• Posted on October 26, 2023
• Libin

ASSIGNMENT SAMPLE 7HURM009W MA MANAGEMENT MANAGERS AND ORGANISATIONS

1. Introduction

Human resource management of an organisation deals with the functions of the organisations and the operations of the same. In this report, the XYZ organisation makes a survey of employees’ engagement with the help of the HR consultancy. The report highlights the organisation’s values in light of the survey results and creates a programme that may help increase employees’ engagement. Recommendations are included in the information that may help the organisation deal with the employees’ attention. Therefore, it is to note that the management of the human resource of XYZ organisation is organising the survey, which may help the organisation motivate their employees and increase the engagement of the employees.

2. Comparison of Survey results with values

The values of XYZ organisations are to be enumerated as the organisational operations are maintained by the human resource team. The management of the organisation fixed some of the importance and goals that need to be achieved in order to maintain sustainability in the organisation. These values help the employees be motivated and work hard to keep the values.

Public and employee safety

Public safety, along with the safety of the employees, is an essential value of the XYZ organisation, which allows the employees to get motivated. This is the value, which the HR management want to apply to the employees. However, the survey conducted by the management of human resources shows that 25% of employees agree that XYZ organisation may help them get motivated.

Environmental responsibility

The responsibility of the organisation, as well as the employees and the management team, is to keep the environment clean and safe. The management team of the organisation sets the values, as they want to maintain the environment to be safe. The employees of the organisation state in the survey report that the company deals with certain environmental responsibilities that allow them to motivate in their work.

Employee engagement

Another value of the organisation deals with the engagement of the employees in order to maintain the sustainability of the organisation. The employees are to maintain the sustainability of the work in accordance with the engagement facilities. The result in the survey shows that 25% of the employees agree, and 25% of the employees are neutral in the statement that XYZ organisation focuses on the engagement of the employees.

Effective structure

The organisation deals with an essential value that helps the employees to get motivated. The structure in the hierarchy must be effective in order to motivate the employees to deal with the allocated jobs. The employees get satisfaction if the hierarchy helps them in the work field and maintain sustainability in their work. However, most of the employees of XYZ organisation stay neutral in the survey in accordance with the effective structure in the hierarchy.

Differences according to the survey

XYZ organisation conducts the survey of the employee’s engagement to maintain the sustainability in their work as well as to maintain the employees’ motivation method. The survey shows the result that may help them to recognise certain things to develop their management system. The management of human resources of the organisation deals with the survey questions prepares the same that are enumerated below, and makes the differences with the organisational objectives.

Question 1: The best fit area of the organisation

The best area where the organisation must be situated is the first question, where 55% of the employees agree with the rural areas. However, XYZ organisation is situated in the semi-rural area, as the area is quite big according to the structure. This shows the employees are not satisfied with the location of the organisation.

Figure 1: Question 1

(Source: Created by the Learner)

Question 2: Age of the employees

The survey shows that the average age of the employees of XYZ organisation is above 50 years. It may be argued that the age group of the employees must maintain to 40 years in an average so that the employees can get more motivation in accordance with their work. The strength, power and many other factors of the age group within 40 years are more exciting than 50 years aged people.

Figure 2: Question 2

(Source: Created by the Learner)

Question 3: Tenure of the employees in XYZ organisation

It has been seen that 35% of the employees have been working for more than seven years in the organisation that shows that the management of the company is well maintained. However, it is also shown in the result that only 15% of the employees are new, which indicates that the recruiting process of the company is not working in a proper way.

Figure 3: Question 3

(Source: Created by the Learner)

Question 4: Prioritisation of employees’ decisions

The management of the human resources must prioritise the decisions that the employees’ may take in certain circumstances. However, the result in the survey shows that 25% of the employees disagree with the facts, where 25% of employees do not agree nor disagree with the same.

 

Figure 4: Question 4

(Source: Created by the Learner)

Question 5: Career goals accomplishment

Most of the employees in the organisation stay neutral with the fact that the job in XYZ organisation helps them to accomplish their career goals. This shows that the organisational policies and works are not satisfying the employees.

Figure 5: Question 5

(Source: Created by the Learner)

Question 6: Organisation structure

The structure of XYZ organisation is not at all satisfactory for the employees as the survey shows that 40% of the employees disagree with the fact that the organisational structure helps them to develop their career.

Figure 6: Question 6

(Source: Created by the Learner)

Question 7: Motivation from the organisation

Based on the below graph, 40% of the employees in XYZ organisation disagree with the statement that the organisation helps them to motivate in their work.

Figure 7: Question 7

(Source: Created by the Learner)

Question 8: Effective structure in the hierarchy

The hierarchical structure is effective or not was the question in the survey where 30% of the employees stayed neutral with the fact.

