Employee Engagement Essay: Impact On Employees.

Discuss about the Employee Engagement And Their Impact On Employee.

Yes, I agree that strategic human resource is interested in the human resource department and employee participation.  The definition of the strategic human resource itself states that it links the human resource with the strategic objectives of the company that in turn leads to the improvement of business performance. The main activities of HR activities are recruitment, selection, compensation, employee relations, performance management, and HR development (Bailey, Mankin, Kelliher & Garavan, 2018). All these activities suggest that the main motive of the Strategic HRM is to help the human resource of the organization to participate effectively in the function of the organization.

Strategic human resource management is a practice that attracts, develop, reward, and retain the employees for their individual benefit as well as organizational benefits. At the organizational level, it involves the human resource by recruiting or retaining them. Besides this, it helps in the development of human resource by rewarding them at the workplace. As strategic HRM interacts with the various department in an organization to understand their goals and based on these goals it creates strategies. Strategic human resource management in an organization introduces the best practices for employees as well as organization wellbeing (Albrecht, Bakker, Gruman, Macey & Saks, 2015). For the wellbeing of the organization, it is necessary to increases the productivity of the employees and excel them in various areas. In an article, it is founded that most organizations are not aware of their employee’s satisfaction, so the strategic Human resource department urges the organization to use such practices that helps them in providing maximum level of satisfaction. The consideration of various departments states that that strategic human resource department connects employees with them (Jackson, Schule & Jiang, 2014). Therefore, the participation of human resource is done by strategic HRM. There are various functions that are performed by Strategic HRM for human resource development and employee participation which are as follows-

•    Employee engagement- employee engagement is the key success of any organization. This helps the organization to retain the talented employees in the organization. Strategic HRM teaches the HR professionals how to upsurge employee organization. For example- users friendly design of a job that increases autonomy, on the other hand, it uses better selection and recruitment practices. All these things indicate that Strategic human HRM is crucially interested to help the human resource as well as ensure the development of human resource by providing the better working environment.
•    Recruitment and hiring- strategic HRM also takes part in recruitment and hiring of the skilled and talented workforce so that the organization gets the best pool of candidates in the organization to work (Paauwe & Boon, 2018).  The recruitment of human resource in the organization states that it is significantly interested in making participation of employees.
•    Training- It is the core aspect of the strategic HRM. After recruitment, the strategies for training are made by keeping in mind the goals of the organization. Training is provided to the newly joined employees in order to familiarize those with the organizational policies, the workplace, as well as the people of the organization. Besides providing training to the newly joined staff, training is provided to the old staff in case any changes occur internally as well as externally. By providing training to the workforce, it is indulging employees to participate in the activities of the organization and develop them. Training helps the employees to know the various aspects so that they get skilled to solve any complex problem for the organization. Employee participation in organizations takes place in various forms. It is an effective way to give a voice to the employees of the organization.  However, there are various problems associated with employee participation and human resource department.

There are various problems related within employee participation and human resource development. The main cause of less participation of employees is the lack of motivation. Sometimes, employees are demotivated due to which they do not take part in activities and if they take, they do not shoe active participation. In the working area, it might happen that an employee is facing some personal problems that cause a lack of productivity in their working. Training is an important tool in the development of employees but sometimes, strategic HRM lacks in providing proper training to the employees due to which they are not able to solve the complex problems of the organization (Rahim, 2017). In this way, employees lack in exploring their knowledge in varied fields. In some organizations, the stability of employees is not there due to the continuous recruitment. The continuous recruitment in an organization causes the turnover of employees to a higher rate. As soon as the percentage of employee turnover increases, the rest of the employees get disturbed in the organization. This disturbs the retention program in the organization. The safety concerns in the organization are required to be put at greater concern level but lack of strategies for health and safety of human resource results in decreasing morale of employees. Due to the lack of safety policies, it reduces the interest of employees in some areas of the organization. As the main role of Strategic HRM is to provide the sufficient payroll to its employees but sometimes due to an unsatisfactory level of employees for their payroll leads to decrease, their participation in working as well lacks development in the organization. The payroll is the major tension that is related to employee development and their participation (Rasel, 2015). For examples- In some organization, the working environment is too good but the wages to employees is not satisfactory due to which their morale decreases and they do not take an active part in any of the activity of the organization. It means that if the employee will not take active participation in all the activities of the organization, it will lead to less development of human resource in the organization that is the main motive of every organization.

Problems and Tensions Embedded within Employee and HRD

First, it is necessary to understand the strategic HRM goals of the organisation. The main strategic HRM goal of the organization is to recruit the best talent from outside. Besides, an organization is strived to provide the job satisfaction to employees so that it can retain the talented workforce in the organization for a long time. It is obvious that employees likely to remain in the organization only when the working environment is suitable or it is satisfying their personal needs as well.

