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Employee Retention through Engagement

F or an organization to succeed and sustain, it is vital that high-potential employees retain and contribute effectively (Cloutier, Felusiak, Hill and Pemberton, 2015). Employees who devote a significant amount of time to the organization are more loyal and committed to the management, and always make decisions in favor of the organization. For an instance, a recruit might have little or no attachment with the team at first, but as the relations mature, they develop loyalty and trust. The longer employee serves the organization, the stronger they feel emotionally attached and work diligently to promote the brand image of the organization (Kular, Gatenby, Rees, Soane, and Truss, 2008). According to research, successful organizations in the future will be those that adapt their organizational behavior to the realities of the current work environment with a strong workforce, where longevity and success are dependent on innovation, creativity, and flexibility (Kreisman, 2002). Based on res...
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Emerging Trends of Employee Relations

Introduction to employee relation s E mployee Relations refers to maintaining a better relationship with the employees of organizations that helps to keep the employees more engaged and loyal in their work. The Human Resource department needs to play a vital role in employee relations that also helps to identify dedicated employees (Leat, 2012). In an organization, the Human Resource department has two types of functions: resolving issues and preventing issues between management and employees. The second primary function is enforcing appropriate policies in an effective way. Due to the Covid-19 pandemic, employee relations have changed with trends that improve with effective communication, integrity, and trust (Kataria, Kumar, Sureka & Gupta, 2020). The success or failure of the company depends on employee performance, well-being, and productivity by driving toward the values and goals of the company. The Covid-19 pandemic has challenged many working cultures with lockdowns, trav...
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Performance and Retention - Emotional and Rational Commitment

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P ositive commitment can result in significant cost savings for an organization, and it can be measured in terms of business impact. To build a highly engaged workforce, leaders must first distinguish between the Two types of commitment: Rational commitment and Emotional commitment ( Turner, 2020) Rational engagement is defined as an employee's understanding of a positive attitude toward leadership and strategy. It is the motivation that is solely based on the exchange of time, expertise, and energy for monetary compensation. Emotional Commitment is where employees are motivated to work primarily for their passion and purpose and are based on an employee's feelings about their role and the organization (Harward Business Review, 2004) According to the Corporate Leadership Council (2004) engagement model, the two types of commitment results in two possible outcomes: Discretionary effort (going above and beyond the call of duty) leading to increased performance, or Intent to sta...
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Drivers of Employee Engagement - Aon Hewitt’s Employee Engagement Model

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E mployee engagement is a concept that has gained traction in the last decade and is considered one of the fundamental goals of a talent strategy, and many companies use the term "employee engagement" to describe an important category that goes beyond job satisfaction (Markos and Sridevi, 2010). Companies today use engaged employees as strategic partners in business (Sundaray, 2011) Employee engagement is even more important now that many factors influencing employee performance and workplace well-being have been identified. Employee physical and mental health is one of the most important factors that human resource managers must consider as businesses in all industries strive to survive and differentiate themselves from fierce competition. As a result, in today's turbulent times, employee engagement is regarded as a potent source of competitive advantage (Bedarkar and Pandita, 2014). Due to this reason, many companies use employee satisfaction surveys to measure employ...
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Involvement and Influence : How does it look like

E mployee involvement refers to the direct involvement of employees of the organization to achieve the company's goals of realizing the company's mission and vision. By involving, employees can improve their abilities by strengthening their skills in problem-solving and decision-making. Active employee involvement can further increase the profits of the entire organization.   In that situation, several types of Employee involvement can be examined as follows:   Definitions and legislations of Employee Involvement and Participation Most employees are afraid of participating or involving in workplace issues due to fear of dismissal which can cause a negative impact on the success of the organization. There are fewer opportunities for innovations, new thinking, new ideas, and options in such situations. To prevent this scenario, several legislations are enacted that provide the employees' protection (Khalid & Nawab, 2018). In Sri Lanka, the employee is protected th...
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Developing and Sustaining Employee Engagement

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Introduction to employee engagement T he success or the failure depends on the level of employee engagement and for that, the employees must be passionate and motivated by the best practices in the organizational context. The best practices must be invested in their working environment. Apart from that, the level of employee commitment and their emotional desire for the organization is also driven by the best practices (Saks and Gruman, 2021). People mostly misunderstand job satisfaction with employee engagement despite different definitions. But both are interconnected to each other that are heavily influenced by many factors such as individual characteristics, location, and culture that are fluctuating from time to time. Best practices to improve Employee Engagement When employee engagement is at a low level, things automatically get off the direction that can drive towards the failure of the organization, hence it is considered the best practice that gives the best outcomes to the o...
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Understanding Employee Engagement and Commitment

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  When employees care - they are ‘engaged’   I n today's world, associations are preparing for more intellectual capital rather than material capital for higher business success. As an explanation for this employee involvement: employee satisfaction, loyalty, turnover, profits, and productivity are challenges that companies face constantly. Employee engagement is organized to create the right conditions for all employees, commit to organizational goals, be motivated, and enhance personal well-being (Armstrong, (2010). According to Sun and Bunchapattanasakda (2019), two types of employee engagement definitions are identified; Employee engagement as a multi-faceted structure (cognition, emotion, behavior) and engagement as a unified structure (positive state of mind, preparedness for engagement, opposite of burnout). Organizations tend to contribute skills, competency, and imaginative behavior to respond to outside variables with the hope of the outcome would proportionate d...
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Definition and a quick overview of Employee Relations

E mployee Relations isn't simply a term, nor does it mean connections between managers and employees. Employee relations, also known as Industrial Relation or HR Relation commonly refer to the interrelationship shared among the employees in an organization (Nikoloski, Dimitrova, Koleva and Miteva-Kacarski, 2014). Blyton and Turnbull (2004) describe employee relation as the commitment shared by the employees and managers, both individually and collectively remains a central feature of organizational culture. It signifies an association's effort to create and sustain a positive relationship with its employees (Blyton and Turnbull, 2004) An organization's Human Resources oversees employees' endeavors while some companies have a committed group to investigate employees’ behavior (Sisson and Storey, 2000) They would be liable in maintaining an open-door policy for the betterment of the employees, act as a team of delegates representing the employees and the management to enc...
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