9 Employee Empowerment Unit - I I I

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UNIT III TRAINING & DEVELOPMENT

3.9 EMPLOYEE EMPOWERMENT – ENGAGNEMENT -
HR SKILLS
I II
20 MBT 202
HUMAN RESOURCE MANAGEMENT
BUSINESS ADMINISTRATION 20MBT 202
HUMAN RESOURCES MANAGEMENT
What is Employee Empowerment?
In an organization, empowerment is used as a strategy to entrust employees with the

power, tools and resources to accomplish individual and team goals. Empowered
employees have the responsibility to make decisions on their own.
Employees need to be treated well in an organization because the success of a business

entirely depends on the performance of its workforce. No doubt, Employee Empowerment
is a powerful motivation technique which revives
profitability, work culture and improves employee satisfaction
Employee Empowerment
Definition: Employee empowerment is the process of facilitating employees with specific

authority and responsibility to achieve the organisational vision by exercising their talent,
skills and creativity

Characteristics of Employee Empowerment
 Empowered organizations put emphasis on delegation, decentralisation and diffusion

of power and information
 Organizations hierarchy is flat instead of series of levels
 They appoint fewer managers with wider responsibilities
 They set unstructured guidelines so the employees know their decision making
parameters
 From lack of initiative on the part of the people, they start solving their own problems.
 Employee develops skills to work without supervision.
 Lack of vision is changed to strong and focused vision.
 Problem avoiding becomes problem solving.
 Closed communication becomes open and sharing ideas, skills and information.
BENEFITS OF EMPLOYEE EMPOWERMENT

BARRIERS TO EMPOWERMENT

BARRIERS TO EMPOWERMENT
 Insecurity in the Manager’s Mind-set
 Insecurity in the Employee’s Mind-set
 Unhealthy Organizational Climate
 Incompetent Delegator
 Unwillingness to Delegate Authority
 Dependency of Subordinates
 Static Organisational Culture
 Rigid Controls
WAYS FOR EMPOWERING EMPLOYEES/STRATEGIES FOR EMPOWERMENT

EMPLOYEE ENGAGEMENT
Generally speaking, employee engagement is a workplace method designed to improve

an employee's feelings and emotional attachment to the company, their job duties,
position within the company, their fellow employees, and the company culture.
DEFINITION
Employee Engagement can be defined as the level of commitment and ‘ involvement as

employee has towards his/her organization and its values. ‘It is the degree to which an
employee is emotionally bonded to his/her organization and passionate about his/her work
There are three organizational forces that enhance employee engagement as

follows:
 Lower attrition rate
 Better productivity
 Enhanced profitability
 Cognitive Engagement
This involves the extent to which employees focus on their work tasks. An actively
engaged employee is rarely distracted by small interruptions at work.
 Emotional Engagement
This consists of the here and now experience that the employees have while doing work.
This involves their own feeling of the degree of involvement in the job.
 Physical Engagement
The extent to which employee takes steps for his own development. A voluntary
nomination for a training program can be one of the means of identifying physical
engagement. It is said that engaged employees feel inspired by the work.
Engagement can be precisely noted as how positively an employee
In other words it is about the degree to which employees perform their role in a positive as
well as proactive manner.
 Thinks about the organization
 Feels about the organization
 Is proactive in relation to achieving organizational goals.

How do you build employee engagement? Strategies for Employee Engagement
 Prioritize company culture.
 Inspire employees through mission, vision, and values.
 Develop and equip your managers as coaches.
 Build great communication habits.
 Create a robust feedback culture.

Employee Engagement Strategies Continuation………..
 Share employee feedback and always follow up.
 Paint a clear picture of success at organization, team, and employee levels.
 Recognize employees for their contributions.
 Provide access to employee development opportunities.
 Prioritize flexibility and employee wellbeing.
 Invest in technology that helps you do all of the above!

HR SKILLS/HR MANAGER SKILLS

Let just get an idea as to what are you looking at as skills in your HR manager. Skills differ
from person to person; let’s just point out specific skills that are really very important for
someone at that important designation.
 Strong and appropriate communication skills
 Peoples person skills
 Must be approachable
 No discrimination or partiality
 Managing conflicts
 Problem-solving skills
 Ethically strong
 Dealing with the Grey area correctly
 Knowledge of employment legislation
 Strong negotiation skills
 Right attitude and approach to work
 Motivational attitude
 Influencing personality
 Appropriate experience
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SUBJECT CODE

TYPE THE SUBJECT NAME HERE

UNIT III TRAINING & DEVELOPMENT

What is Employee Empowerment?

In an organization, empowerment is used as a strategy to entrust employees with the

Employees need to be treated well in an organization because the success of a business

Definition: Employee empowerment is the process of facilitating employees with specific

Characteristics of Employee Empowerment

 Empowered organizations put emphasis on delegation, decentralisation and diffusion

 Organizations hierarchy is flat instead of series of levels

 They appoint fewer managers with wider responsibilities

 Employee develops skills to work without supervision.

 Lack of vision is changed to strong and focused vision.

 Problem avoiding becomes problem solving.

BENEFITS OF EMPLOYEE EMPOWERMENT

 Insecurity in the Manager’s Mind-set

 Insecurity in the Employee’s Mind-set

 Unhealthy Organizational Climate

 Unwillingness to Delegate Authority

 Static Organisational Culture

WAYS FOR EMPOWERING EMPLOYEES/STRATEGIES FOR EMPOWERMENT

Generally speaking, employee engagement is a workplace method designed to improve

Employee Engagement can be defined as the level of commitment and ‘ involvement as

There are three organizational forces that enhance employee engagement as

 Lower attrition rate

Engagement can be precisely noted as how positively an employee

 Thinks about the organization

 Feels about the organization

 Is proactive in relation to achieving organizational goals.

How do you build employee engagement? Strategies for Employee Engagement

 Prioritize company culture.

 Inspire employees through mission, vision, and values.

 Develop and equip your managers as coaches.

 Build great communication habits.

 Create a robust feedback culture.

Employee Engagement Strategies Continuation………..

 Share employee feedback and always follow up.

 Paint a clear picture of success at organization, team, and employee levels.

 Recognize employees for their contributions.

 Provide access to employee development opportunities.

 Prioritize flexibility and employee wellbeing.

 Invest in technology that helps you do all of the above!

HR SKILLS/HR MANAGER SKILLS

 Strong and appropriate communication skills

 Peoples person skills

 Dealing with the Grey area correctly

 Knowledge of employment legislation

 Strong negotiation skills

 Right attitude and approach to work

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