Conclusion -Employee Engagement


 Conclusion  -Employee Engagement


Employee development through self-directed learning, participation, empowerment, employee education and skill development clearly play a significant role in employee engagement. The study shows a clear link between the employee development and engagement .Employee development is one of the most critical features in enlightening employee engagement. It has been observed that when people receive relevant and valuable learning and education, they are usually happier in their jobs. When the learning is carried to the next level, employees feel more cherished by their employers. They participate well and get ready to avail more opportunities to develop new skills in future.

Apart from other factors might exist in organizations, which lead to make  employee retention a big challenge, employee development programs can still make a positive difference. They tend to provide intrinsic motivation to employee by making them feel as they are contributing to the organizational success.  Learning organizations offer employee development programs and enjoys the luxury of higher employee engagement. Although it is an investment, it is worthwhile for the returns.

Employee engagement is something that can’t succeed by being managed by HR alone. Certainly HR has the skills and tools to assist but it is the line managers who need to know how to engage their people’ (Johnson, 2004, p.1). The provision of support and training to employees is vital. HR must have transparent and fair policies and systems which managers are committed to and trained in how to implement effectively. Link individual and organizational performance: organizations need to communicate the importance of individual contribution to successful business outcomes and there needs to be a clear line of sight between the two. Linking individual assessment to business outcomes may help embed this. Encourage and enable development: the development needs of employees must be identified and acted upon.

In a world that is changing both in terms of the global nature of work and the aging of the workforce (Erickson, 2005), having engaged employees may be a key to competitive advantage. This will be especially true if we can show how the engagement construct produces effects at levels of analysis of concern to management.

  
References
  
Erickson, J.(2005). Russia : war, peace and diplomacy ; essays in honour of John Erickson. London Weidenfeld & Nicolson.

Johnson M, (2004). The New Rules of Engagement: Life-work Balance and Employee. Pg.1


Comments

  1. Dharshika SatheejaJanuary 28, 2020 at 10:23 AM

    Very impressive blog about the employee engagement, which is one of the most important topic with regards to employee sustainability and motivation. Employee need to eel that their part of the organization and employees need to feel the importance given to them by the organization. Thereby employee take the ownership to their job role by getting involved with the organization work in every level or activities.

    ReplyDelete
    Replies
    1. SHANTHA NEW BLOGJanuary 29, 2020 at 8:10 AM

      Thanks for the view and agree.Both organisation and employee should fell about the task and the responsibility in reality

      Delete
  2. SOS BoosterAugust 23, 2021 at 11:51 PM

    Great Article! SOS is one of the largest Online employee engagement platform in India that keep remote workers connected. Boost productivity with a social, fun, engaging workplace experience.

    ReplyDelete
  3. SHANTHA NEW BLOGJanuary 4, 2022 at 9:48 PM

    Appreciated for the comments

    ReplyDelete
  4. SOS BoosterMarch 26, 2022 at 4:12 AM

    Unlock all the team building activities to motivate your remote employees, boost their morale and increase their productivity with our virtual employee engagement platform.

    ReplyDelete

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