For An Organization To Increase Employee Engagement

1 For An Organization To Increase Employee Engagement The Company M

For an organization to increase employee engagement, the company may use various methods. Discuss the influences and learning in the workplace that contribute to training and development. In addition, address your personal experience with employee engagement. Your response must be at least 200 words in length.

What is the relationship between human resource management (HRM) and human resource development (HRD)? Identify one pro and one con for HRM and HRD as contributing factors to business success. Your response must be at least 200 words in length.

Paper For Above instruction

Employee engagement plays a crucial role in the success and sustainability of organizations. It encompasses the emotional commitment employees have toward their organization, which influences their motivation, productivity, and overall job satisfaction. To enhance employee engagement, companies employ various strategies, primarily through fostering an environment conducive to learning and development. The influences of the workplace that contribute to this include leadership support, a culture of trust, opportunities for professional growth, and recognition of employee achievements.

Training and development are central to cultivating an engaged workforce. When employees are provided with continuous learning opportunities, they perceive their employer as invested in their growth, which enhances loyalty and commitment. For example, workplace influences such as mentorship programs, skill-building workshops, and access to e-learning platforms contribute to this process. A supportive learning environment encourages employees to acquire new skills, adapt to changes, and feel valued, which boosts engagement levels.

From personal experience, I have observed that organizations that prioritize employee development tend to foster higher engagement. In my previous role, management regularly organized workshops and seminars that aligned with our career aspirations. This investment in our skills made us feel appreciated and motivated to contribute more effectively. Moreover, recognizing individual and team achievements created a sense of camaraderie and purpose, further strengthening engagement.

The relationship between human resource management (HRM) and human resource development (HRD) is inherently interconnected. HRM encompasses the strategic approach to managing people within an organization, including recruitment, performance management, and compensation. HRD, a subset of HRM, focuses explicitly on the development of employees' skills, knowledge, and competencies to meet organizational goals.

One significant advantage of HRM is its ability to align human resources with business strategies effectively. HR managers can implement policies that attract and retain talent, fostering a competitive advantage. However, a con is that overly rigid HRM policies might stifle innovation or fail to address individual employee needs.

On the other hand, HRD contributes to business success by enhancing employees' capabilities, leading to improved performance and innovation. Its pro includes fostering a skilled and adaptable workforce, which is vital in dynamic markets. Conversely, a notable con is that HRD initiatives can be resource-intensive and may not produce immediate results, potentially delaying tangible benefits for the organization.

In conclusion, both HRM and HRD are fundamental to organizational success. While HRM provides the strategic framework for managing human resources, HRD invests in developing those resources for future growth. An integrated approach that leverages the strengths of both functions can significantly enhance organizational effectiveness and sustainability.

References

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