratton, L., 2018. Eight Ways to Build Collaborative Teams [Online]. Available Through :
<https://hbr.org/2007/11/eight-ways-to-build-collaborative-teams>
9

10