Worldwide Employee Engagement Crisis †Free Samples to Students

Question: Discuss about the Worldwide Employee Engagement Crisis. Answer: Introduction Every day, the corporate business life involves decision-making based on the evidences that in turn allows the organization to move forward and make further decisions. Company identification is a very important component of a business strategy. On one hand, the economic systems are dynamic and the situation of the company is likely to change rapidly. Hence, the superiors of the company must continuously adapt themselves with the latest or new conditions and adjust their behavior accordingly (Wilton, 2016). On the other hand, a manager or the actors of the systems cannot be sure about the chosen solution that whether it will be the best one or the worst. This report aims to produce open discussion among the pupil by providing them a realistic illustration of the corporate world. The best strategy to minimize the employee turnover is to hire the candidates who fit well into the organization and firing the ones who do not. Ensure that the hiring process is right and hire the right candidates for the position in the organization. Sell the position to the candidates by appealing to why they are suitable for the culture. Quarry deep and make sure that the top candidate who fit in the terms of competencies, behavior, capacities, values and emotional intelligence. There are times when no matter what you do to motivate and promote the employees, they do not just fit into the organization and are bad for the culture, hence creating culture debt (Carnahan, Kryscynski Olson, 2017). Those workers do harm more harm than good by contaminating the well of the company. So, cut them loose. Process of Onboarding and Recruitment Onboarding is also called organizational socialization. It refers to the contraption through which the new hired candidates gain the skills, knowledge and behaviors that are necessary to become an effective organizational members. Enlightening the new employees about the opportunities that exists in the organization by reinforcing them and their reasons behind choosing the organization, educating them regarding the potential career scopes that are available, impassioning them by challenging them in productive ways, recognize their efforts and reward them for their result would encourage them greatly. Recruitment planning: Draft an inclusive job specification for the available vacant position. Outline the skills, qualifications and experiences that is needed, the major and minor responsibilities of the position (Carter, 2015). Mention the level of pay, the starting day and whether it is for temporary or permanent position. In addition to these, mention the additional information such as the special conditions, if any. Strategy development: The strategic considerations that are to be considered includes the issues such as- the type of recruitment techniques that are to be used, whether to hire the candidates from outside or prepare them themselves, the source of recruitment that is to be practiced, what geographical area is to be considered in order to search the candidates (Dandaro, Silve Carvalho, 2017) and the sequence of activities that are to be followed for recruiting the candidates in the company. Searching: The nest is the process of searching. It involves attracting the job seekers to the company. There are mainly two sources that are used in order to attract the candidates. They are- External and internal. Screening: According to some other views, screening is the starting point of a selection but in this section, it is considered as an essential and fundamental part of recruitment. The reason behind it is the fact that the selection process gets started only after the job applications have been both screened and shortlisted (Korte, 2013). The processes that are used in screening vary largely depending on the method used for the recruitment and the source of supply. They include de-selection tests, preliminary applications and screening interviews. Evaluation and Control: The evaluation and control of the recruitment process are imperative (Breaugh, 2017). The costs that are usually incurred in the recruitment process involves salary of the recruiters, administrative expenses, the cost of the time that is spent in preparing advertisement and job analysis, the cost of outsourcing at the time when vacancies remain unfilled, and the cost that is experienced in recruiting the unsuitable candidates. Process of On-boarding: Start the on-boarding before hiring: It is true that a successful on-barding starts before a candidate is hired. As on-boarding is the process of integrating a new candidate into the company culture, hence it is easy to see that the exposure to the company starts with the recruitment process itself (Brewster Hegewisch, 2017). Ensure that the recruiting strategies are aligned with the company culture. Or else, a negative impression may linger and will ultimately lead to the retention issues at some or the other point. Optimize Orientation: Optimizing orientation is an important next step. Planning for the employees first day signifies that the company is sincere in his successful transition. Handle the orientation process consisting education about the company and policies right before the first day of the employment. Train with a clear purpose: training of the new candidate should start immediately and it should also be an outgoing structured process. The initial training includes confirming and clarifying the new candidates regarding the company. After that, it must cover the things such as companys best practices, organizational programs, goal-setting sessions, instructions on how to use the provide resources and technologies and practice-based learning (Aswathappa, 2013). It helps the candidates to focus on making the best use of the opportunities that are provided by the organization. Coach for culture: The aim of the coach must be to help the new employee in understanding the organizational culture. It must involve regular check-ins in their first few months of employment because a new employee would not find issues on day one itself. This supporting and nurturing environment in the company takes much of the stress of the transitions out of the equation. This ultimately leads to improvement in the employee outcomes. Build a better network: It is the final piece of the process of onboarding. This process involves helping the new candidate in making the connection he needs in order to succeed the long-term with the company. The social integration with the other employees is very important for success. So, encourage a new hire to build a high-quality relationships with the leader and the other team members. An employee who feels himself to be a part of the community is less likely to leave the organization down the road. Investing an appropriate time after structuring an onboarding process and recruitment process and integrating new candidates into the company culture by the above processes will give a positive ROI (Return On Investment) in terms of engagement and retention of the employee. Process of orientation training The term Orientation means providing the new hire with basic information regarding the employer. Orientation and the training programs are the key components in developing a flexible and committed high-potential workforce at the workplace. It socializes the new employees. In addition to that, these training programs also save the employers money and provide the organization with big returns because an organization, which invests money in order to train its employees, results in enjoying the