HRM and the 'Employee Engagement' Essay Example | Topics and Well Written Essays - 2250 words

HRM and the Employee Engagement - Essay ExampleEmployee engagement is a upstart concept in scientific management theories. According to Scarlett Surveys International (2011), employee Engagement is a measurable academic degree of an employees positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn and perform at work (Scarlett Surveys International, 2011). An organization may have thousands of employees however, it is non necessary that all the employees may show very(prenominal) commitment to the organization. At least some of the employees may show some kind of negative attitude towards the organization and they may not deliver 100% of their productivity. According to the Gallup Management Journals Employee Engagement Index, 29% of employees atomic number 18 actively engaged in their jobs, 54% are not-engaged, and 17% are actively disengaged (Employee Engagement - Excerpts from the Gallup Surv ey, 2011).The advantage and failure of an organization lies in its ability to increase the employee engagement statistics and reduce the instances of serious employee disengagement statistics. In other words, Employee Engagement is Central to an organizations success and HR professionals have a pivotal role in reduce employee disengagement or increasing employee engagement. ... There are many instances in which employees forced to make certain(p) jobs which are not their cup of tea. Since unemployment is a big problem all over the world, people accept jobs even if they are not comfortable with it. In other words, many people accept jobs because of circumstantial pressures. Such people will show disengagement in their profession which is not good for the organization. A right person at the right place is always a blessing to the organization whereas a wrong person at a critical position may always create problems to the organization. However, it is gruelling for an organization to allot jobs always based on the interests of the employees. Modern organizational world may not be comfortable enough to specialists since the demand for all-rounders are growing day by day. Modern organizations read their employees to work in various departments in order to utilize them effectively based on merchandise fluctuations. For example, the demand for certain goods may vary time to time. It is nonproductive for an organization to keep a long production workforce idle for longer periods when the demand for their goods becomes low. At the same time, it is unwise to appoint more(prenominal) sales staffs to increase sales when many of the production people remains idle. In such cases, the partnership may ask some of its production staffs to work in sales department. Production people may find difficulties while they work in sales department because of their lack of skills in canvassing sales. So they will try to show disengagement in their new assignment which is not go od for the organization. In such cases, the organization should adopt