HUMAN RESOURCE MANAGEMENT (BSMH 2013)

GROUP C (A202) 2020/2021

GROUP ASSIGNMENT
ARTICLE REVIEW

PREPARED FOR:
DR SITI HAWA BINTI HARITH

PREPARED BY:
NAME NO MATRIC
MUQRIS SHAH BIN ZAINOL 277192

NURAIN FATINI BINTI NOOR MOHAMAD FAUZI 277621

NUR HUSNIYAH BINTI MOHD TAIB 278463
NOR HASHIELA NATASHA BINTI IBRAHIM 279172
MIMI NAZIRAH BINTI CHE AZIZ 277918
PUTERI NURHALIZA BINTI MOHAMED SHAH BOHAN 270017

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Table of Contents
1.0 Overview Article ....................................................................................................................... 1
2.0 Important Point Highlighted by The Authors. .......................................................................... 2
2.1 Employee engagement .............................................................................................................. 2
2.2 Knowledge sharing ................................................................................................................... 2
2.3 Organizational performance...................................................................................................... 3
3.0 CONCLUSION ......................................................................................................................... 3
4.0 REFERENCES ......................................................................................................................... 4

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Impact of Employees Engagement and Knowledge Sharing on Organizational
Performance: Study of Human Resources Challenges in COVID-19 Pandemic

1.0 Overview Article

Due to The Covid-19 factors affecting our country and many The Employment sectors
are closed to stabilize the company’s economy. The human resource managers are concerned
about job performance due to the lack of employee involvement in the organization, and many
jobs changed to working virtually. At the same time, he also concerned about the training, and
the development or intake and selection employees in the Covid-19 pandemic. The HR managers
are planning how to engage the employees and labour efficient and orderly. This study to aim the
effect of the employee’s engagement on the organizational performance and effect of knowledge
sharing for employees of higher educational institution. A method that will be used in this study
is a quantitative research and non-probability sampling design with a focus on convenient
sampling frame. The past studies have been the sources for making the questionnaire question.
At the beginning of the study, they used the Google form to collect the data, due to lower
response rate questionnaire was distributed in hard copies and sent to the targeted respondents,
and they also used The Structured Equation Modelling (SEM) to test the conceptual framework.
The result from the study shows the engage from employees, increasing significantly and give a
positive impact on the organizational performance. The Covid-19 pandemic has destroyed our
global economy, but we look to another side, this pandemic bringing the different opportunities
for organization also. Now the organization has to think about how to avail and leverage the
opportunities because organization are going virtually. In this situation, the biggest challenge for
the Human Resources (HR) manager to manage the employees effectively and efficiently.

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2.0 Important Point Highlighted by The Authors.

2.1 Employee engagement

Nature of the relationship between an organization and its employees or in other words, the
intellectual and emotional involvement of employees in the organization is the definition of
employee engagement. The greater involvement of employees, the more help in reducing
absenteeism and accidents. in addition, employee and organizational performance also improved.
Direct indicators of organizational effectiveness such as productivity, quality, performance, customer
satisfaction, profitability and business development produce a positive relationship with engagement.
The joint efforts of all committed employees will affect the effectiveness of the organization.
Committed employees should share, support, collaborate and create a positive work environment
while ensuring continued compliance in the workplace. In conclusion, employee involvement is an
important issue to achieve organizational success as well as the employees involved can contribute to
organizational performance in the human resources department.

2.2 Knowledge sharing

An important factor influencing corporate innovation is knowledge sharing. The speed of

innovation is influenced by the advantage of explicit knowledge while the quality of innovation
is influenced by hidden knowledge. Experience, task -related information and responses about
any process or product are the definitions of knowledge sharing. Knowledge sharing can also be
explained as the process of transferring knowledge from giver to receiver. This is a knowledge
sharing procedure between two parties that redesign and create new knowledge. The knowledge
management process used to create, generate and maintain business processes is knowledge
sharing. The Importance and application of knowledge sharing towards business makes the
evolution of knowledge sharing dependent on it. Therefore, by exchanging ideas and experiences
as well as knowledge with others can ensure that knowledge is stored and maintained in the
business. Since knowledge is an important asset, employees should share their valuable
knowledge with the help of proper management system.

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2.3 Organizational performance

Involvement is the second aspect of exchanging information between employees and

managers according to Markos and Sridevi (2010) and it can identify the weaknesses of each
employee who needs help. Managers ’considerations of employees can influence organizational
performance. As already mentioned, employees who are more involved in organizational
activities will be less at risk for absenteeism and this motivation will lead to higher levels of
organizational performance. Employee financial factors are more likely to be considered by
organizations to achieve their goals. The Financial and non -financial aspects to the performance
of each employee are opportunities and potential for an organization to consider. In conclusion,
non -financial factors can have a positive impact on the performance of an organization
regardless of the size or type of organization.

3.0 CONCLUSION

In conclusion, we already know that an organization needs to take a more intensive

organizational approach, that it must begin with higher-level steps. The first step through the
formation of an engagement hall, which will be followed by a training program on response and
employee participation to increase employee engagement in the organization. A full engagement
will be achieved when we all as employees work hard at all levels, which will be accomplished
by integrating employee involvement. Next, we can improve customer satisfaction through
reward plans and employee compensation. The management of each university should place a
greater emphasis on employee involvement. Then these need to go through knowledge sharing
strategies because the results of the study show that employee involvement has a greater
influence on organization performance while knowledge sharing is less than 0.1% impact on the
performance of the organization. This causes working workers to feel a greater connection with
their work and organization. Therefore, higher education institutions should focus on employee
engagement strategies to make their employees more engaged (physically, mentally, and
cognitively), productive, and creative in their jobs in order to increase organizational
productivity. As a result, employees on duty will feel more at ease while working, and their
personal lives will be unburdened.

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4.0 REFERENCES
(22 April, 2021). Retrieved from IOS PRESS: https://content.iospress.com/articles/human-
systems-management/hsm201052
(22 April, 2021). Retrieved from Research Gate:
https://www.researchgate.net/publication/344261210_Impact_of_employees_engagement
_and_k
nowledge_sharing_on_organizational_performance_Study_of_HR_challenges_in_COVI
D-19_pandemic
(22 April, 2021). Retrieved from Ncbi:
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7536939/
(22 April , 2021). Retrieved from Link Springer :
https://link.springer.com/article/10.1057/s41267-020-00335-9
(23 April, 2021). Retrieved from Cibg:
https://cibg.org.au/article_7634_1e478284c755ba4094419b7e631e192b.pdf