SFSEEMR4 Employee Engagement Management And Relations SHRM Assignment Sample Singapore

HR’s role is to build stronger relationships between employees, managers and organizations. This includes understanding the employer-employee relationship from both individual perspectives as well an organizational one by developing effective strategies that address appropriate expectations for performance or behaviour at all levels of employment including within culture; balancing work life with other responsibilities such socializing outside your job function (e .g., networking); maintaining high ethical standards while also considering corporate social responsibility. HR is a business function that contributes to the success of organizations, by safeguarding the employment relationship between an employer and employee(s), often referred to as “talent”.

In this role, it’s important for HR professionals to have industry knowledge in order to understand how their organization functions. In today’s world, there are many different sectors that employ different strategies depending on the industry. HR professionals need to be cognizant of the importance of having relationships with managers and employees, decision-makers in order to really understand their responsibilities within an organization. This knowledge is important for developing effective programs to support the business goals within each sector, so it’s vital for individuals employed as HR representatives to stay up-to-date with industry news.

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Assignment Brief 1: Recognize the importance of employee engagement and workplace culture have on your management team, HR strategy, and overall organizational

One of the indicators of a company’s engagement is the depth and diversity of its people pool. In order to get a diverse pool of applicants for all positions, it is important to have an HR strategy that provides recruitment outreach to institutions with traditionally low numbers of graduates from particular backgrounds, such as black colleges and universities. Another way organizations can improve employee engagement is by engaging in social responsibility initiatives or investing in their local communities – employees respond well when they know that their employer cares about others just as much as it does about them.

Employee engagement isn’t just about HR practices, however. It’s also about the company culture and the way employees are managed. A recent study by Gallup showed that companies with engaged employees had lower staff turnover rates, indicating that a positive work environment is key to keeping good employees around. Furthermore, engaged employees are more productive and creative, which is why progressive companies like Fannie Mae and Unilever are rethinking their business models to become more employee-centric.

Employee engagement is a top priority for today’s organizations, and businesses that wish to compete in the coming decade must take action now. Those who understand how it works, prioritize it in their business plan and put in the work to foster a productive and positive workplace will benefit from greater success.

Assignment Brief 2: Define your engagement HR strategy based on organizational vision and goals

The first step in any HR strategy is to define your HR policies. Policies can be anything from benefits and compensation practices to hiring procedures and general office culture, but the most important one for companies with growth ambitions should be performance management.

HR policies will dictate all other company practices: who you hire, how they’re trained and what metrics motivate them or get demoted. This is why it’s so critical that HR have a vision for growth, not just strategy based on current results where employees are left out of the equation. This way if management changes its mind about short-term strategies over time, having talented people in place ensures the growth process never has to start from scratch again.

Your organizational vision drives everything else-including hiring and firing. The next step is to develop performance management procedures that support your vision. This may include setting specific goals for each employee and department, developing a system of rewards and punishments, or even creating a training program to help employees meet the company’s high standards. Again, it’s important to keep the big picture in mind: what you want to achieve in the long term.

While it’s always good to ask employees for their input, this is often not practical when you’re in the early stages of building an organization or introducing new initiatives. A more efficient practice is developing a one-year vision and then giving each employee a clear idea of what they need to accomplish in order to contribute to this vision, and how they’ll be held accountable for their own behavior.

Assignment Brief 3: Recognize the difference between employee engagement and job satisfaction

Employee engagement refers to the meaning and value people find in work and how committed they are to staying on. When employees feel engaged, they feel a sense of purpose and meaning from their jobs, believe that what they do matters, and enjoy going to work every day. They’re more likely to stay with an organization because it makes a positive contribution in their lives.

There are three types of employee engagement that account for the disparate satisfaction levels in people’s work lives. These are usually imagined on a spectrum where one end is job engagement and the other end is disengagement. The two ends look like this:

1. Orientation, or direction of focus : High Engagement -> High Satisfaction -> Low Disengagement 
2. Autonomy, or sense of control over direction : Low Engagement -> high Satisfaction -> Low Disengacement 
3. Relationships, or social connection with co-workers : Low Engagement->low Satisfaction –>High Disengendedness 

It’s important to note that these three types of engagement are not mutually exclusive, and people can move along the spectrum in any given moment. In fact, it’s quite common for people to oscillate between different levels of engagement throughout their workdays. For example, you may be really engaged when working on a project that you’re passionate about, but feel disengaged when doing tasks that you don’t find interesting or meaningful.

Assignment Brief 4: Describe how employee engagement influences the achievement of business goals and objectives

Business goals and objectives will be difficult to achieve without the active participation of every single employee. Employee engagement is a key factor in your ability to meet your business goals and objectives, which means taking time out of your day to properly understand what makes each individual tick and how you can keep them motivated and happy. You should also continuously seek feedback from employees about their work environment so that you know what changes may need to be made for better productivity.

Active listening is key to understanding your employees, so take time out of your day to sit down with each individual and ask them what motivates them about their work, how you can better help them achieve their goals and objectives, what they like about working at your company, etc. Additionally, scheduling regular performance reviews will be beneficial in understanding the progress of your employees and what next steps they can take to achieve their career goals.

Not only will the investment you put into each employee help achieve your business goals and objectives, it will also make them feel valued for their contributions. As an added bonus, it will also leave them feeling happy in their jobs.

Now that we know how important employee engagement is for achieving business goals and objectives, let’s take a look at some of the things you can do to increase employee engagement. First and foremost, it’s important to understand what motivates each individual employee. Every person is different, which means one person may be motivated by money while another is motivated by positive feedback.

Assignment Brief 5: Apply motivation techniques during key employee milestones to gauge and respond to employee engagement levels

One of the best ways to keep employees engaged is through regular feedback. Feedback is a vital way for employees to gauge how they’re performing and what they’re doing well. It also helps for employers to ensure that individual performance levels are heading in the right direction, or if adjustments need to be made in order to meet company objectives. In order for an assessment on an employee’s performance level to take place, there needs be a series of checkpoints throughout their milestones, with regular reassessments based on these checkpoints. This is why it’s a desirable process for a business or company implementing career ladders or career progression programs – they provide multiple points of data-gathering relating to work engagement levels when each step in the path has been reached.

One of the easiest ways to measure workforce engagement is through the use of engagement surveys. These are designed to engage employees at all levels in an organization, and can be used alongside existing company practices to check for issues that might arise when approaching each level. Multiple questions provide different angles from which to approach topics that would otherwise go unnoticed or unresolved. The surveys also help to identify any engagement blockers that could prevent employees from reaching their full potential.

Employers are increasingly turning to social media as a means of gathering feedback about employee engagement and satisfaction. Platforms such as Twitter, for example, can be used to measure sentiment in real-time by tracking specific keywords or hashtags related to the company or brand, and it is now common for organizations to compare their own employee sentiment data with that of competitors. Another way social media tools such as Twitter can be put to use in measuring engagement levels is through the development of custom hashtags specific to a company or event. This allows employers and managers to monitor conversations about their business on all social platforms without having to respond to posts individually.

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