Employee Engagement: Maximizing Company Performance - Essay Sample

Introduction

Human Resource Management refers to the application of various strategies to encourage effective management of the shareholders. Businesses are commonly aimed at having a competitive advantage. Multiple practices exist, including employee engagement and employee retention. This paper looks into the various aspects of multiple concepts that encourage a competitive advantage for various companies.

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Academic Definitions of the Key Terms (Employee Engagement and Employee Retention)

Employee Engagement refers to the extent to which employees exhibit positive attitudes and behaviors, inputting more effort to their duties to encourage improved business outcomes. Employee engagement is evident in most organizations that have reduced their staff turnover and had improved efficiency (Saks, 2006). Employee engagement yields advocates of the firm to various users, clients, and customers. Employee Retention refers to the ability of a firm to keep its employees. To many organizations, it is efficient to retain a productive employee than find another one with similar qualities. Employee retention is determined by good compensation, respectful treatment, and job security.

The Value That Is Added to the Organization Through the Concept

The value-added to the organization by employee engagement is such that firms gain from employee knowledge and ideas to increase business productivity (Gruman & Saks, 2011). Besides, the organization gets saved off various costs, such as employee safety and health. The organization then maintains a great brand with the best customer service. Employee retention is important for a firm's success as it increases its productivity (Sheridan, 1992). Besides, employee retention limits the turnover hassle, leads to enhanced company morale, and ensures that the best customer experience is delivered to the clients.

Examples of the Concept in Practice

An example of employee engagement is when an employee states that they are well-informed by the processes within the firm. Many employees seek to develop trust, mutual respect, and loyalty during employee engagement. One example of employee retention is when a firm encourages teamwork and rewards for good deeds. Team-working is important for many employees as they become more productive and get happy in their environments.

Risks of Not Utilizing the Concept

The lack of employee engagement in the company kills their morale (Saks, 2006). Additionally, disengagement is costly as the employees may seem to care less about their jobs. Employees turn out to show more absenteeism, have many safety cases, and eventually create a turnover within the firm. The lack of employee retention primarily affects the productivity levels of the affected departments within the company (Kyndt, Dochy, Michielsen, & Moeyaert, 2009). Organizations without employee retention strategies are affected as they show a lack of motivation and a crippling culture.

Your Personal Evaluation of Your Own Competencies in the Concept Area

I am a problem-solver with the ability to surpass the tricky situation of engagement. Firstly, I can influence the passion exhibited by the employees to yield enthusiasm. Besides, I tend to constantly ask for feedback. This makes employers understand the working environment, working styles, and the workload upon their employees and suggest improvements. To encourage employee retention, I am competent in offering training as such knowledge is vested to the company through productivity. Additionally, I am effective at guiding various individuals as I direct them through the job plan and constantly get feedback.

How You Will Continue to Develop Your Competencies in the Area and How You Will Apply the Concept in Your Own Organization

I will maintain my competency in employee engagement by encouraging collaboration. While it remains the best aspect for a productive business, teamwork is an important integral. Employee engagement would only work best if a team worked as a whole through a specified problem. The prevailing cohesion is the best applicable to my future organization. I will also maintain employee retention by creating and participating in the right culture. I will constantly ensure that the firm matches the candidate's demands without asking. Besides, I will ensure that only the right employees are hired before finding the strategies to keep them working. I ought to practice to navigate through periods of a job hopper in the future. Therefore, I will look for those who are more interested in seeing the company grow and succeed rather than gain experience and quit.

Conclusion

Human Resource Management is a strict area in the business world as it compasses various aspects, such as employee engagement and employee retention. A business with a great competitive advantage ought to have involved the various concepts. The future of an organization is mainly dependent on human resource management. While employees remain to be the main shareholders of a business, employee engagement and retention remain crucial.

References

Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human resource management review, 21(2), 123-136.

Kyndt, E., Dochy, F., Michielsen, M., & Moeyaert, B. (2009). Employee retention: Organisational and personal perspectives. Vocations and Learning, 2(3), 195-215.

Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of managerial psychology.

Sheridan, J. E. (1992). Organizational culture and employee retention. Academy of Management Journal, 35(5), 1036-1056.