Enagement Management

ARUMUGAM N

HRM is defined as “a strategic approach to acquiring, developing, managing, motivating and gaining the commitment of the organization’s key resource – the people who work in and for it”

• Armstrong (1997)

Functions of HRM – Managerial & Operational

I would like to take up the area of Engagement Management.

Engagement Management:

Engagement Management is a process that brings together client relations (Sales & Support), project management, delivery and quality management to satisfy clients.

Engagement Management in HR:

Employee engagement is a workplace approach designed to ensure that employees are committed to their organizations goals, objectives and values, encouraged to contribute to organizational structure and are able at the same time to enhance their own sense of well-being.

The components of employee engagement – Attitudes, behaviour and Outcomes.

Based on the inputs, discussion and knowledge from the class sessions below are the new approaches which I would be implementing,

• By enhancing the employee engagement it will lead the development and implementation of all internal marketing and communication strategies.
• Have to do more recognition programs and events to ensure the initiatives are in line with the strategic priorities, with a focus on improving culture and employee.
• By increasing and implementing the engagement strategies, it will result in attracting and retaining of top-talents.
• By focusing engaging with employees, we can do the talent transformation.
• By listening to the employees on their terms and need to take action on quick wins.
• By engaging and make everyone understand the organization’s goal and their well-being. They will grow and evolve.
• Will be transforming from Culture to Structure, because if the structure is not right then there will be individual disengagement, which leads to institutional sensitivity.
• Will be respecting the economic culture and acknowledging the social content and should give respect for intellectual certifications.
• Need to view employee as a source rather than resource, therefore marking a significant shift in ethos and imagination.
• Need to make all the managers understand that essentially all managers are potential HR managers in practise to develop their function as a centre of excellence.
• Will be collaborating with all the divisional employees and get the proper feedback for the proper client support and satisfaction.
• Will be ensuring all the activities are carried throughout by the agreed terms.
• Have to make the team work closely with the end users / clients and get the right feedback from the market. Which helps in the internal process improvisations.
• Need to be strategic and should share the organizations plan in the positive way.
• Need to cultivate co-dependency.

The impact of leadership behaviours on employee engagement management would result in a more productive workforce.

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