Thus, to foster a culture of engagement, HR leads the way to design, measure and evaluate proactive workplace policies and practices that help attract and retain talent with skills and competencies necessary for growth and sustainability. The challenge today is not just retaining talented people, but fully engaging them, capturing their minds and hearts at each stage of their work lives. Employee engagement has emerged as a critical driver of business success in today's competitive marketplace. Further, employee engagement can be a deciding factor in organizational success. Not only does engagement have the potential to significantly affect employee retention, productivity and loyalty, it is also a key link to customer satisfaction, company reputation and overall stakeholder value.
Introduction Employees are one of the most valuable assets for any company since they contribute vastly to its performance and success. It is therefore vital for any business to recruit and retain highly skilled employees in order to better their position within their given market. The senior management and human resource should make sure that highly skilled employees stay loyal with the company as they will be contributors to growth and profitability. It is essential that the talented employees are retained as they add value to the organization. Effective talent management strategies should be aimed at promoting and enhancing the talent that add value towards achieving organizational objectives.
Equally important is that they genuinely want—and are able to—take ownership of challenges and find solutions. Employee engagement has an integral element based upon connect between the vision of an organization and the employees working there. Successful companies strive on their vision to create a healthy organizational culture, enabling them to continuously innovate and generate maximum efficiency from their employees. As said by noted speaker Simon Sinek, “Employees who have a strong attachment to their company vision, have much greater propensity to work harder and inclination towards the growth of the company”. For e.g.
Motivating Performance Motivation is the internal process that leads the behavior to satisfy needs. (Lussier, 2010) There is a basic reason why people have the motivation to do what they want because they could fulfill their wants and needs. (Lussier, 2010) Motivation plays an important role in an organization’s management. It is because a motivated employee can help the organization to increase the productivity. Not only that, a motivated employee is more cooperative, supportive and be punctual to work.
The vision and mission of NEXT plc is stated as followed “To encourage a successful business it is important we are able to create an environment that enables us to attract and retain the right people to work at every level throughout Next. Our people are a valuable asset to Next, and we are committed to providing a working environment in which our employees can develop to achieve their full potential and have opportunities for both professional and personal development” Their priorities as a company is said to provide and environment for their employees where they are, • Supported and respected • Treated fairly and taken care of • Listened to • Motivated to achieve their full potential The overall purpose of Human Resource Management is to ensure that the organization is able to achieve success through people. Ulrich and Lake (1990) have stated that “HRM systems can be the source of organizational capabilities that allow firms to lear... ... middle of paper ... ...nd resources if employees are properly trained. NEXT needs the support of their employees to work harder for improvement and in return they need rewards and motivation to encourage them for their hard work. Recruitment, selection and training at higher or lower levels should be done throughout the business in any circumstance whether it be in times of recession or boom, the value is much greater for a business to have it then without.
It is to your advantage to know the talent of your organization and to know what needs to be done to help each person develop, and understand the priority of a particular talent so you can meet your business goals". There are many methods to promote and expand employee motivation. The main goal to motivating your employees is to know them enough where as a leader you will know what motivates them, and as a result, you will create a motivation program based on those needs. I believe that employee satisfaction is the key to a successful workforce, and it will definitely help pay for itself.
To ensure that this collaboration is the most effective, companies hire employees that work well with others and can best promote their company brand. In order to become a Recruiting Manager, knowledge of the company brand, or selling points, is important so that promoting and convincing top candidates to accept a job offer can
One type of motivation tactic used to boost productivity is job engagement. According to the organizational business textbook, job engagement is “the investment of an employee’s physical, cognitive, and emotional energies into job performance” (Robbins & Judge, 2015, p.198). By getting an employee more involved in activities pertaining to their job, the employee is happier and the employee feels like they are an important part of the business, which in return makes employees care about the future of the business. Job engagement is important to employers because research has shown that having engaged employees makes the difference between a great company and a good one (Seijts, 2006). Leaders can motivate their employees by expressing to the employee how important they are to the outcome.
To support the resource based theory the HR managers play a very significant role in formulating such HRM strategies, which are directed towards recruiting, selecting, compensating, retaining and developing the highly skilled employees. The HR manager by adopting the approach of best practise can create a healthy work environment, which can help in motivating employees in adverse situations. The best practises are the set of some major objectives, which when achieved can help in promoting the overall development of employees as well as organisation (Armstrong, 2009). These best practices can be applied to any organisation irrespective of size or the geographical location. Some best practice approaches are: job security, selecting highly skilled employees, development of leadership skills through training, performance based compensation, focus on skills enhancement training, effective two way communications, and less hierarchical levels in the organisation.
Through performance examine results to improve and motivation employees from work, give full play to the employee’s potential and motivation and required employees to have certain career quality. Dell Organisation was through recruitment and selection of human resource management to choose the best talent and then have training and develop of human resource management to practice them become elites. On the whole, it can be seen human resource management is fairly important to business management, it is a highly acquaint strategic advantage at present work organisations.