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