Module 1 Case Assignment

Trident University International

MGT407

Principles of Human Resource Management

Dr. Joyce Parks

March 2022

1
 Introduction

Managing human resources is at the heart of human capital management (HCM).

Workforce acquisition, management, and optimization are three types of activities that

concentrate on the organization's requirement to deliver certain capabilities. Employees are better

managed and their output rises as a consequence of better recruiting practices and having access

to all of the necessary skill sets within the company's workforce.

Reasons for Possible Metrics Rise or fall of Employee engagement/satisfaction

Employee engagement extends beyond employee satisfaction. Some people may

cheerfully labor for a pittance in return for a paycheck. Rather, employee engagement is a way of

measuring your employees' feeling of satisfaction and connection towards your organization's

success. Ensuring that employees are committed to your company's success requires creating

optimum conditions and providing help. Engagement occurs when an employee feels fulfilled,

respected, satisfied, and invested in the firm's success. Employee engagement isn't only a feeling.

It's not only a good mood or a liking for a brand. It is not always the case that an individual

enjoys their job because they are highly paid.

Employees that are engaged seek new challenges and solutions to help them and the

company grow. Consider a time when you worked or played. It might be a new hobby or a

professional change. There were most likely a few criteria. You were obviously tested, but you

were confident that you could overcome any obstacles. You were surely pleased of your job and

wanted to replicate it since you had learned from your failures — maybe you noticed a

relationship between your effort and the success of your firm. Employee participation is

advantageous to both parties. They become valuable assets as they improve their lives and

careers.

2
 Honesty, transparency, and mutual trust are required to foster high levels of employee

engagement and loyalty. Managers may raise employee engagement by embracing these ideas

and working together with employees to improve the environment that promotes employee

engagement. Because participation can be measured, it can be enhanced. Businesses that have

engaged staff perform better. Productivity increases. Employees that are content and interested in

their work remain longer. Engaged employees will use their networks to attract top personnel.

Employees that are engaged deliver reciprocal quality and service, which increases client loyalty.

Engaged employees are more likely to perceive the big picture because they understand their

function within the business and the influence their activities have on the bottom line. All of this

has an effect on the financial health of your business.

Today's high-performing companies use real-time dashboards for finance, marketing, and

sales. Real-time data monitoring allows management to quickly identify and handle issues. It's

important to note that employee sentiments change over time, and that the annual engagement

survey cannot capture this (Seven habits, 2019)

Steps to Improve Employee Engagement/Satisfaction

Identifying strategies to increase and develop work satisfaction for employees must be on

the corporate agenda to continue to succeed. Contrary to common opinion, salary alone has only

a little influence on work satisfaction (Hall, 2016). Exceptional managers ensure immense talent

is attained and fostered. They get the right people on the bus and in the appropriate seats, and

actively encourage it. Their team's efforts fully support the organization's objective. It starts with

putting everyone in the correct position. Get the appropriate individuals aboard the bus in the

correct positions. All talent recruiting and retention tactics must fit with corporate objectives.

3
 There has been an increase in the use of technology to facilitate and enhance training.

Employers may train their employees via podcasts, webinars, online learning, screen capture, and

recording software (Heathfield, 2019). The next stage is to train them. It's impossible to foster a

culture of trust and responsibility, much alone increase engagement, without preparing the team

for success. This entails eliminating hurdles and giving adequate instruction. Next, assign

relevant tasks. The company's objective, purpose, and long-term goals may be furthered by a

motivated staff. They must first be given the appropriate role. For example, I recruited some of

the most talented individuals in the world, only to bring them into the company with no clear

route or role for them. They'll go if you don't do anything quickly. Visit them often. The days of

depending only on mid-year evaluations for input are gone. Faster course correction and reduced

waste may be achieved with timely input. Every week, do both official and casual check-ins.

Finally, I advise them to regularly discuss involvement. Successful managers are open about how

they improve engagement with their people. Everybody is involved in the debate and solutions.

Conclusion

Managers seem to understand that having the proper team in place to carry out the

company's plan is more important than ever. Many well-known firms and organizations

throughout the world place great importance on their ability to hire and retain the right

employees (Jessee, n.d.). It's important to note that employee satisfaction and staff engagement

go hand in hand. As a result, your firm will suffer if you don't have one of these two

components. It's a smart business decision to keep your staff happy.

4
 References

Hall, B. (2016). 10 ways to improve employee satisfaction. Interact software. Retrieved from

https://www.interactsoftware.com/blog/10-ways-to-improve/

Heathfield, S. (2019). The 3 new roles of the human resources professional. Balance Careers.

Retrieved from https://www.thebalancecareers.com/the-new-roles-of-the-human-

resources-professional-1918352

Jessee, T. (n.d.). 48 HR KPIs & metric examples (and how to implement them). ClearPoint

Strategy. Retrieved from https://www.clearpointstrategy.com/human-capital-kpis-

scorecard-measures/

Seven habits. (2019). 7 habits that are stalling your employee engagement program and how to

fix them. Glint. Retrieved from

https://info.glintinc.com/rs/586-OTD-288/images/GLINT-15-001_WP_P3.pdf