It happens that the employees do not contact directly with the higher authority regarding the issues that face. Therefore, in order to remove the issues, organizations can appoint a union for employees. Regarding any issue of the employee, the union appointed can contact with the top management so that the issues of the employees can be taken into account. The unions in the organization help the employees to solve their issues. As soon as employee’s problems are solved in the organization, they feel satisfied in the workplace and their morale boost. Besides it, compensation is also one of the strategic HRM goals of an organization (Shields et al, 2015). In order to achieve this objective, organizations can take the help of the union to decide the wages of employees so that it can establish the positive relationship with the employees. Employees are the important asset of every organization, so to retain the employees it is necessary to satisfy the needs of the employees (Mawdsley & Somaya, 2016). Sometimes, employees get satisfaction from the wage structure, in this case, organizations might take the help of unions regarding determining the fair wages for employees.

Unions can represent the members in various aspects. In today’s business environment, unions play an important role in protecting the rights of workers in the organization. Unions can prepare themselves for the bargain with the organization for better wages of employees. The industries having trade unions usually have higher wage structure of the human resource. In order to represent the members of the organization, it should adopt better negotiation skills so that the employees are protected. For negotiating on the behalf of employees, it is required by the union to represent in the interest of them. Unions are required to be problem-solving so that the member's workers in the organization feel protected. If the payroll decided by strategic Human resource management is not satisfactory for the employees, in this case, unions possess some negotiating skills so that members get satisfactory pay. Besides the negotiating skills, unions are required to have problem-solving skills so that the members feel satisfied at the workplace (Albrecht, 2015). As unions work for helping the members of the organization so, they should prepare them with some problem-solving skills. In problem-solving skills, unions require to be the good listener so that employees get the chance to put their problems. If members are facing any problems, it is expected from the unions that they will support the members to get the problem to solve by applying their problem-solving skills. In this way, unions should prepare them for negotiating and problem-solving skills.

How might organizations work with unions to achieve strategic HRM goals?

Emotional labour is the process for managing the expressions and feelings in order to fulfill the emotional requirement at the workplace. In the organizations, employees are expected to regulate the emotions while interacting with superiors, co-workers, and customers. In some cases, employers are exploiting workers leads to a positive impact on the workers but in some cases, it affects the workers negatively in the organization. It is understood that employees are required to control the emotions so that the major focus is given to increasing the productivity. In some cases, it is essential for the workers to control the emotions on the basis of their caste and gender because at the workplace people from various diversity work but they are not judged based on their caste and culture but in the basis of their performance at the workplace.

Employers exploiting emotional labours provide certain advantages that are as follows-

•    Productivity- it is required by the employees to control their emotions at work. I this case, employers are exploiting emotional labour so that productivity does not affect. It is obvious that the productivity of the employee affects if employees get emotionally during the work. Therefore, if the employer is exploiting any employees for his low productivity, it strengthens the workers for not getting emotional due to caste or gender rather it should focus on the work.  
•    Expertise- the exploitation of emotional labour helps the employee to work more so that the expertise of employee increases in diverse areas. It is not essential that the exploitation of labours only lead to putting the negative impact. Sometimes, it is possible that the exploitation of labour based on its gender, caste puts a positive impact on the labor. Due to exploitation sometimes, labour starts working hard in order to prove oneself (Human Resource, 2018). In order to use the skills and capabilities in the right manner, it is essential to exploit the labour many times so that they start getting motivated and work hard.

Several times exploiting the labours leads to contravening some rights of the labour that are as follows:

• Adverse effect on health- in order to strengthen the labour based on its gender, caste, it starts exploiting workers that put the adverse effect on the health of labour. If a person is already emotional at the workplace, the exploitation of that labour will obviously lead to putting the negative effect on its health (Ward & McMurray, 2015). Due to the adverse effect on health, the productivity of the employee starts decreasing which in turn leads to a decreasing in the overall growth of that labour.
•    Additional work pressure- it is seen that the employers exploit the emotional labours by the additional workload. Due to work pressure, the labour gets more mentally disturbs which is against the right of labour. Emotional labour starts feeling more work pressure due to the exploitation. Sometimes, it happen that employer in order to make the social relations of labour at the workplace, the emotional labour more gets disturbed by involving with people. The unnecessary pressure on the labour is against the rights of the employee at the workplace.

References

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Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), 308.

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Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.

Mawdsley, J. K., & Somaya, D. (2016). Employee mobility and organizational outcomes: An integrative conceptual framework and research agenda. Journal of Management, 42(1), 85-113.

Mayhew, R. (2018). How do unions represent their members. Retrieved from: https://smallbusiness.chron.com/labor-unions-represent-members-58207.html

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Rasel, L. (2015). Objectives of Strategic HRM. Retrieved from: https://bankofinfo.com/objectives-of-strategic-human-resource-management-in-bangladesh/

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