Employee Engagement

What Is Employee Engagement?

Employee engagement is the emotional commitment the employee has to the organization and its goals.

This emotional commitment means engaged employees actually care about their work and their company. They don't work just for a paycheck, or just for the next promotion, but work on behalf of the organization's goals.

Engaged employees lead to better business outcomes. In fact, according to Towers Perrin research companies with engaged workers have 6% higher net profit margins, and according to Kenexa research engaged companies have five times higher shareholder returns over five years.(Kevin Kruso., Jun 22,2012)

Employees could appear contented at work but this does not necessarily mean that they are engaged in the true sense. These employees may turn up at work without complaining and get along to doing their tasks of the day. However, making them happy is far different from making them engaged.(Heryati R)

               Performance = Engagement x Alignment x Competency

                               

10 Employee Engagement Strategies

1. Provide Opportunities for Development

Employees will feel disengaged if you don’t offer opportunities for them to progress. No matter your industry, everybody wants the opportunity to grow in their career and feel like they’re fulfilling their potential.

2. Adopt Transparent Leadership

Employees often struggle to trust business owners and managers, especially if things are often kept secret and communication is limited. As a result, you should communicate openly with all your employees and ensure they’re not left in the dark about certain developments. Provide job security and always deliver on your promises.

3. Ensure a Good Work-Life Balance

Maintaining an equal work-life balance is essential in all work environments. If employees feel under great amounts of pressure with workloads and deadlines, it contributes to employee burnout, staff being signed off work, and people leaving their job.

4. Offer Personal Incentives

To increase employee engagement, you shouldn’t just offer more incentives and benefits. Instead, offer ones that are personal and customized. Incentives should suit the specific needs and values of each specific employee, so ask them what benefits they’d like most from your business and work on arranging them.

5. Invest in Health and Wellness

When staff feel stressed at work they’re more likely to feel disengaged. Focus on improving employee wellbeing and consider even implementing your own work place wellbeing program.

6. Create a Better Work Environment

Motivation and production are reduced when environments are dark and dingy. On the other hand, when people are comfortable in their surroundings, their work improves and they feel more satisfied.

7. Celebrate Your Employees and Their Achievements

Nobody wants to feel that their hard work isn’t recognized or appreciated. You should always aim to give back to your employees – after all, you wouldn’t have a company without them. When a member of staff goes above and beyond you should reward them.

8. Establish a Great Company Culture

Company culture is especially important in all workplaces – nobody wants to work in an environment where people don’t get on, feel unmotivated, and where morale is low. All staff wants to feel comfortable and happy in the work environment they’re in.

9. Have Values

You should establish clear company values and communicate these to all employees so they know what they’re working towards.

10. Show Respect

Everybody wants to feel respected, especially in an environment where they spend 8 hours a day. You should always respect your employees and what they value.

(Ellie Collier., October 1, 2018)

CONCLUSION

Employee Engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively the nature of the relationship between an organization and its employees.

                                        

REFERENCES

Kevin Kruso., Jun 22, 2012. Available at: https://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/#3345264b7f37

Heryati R. Available at: https://inside.6q.io/the-definition-of-employee-engagement/

Ellie Collier., October 1,2018. Available at: https://www.highspeedtraining.co.uk/hub/employee-engagement-strategies/

The Learning Organization

Leadership and "The Learning Organization"

The term "learning organization” describes an organization with an ideal learning environment, perfectly in tune with the organization's goals. Such an organization is a place "where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole (reality) together." (Senge 1992)

                                     

What are the five disciplines of learning organizations?

1. Building a Shared vision

In learning organizations, the vision should be created through interaction with the employees in the enterprise. Many leaders have personal visions that lack transferring them to a shared vision. The only way to create a shared vision is by compromising the organization’s and individual’s visions. People who do not share the same vision might not contribute as much to the organization.

2. Systems Thinking

Instead of focusing on individual issues, systems thinking reflects the observational process of an entire system. Managers have to understand that every action and consequence is correlated with another.

3. Mental Models

The employees must identify the values of the company and what the business is all about. A correct understanding of who we are will enable us to visualize where to go and how to develop further. The organization has to be flexible in accepting changes to new mental models and a new image of the company.

4. Team Learning

To accomplish excellent functional team dynamics, team-learning is a primary importance. It is the discipline by which personal mastery and shared vision are brought together.

 5. Personal Mastery

Personal mastery occurs when an individual has a clear vision of a goal, combined with an accurate perception of reality. The gap between the vision and reality drives the employee to practice all necessary related activities to realize the vision. This creative tension depends on a clear understanding of current reality. For this reason, for personal mastery and the related discipline of a shared vision, looking at, and sharing the truth is a crucial fundamental.

CONCLUSION

A learning organization is the term given to an organization which facilitates the learning of its employees so that the organization can continuously transforms itself. Learning organization develops as a result of the pressures which are being faced by the organizations these days for enabling them to remain competitive in the present day business environment.