dividends by both the employees and the organization (Farmer et al., 2017). The various processes of Orientation training program include showing new candidates how to perform their work effectively, efficiently and safely. It is the perfect time to start soft skills training and to introduce the new employees to the company culture, its products, goals, competitors and policies. Adding these to ones new employee checklist will greatly improve the employee retention and worker satisfaction. This n return will increase both personal and professional growth as well. Thus, this helps the organization in achieving its long-term goals. Performance management is a process by which the employees and the managers work together to plan and review the employees work objectives and his overall contribution in the organization. It is a continues process of planning and setting goals and objectives, providing on-going coaching and feedback and assessing progress of the employee in order to ensure that the employees are meeting the objectives and their career goals (Shields et al., 2015). Updating Job description will help a lot. It clearly explains the job seekers about the companys expectations from them (Armstrong Taylor, 2014). The job description must include the company goals, the employees responsibilities and it must be continuously updated in order to reflect the current condition and the future possibilities. An efficient job description has the potential to serve as a very helpful tool for the valuable employees who wants to carve a great career path in that organization (Ates et al., 2013). Encourage training a nd development in the company. It will help the employees to perform at higher level. In addition, cultivating a coaching environment creates a positive impact on the employee morale (Booth, 2015). Employees really value the benefits provided to them more than others do. The various benefits that a company can provide to its employees include health care benefit, retirement benefit, workplace flexibility, wellness program, Pay raise, Maternity or Paternity leave, Hazard pay, Work breaks and meal breaks, severance pay, vacation leave, paid holidays, worker compensation, unemployment benefits, paid overtime and tuition reimbursement. Discipline is the bridge between goals and accomplishment. A company adopts many discipline policies in order to address and identify employee and the employment related problems. It is the process of training an employee so that he can develop self-control and become more efficient and effective in his work. The main objective of discipline policies is to develop a spirit of tolerance among the employees and a desire to make adjustments. There is no perfect approach for handling employee discipline. Some employers adopt zero tolerance policies, as they are more interested in eliminating the employee after identifying the problem. There are also other employers who seeks to assist the employees who experience the workplace problems and tailor the existing discipline policy. However, there are few steps for a progressive discipline policy. They include verbal caution, verbal warning, written warning, suspension, termination, decision-making leave. Complaints policy including company obligations and employee rights It is the duty of the employer to ensure that all his employees receive certain basic rights of employment. The rights include fair compensation, right to privacy, and freedom from discrimination (Repa, 2014). To pay the employee wages and the other necessary payments those are to be made. To give the workers, weekly rest day, leaves and holidays To respect the employee human dignity To provide the employees with the necessary materials and implements for their performance at the work To cover the total cost of medical test of the employee whenever required (Tekleab, Orvis Taylor, 2013) To perform his task that is specified in the contract of employment. To handle all the instruments and tools that are entrusted to him for working with due care To give all the proper aid when an imminent danger or accident takes place in his working place without risking his health and safety. To come to work in fit physical and mental condition To follow the instructions that are specified in the contract of employment Methods to gauge employee morale Managing employee morale and maintain the same is one of the most important functions of an effective HR and the most difficult of them is measuring the morale. A natural place to begin the measurement of the employee morale is churn rate. A high level of staff turnovers is a strong indicator of morale related issues in a particular team. It is also very essential to look a little deeper and sincerely into that data (Ivey, Blanc Mantler, 2015). Other than this, an employee attitude survey or feedbacks allow the employer to monitor the morale at a higher level. In addition to that, employee morale is frequently visible in the level of engagement he have within the business (Shea et al., 2014). If the morale is high, the employees will care about the effectiveness and the future of the company and when the morale is low, it will lead to apathy. By aligning the people with business objectives, the employer can ensure that the investment that they have made in their development reflects and is targeted to the strategic direction of the company and this process needs to be an ongoing commitment. The very first step in the aligning of the people is to analyze the corporate business objectives such as- which role is going to be the most important for the business growth? What are the positions that are vital now? What are the aims of the organization that are to be achieved in the next 5 to 10 years? The next is establishing the key competencies that are required in order to tackle these roles (Mann Harter, 2016). Conduct a talent audit of the existing talents. Examine the existing workforce in the company. This will help in determining the skill gaps that are to be filled in order to achieve better alignment and then fill those gaps. A successful team could be built by establishing a leadership, building relationships with the employees, fostering teamwork, planning ground rules for the team, appreciating the efforts of the employees, and rewarding them for the same. How to build ownership by introducing accountability for employees Accountability is one of the most important features of a workplace. When the employees take the responsibility of their own work, they feel entitled by their process of decision-making and engage within the organization. Identically, when the team leaders or the supportive employers gets to hold their respective team accountable for what they do, the output is a committed team upon which the leaders can completely rely. The employees experience greater level of satisfaction with their work in a high accountability environments and with the same, they also undergo higher level of job strain (Guilding, Lamminmaki McManus, 2014). This makes them feel like an owner as they are taking the ownership of their decision and accepting the outcomes of their actions at the time of high stakes. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Aswathappa, K. (2013).Human resource management: Text and cases. Tata McGraw-Hill Education. Ates, A., Garengo, P., Cocca, P., Bititci, U. (2013). The development of SME managerial practice for effective performance management.Journal of Small Business and Enterprise Development,20(1), 28-54. Booth, S. A. (2015).Crisis management strategy: Competition and change in modern enterprises.Routledge. Breaugh, J. A. 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