The paper “ Employee Retention and Engagement” is a meaty example of the essay on human resources. In the contemporary business environment, it is emerging that one of the founding pillars of success measurement is down to employee performance rather than the technological or financial strengths an organization accrues. The human resource department in any enterprise plays an important role in ensuring employee drive and satisfaction is maintained through the adoption of strategies that sustain employee retention and engagement practices. The human resource department is no longer the conventional department for attracting new talent and firing non-effective employees, but the scope of proper HR has been expanded to evaluating the employee performance levels with the company vision statements as well as professional engagement with their staff to ensure they derive maximum satisfaction from their work which often results in the better overall performance of a firm financially. According to Mello (2006), employee performance is quite important in achieving the set goals of an enterprise that is to be achieved for any given year.
This means that in the overall strategy formulation for evaluating employee engagement practices of a firm, it is important to assess the company goals in relation to the current employee performance and motivation levels to note the way forward.
In the end, the driving force for any management of a firm is to realize their financial goals, the development and overall engagement of employees positively is one of the founding blocks of achieving such success. On the same note, it is quite significant that performance management is more than just an obligation and hard work; it is the emphasis on achieving results.
It redirects the requisite capacity of the employees from busyness toward effectiveness. The ability to maintain the required level of performance from employees is highly dependent on the strategies that the human resource department in an organization will adopt as mechanism for employee engagement within their engagement period. As such, the scope of this paper will be bounded into evaluating the strategies that have been employed successfully as measures for employee engagement, environmental factors that influence the strategies identified and finally a recommendation reference for the barriers that prevent the successful implementation of employee retaining and engagement strategies (James et. al, 2012). Employee Retention and Engagement Strategies. The strategies that an organizations decides to implement in terms of improving the level of effective employee engagement should be driven by the fact that satisfied employee have been shown to be more productive and generate more customer satisfaction.
The need for retention of employees is often driven by the negative environment created by regular influx of new people in a working place. The need to retain employees is thus driven by the need to avoid the harm caused by excessive turnover of employees and a show of failing employee engagement practices.
In the application of these strategies, it is vital that the balance attained is right, the effective employees with high levels of performance should be treated well while still managing to improve the performance of those lagging behind. The employee brand that is derived is thus the founding block of a firm’ s financial performance and competitive advantage over their rivals in the industry (Sparrow, 2012).
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