  

·        

REFERENCES

•           Peter Senge(1992)  https://www.knowledge-management-tools.net/leadership-and-the-learning-organization.html 
•          Alexander Zeeman  https://www.toolshero.com/management/five-disciplines-learning-organizations/

Organisational Stucture

What is Organisational Stucture?

Organizational structure provides the guidelines for the system of reporting that drives an organization, dividing it into areas or departments that are responsible for certain aspects of the organization's purpose; it shows the relationships between areas and individuals needed to achieve more efficient operations while attaining the goals of the organization.( By: Carole Ann Updated September 26, 2017)

Factors to Consider when Designing an Organization Structure

Organization structure generally refers to the way in which a business or similar organization arranges its tasks, people and techniques. A properly organized organizational structure will help provide transparency within the organization, ensuring the complete and timely disclosure of information. The main factors to consider when designing an organizational structure include clarity, understanding, decentralization, stability and adaptability.( By: Amanda L. Webster Updatekd January 22, 2019)

The broadest kind of organizational structure are as mentioned below:

1. Administrative Structure

Administrative structures include a specific level of regularization. They are preferably suitable for greater scale or larger multifaceted organizations, most compelling on an extraordinary structure. The stress between non- administrative and administrative structures is resounded difference between gradual and automatic structures.

2. Functional Structure

Functional Structure organizational is a structure which includes undertakings like supervision, direction, management, and allocation of responsibilities. The organizational structure selects how the processes and presentations of the organization can carry.

3. Divisional Structure

The divisional structure, which is also called as product structure is an arrangement of a business that breakdowns the organization into separation which is self-concerned with. A division is self-oriented and includes groups of functionalities that execute to make a product.

4. Matrix Structure

The roles and duties incline to be considerably more complex defined in the matrix structure. The matrix structure bonds employees by both function as well as the product. 

CONCLUTION

Every organization has an organizational structure; otherwise, chaos takes over. An organizational structure shows employees a clear reporting system which helps to avoid conflicts and supports good communication. An organizational structure is important for an organization’s smooth functioning.

REFERENCES

  Bizfluent https://bizfluent.com/facts-5030896-organization-structure.html

·         Amanda L. Webster Updatekd January 22, 2019

·         Carole Ann Updated September 26, 2017

 Hierarchy Structure https://www.hierarchystructure.com/types-organizational-structures/

Recruitment and Selection Process

Recruitment and Selection Process

What is Recruitment and Selection Process?

Recruitment and Selection process can defined as the process through which the best individuals are selected among a pool of applicants for particular positions of job. Mostly managers consider selection process as one of their critical decision functions in the organization. In selection process, managers try to match knowledge, skills & abilities of the applicants with the requirements of the jobs. There is no single selection process that can be considered as standard one for all the organizations.The steps of selection process vary in oganization to organization.

Factors Effecting Recruitment and Selection Process

Recruitment and Selection Process is supported by a standard & permanent process of screening. However in some cases the screening process cannot simplify the selection process because there are certain other factors that influence the selection process.

These factors are the environmental factors & are as follow.

         01- Legal Considerations

02- Speed of Decision Making

03- Organizational Hierarchy

04- Applicant Pool

05- Types of Organization

06- Probationary Period

         07- Selection Criteria

Why the Recruitment and Selection process is Important?

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·         Recruitment and selection process is one of the main Human Resource function which makes a great impact on the revenue growth and the profit margins of a company.

·         As compared to other tasks such as retention, on-boarding, leadership development and managing talent,Recruitment and selection process takes a major place.

·        Recruitment and selection is the process of searching for prospective employees and stimulating them to apply for the jobs in the organization.(Edwin B Flippo)

·         To discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of an effective workforce.(Yoder)

What happens if recruitment is not done properly?

POOR CHOICES
Poor choices in the recruitment process can prove expensive. Time and money spent in recruiting that particular employee will have proved expensive whilst a better candidate may not only have got another job, but they will have went to a competitor.Author: Influx | Updated: October 11, 20160

PROBLEMS WITH POOR HIRING
Hiring can be considered weak when the new hire failure rate is high. If the new hires are terminated or voluntarily quit within first few months, regardless of their performance, then the new hiring can hardly be called a success. Unsuccessful hiring not only forces you to rehire for the same position but also adds to the cost of damage sustained by the bad hire. Author: Influx | Updated: October 11, 20160

     
   CONCLUTION

         Recruitement and selection process is a very important HR practice to select suitable employees to the organization.By selecting effective employee recruitments the organization can achieve their company goals and strong internal labour market.

  REFERENCES

•          Business study notes.http://www.businessstudynotes.com/contact-us/
•          IOSR Journal of Business and Management (IOSR-JBM) http://iosrjournals.org/iosr-jbm/papers/Vol15-issue5/H01556067.pdf
•          Exempxtrack. https://empxtrack.com/blog/recruitment-and-selection-the-most-important-hr-function/
•          Influx. https://www.influxrecruitment.com/why-recruitment-is-important/