The Importance of Employee Engagement in HR vs Personal Management

 

1.What is Employee Engagement

Employee engagement is a workplace method designed to improve an employee’s feelings and emotional attachment to the company, their job duties, position within the company, their fellow employees, and the company culture. HR departments can use employee engagement tactics to boost wellbeing and productivity across all company levels.
Through various measures, initiatives, and approaches, employee engagement encourages all members of a company to put their best foot forward, day in and day out. Employee engagement in HR also helps to ensure that each and every employee is fully committed to the company’s mission, goals, and values and that they remain encouraged and inspired to contribute the overall success of the business. At the foundation of all employee engagement tactics is the intent to enhance the well-being of each and every employee.  
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2.Primary Drivers of Employee Engagement

What are the employee engagement drivers?

The drivers of employee engagement are resources, processes, or conditions that allow individuals to connect on a more personal level to the organization they work for. These processes determine how employees perceive themselves in terms of importance and value. 

Some might say finding the right talent that fits into company culture is challenging. Quality candidates are rare to find, and companies have to go out of their way to hire top performers. But in reality, organizations know there is more to this game than playing offense. 

1. Employee wellness

   

   
   

   Employee wellness refers to the overall health and well-being of employees in the workplace. This includes physical, mental, emotional, and social health. A focus on employee wellness can help to improve productivity, reduce absenteeism, and promote a positive work culture. Some common strategies for promoting employee wellness include offering health and wellness programs, providing healthy food options, encouraging physical activity, offering mental health resources, and promoting work-life balance. Employers may also consider offering incentives for employees who engage in healthy behaviors, such as exercising regularly or quitting smoking. Overall, investing in employee wellness can have a positive impact on both the employees and the organization as a whole.
2. Empowered employees 
   
   
   

Empowering employees means giving them the necessary tools, resources, authority, and support to take ownership of their work, make decisions, and take action to achieve their goals. It involves providing employees with the autonomy and trust to perform their job without excessive micromanagement, and fostering a culture that values and encourages innovation, creativity, and continuous learning. Empowered employees feel more engaged, motivated, and fulfilled in their work, and are more likely to take initiative, collaborate with others, and contribute to the success of the organization. 

   3.  Work place or company culture

Workplace or company culture refers to the shared values, attitudes, beliefs, behaviors, and practices that characterize an organization. It encompasses the way people interact with each other, how they communicate, how decisions are made, and how work is done. A positive workplace culture can lead to higher employee engagement, job satisfaction, productivity, and profitability, while a negative culture can lead to high turnover, low morale, and poor performance. Culture is shaped by a variety of factors, including leadership style, organizational structure, communication patterns, work environment, and company values. It is important for organizations to be intentional about fostering a positive culture that aligns with their values and supports their employees' well-being and success.

   4.   Career growth

Career growth refers to the process of advancing or developing one's career over time. It involves acquiring new skills, gaining experience, and taking on new responsibilities that enable an individual to progress in their chosen field. Career growth can be achieved through various means such as receiving additional education, training, networking, and pursuing opportunities for professional development. Career growth is important for individuals who want to achieve their full potential and succeed in their chosen field. It allows individuals to increase their earning potential, take on more challenging roles, and expand their professional network. It also provides a sense of personal fulfillment and satisfaction by allowing individuals to achieve their career goals and aspirations.

 5.   Brand alignment

  Brand alignment refers to the extent to which a company's actions, values, and messaging are consistent with its brand identity and positioning. In other words, it's the process of ensuring that all aspects of a business are working together to communicate a clear and consistent message about the brand to its customers and stakeholders.

Brand alignment can manifest in various ways, such as using consistent brand colors, messaging, and tone across all marketing and communication channels. It also includes ensuring that the company's products or services, customer service, and overall culture align with the brand's values and promises. When a company achieves brand alignment, it can create a strong and recognizable brand identity that resonates with its target audience and helps to build trust and loyalty over time.

 6.  Rewards

Employee rewards refer to the incentives, benefits, or recognition programs that a company provides to its employees for their contribution towards the company's success. Rewards are given to employees for their performance, dedication, and hard work, and are intended to motivate and retain them.

Rewards can take various forms, such as bonuses, stock options, profit-sharing plans,

health insurance, retirement plans, vacation time, flexible work arrangements,

and recognition programs such as Employee of the Month awards, public

acknowledgments, or a thank-you note from management. The rewards provided by a

company to its employees depend on the organization's culture, budget, and HR

policies. The goal of employee rewards is to create a positive work environment

that encourages employee engagement, productivity, and retention.

  7.  Social relationships at work 

 Social relationships at work refer to the connections and interactions that employees have with each other in the workplace. These relationships can be characterized by the level of closeness and the nature of the interactions between colleagues, such as their communication style, degree of trust, and social support. Social relationships at work can have both positive and negative effects on job satisfaction, productivity, and overall well-being of employees. Positive social relationships can lead to increased collaboration, creativity, and job satisfaction, while negative social relationships can lead to conflict, stress, and decreased job performance.

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Conclusion 

Employee engagement is important for both HR and personnel management. HR and personnel management both deal with managing people in the workplace, and employee engagement is crucial to the success of any organization.
HR, is responsible for recruiting, hiring, and managing employees. HR is also responsible for developing and implementing policies and procedures that govern the workplace. Employee engagement is important for HR because engaged employees are more likely to be productive, motivated, and committed to the organization's goals. Engaged employees are also less likely
to leave the organization, which can save HR time and money in recruiting and training new employees. 

Personnel management, on the other hand, focuses on the day-to-day
management of employees. This includes tasks such as scheduling, training, and
performance management. Employee engagement is important for personnel
management because engaged employees are more likely to be satisfied with their
jobs and perform well. Engaged employees are also more likely to provide
feedback to their managers, which can help improve the overall effectiveness of
the personnel management function.

 

References 

• https://www.bamboohr.com/
• https://www.questionpro.com/