Figure 8: Question 8

(Source: Created by the Learner)

Question 9: Employee engagement

It has been observed that 25% of the employees agree with the fact that XYZ organisation focuses on employee’s engagement and 25% of the employees stay neutral with the same fact.

Figure 9: Question 9

(Source: Created by the Learner)

Question 10: Employee satisfaction

The question that the organisation focuses on the satisfaction of the employees is a controversy within the organisation. 25% of the employees strongly agree with the fact while the other 25% disagrees with the same fact.

Figure 10: Question 10

(Source: Created by the Learner)

3. Programme design creation

In accordance with the above analysis of the survey result, it can be stated that this organisation has a requirement of conducting a programme that will help in increasing the employee motivation within this organisation. It has been stated that if the organisational professionals were able to increase the level of employee motivation, the organisation would be able to level up the employee engagement as well. Therefore, based on this fact and the above analysis of the survey results, a program planning that is 1 hour 18 minutes long, has been designed  in order to increase the employee engagement of XYZ organisation in the below section:

Process	Justification
Planning
●Objectives 1.     The main focus of conducting this programme is  to have a close site of the level of employee engagement this organisation has been able to create 2.     In addition, through this programme, the organisational hierarchies have been introduced to some new ideas that can be helpful for the increment of the employee engagement level. 3.     This specific programme has been conducted in order to achieve the basic objective of increasing employee engagement by improving workplace relationships in an effective and efficient way. ●Participants: every individual of the hierarchy, HR management segment and employees of XYZ organisation will take part in this programme. ●Venue: The conference room of the organisational main building has been selected as the venue for conducting this programme. ●Arrangements of meeting room: It has been planned that all the employees and professionals of HR management and hierarchy will take part in this programme. Keeping an observational eye on this fact, the participants will be asked to sit in three separate rows facing the main screen. The seats of the participants will be arranged in such a way that the participants will be able to sit around three sides of the table facing the main screen. ●Logistics:  The main logistics that has been needed in order to conduct this programme are paper, projector, widescreen and the other necessities. ●Agenda: The main agenda of this programme has been listed below: 1.     The introductory segment will be continued for at least 3 minutes. 2.     After the introductory segment, an ice-breaking activity will be conducted engaging the employees of the XYZ organisation and the other participants to make the further conversation and the activities easier for the participants. This icebreaking activity will be continued for not more than 5 minutes. 3.     The participants will be regrouped for conducting an effective group discussion that will be focused on increasing the employee engagement of the organisational professionals. This segment will continue for 20 minutes. 4.     In the next segment, the evaluated survey report will be represented and discuss the present situation of the employee engagement level of the organisational professionals of XYZ organisation. This segment will be done within 30 minutes. 5.     After the above-mentioned activity of this programme, key planning of improving organisational employee engagement plan will be provided along with which the key points for improving workplace relationship will be provided as well. This activity will be conducted within 15 minutes. 6.     A concluding segment will be added at the last of the programme. This segment will last for not more than 5 minutes long. ●Techniques: 1.     Introduction: In order to share the main purpose of this programme 2.     Ice-breaking: For sharing the excitement of the participants will help in making further activities easier for the participants. 3.     Regrouping and discussion: the groups of the participants will be juxtaposed and regrouped in order to have a clear insight of organizational employee engagement level. The participants of this organisation will be asked to share their perspectives about the organisational structure and other aspects that help to increase employee motivation. 4.     Key points delivering: key points will be delivered through a slide share that showcased the organisational requirement of managing employee engagement. ●Arrangement of personnel: The required personnel have been enlisted in the below section: 1.     One note taker 2.     One chair 3.     Other facilitators	●      Plenty of studies have shown that an organization needs to focus on the improvement of the employee motivations that will contribute to the level of employee engagement ●      In accordance with the statement of Riyanto et al (2021), it can be stated that if the organisation fails to engage its employee, it will lose the productivity level that contributes to decreasing customer engagement and profitability as well ●      The above analysis of the survey responses has showcased that this organisation has lower employee engagement that is affecting employee retention and other crucial aspects of the organisational business which are required to be maintained for managing the sustainability of the organisational business in this globally competitive market (Juevesa and Castino, 2020).
Conducting
●      Before initiating the introductory segment of this programme, the programme initiators will check whether all the requirements have been fulfilled or not. ●      In the introductory speech, the main objectives of this programme will be shared in order to make the participants aware of the purpose of this programme. ●      Facilitators will help in grouping and regrouping the participants, once when the programme will be started and secondly when the group discussion will be conducted. ●      In the group discussion, the participants will be asked to talk about their personal feeling and opinion on the basis of the organisational structure and the techniques that XYZ organisation follows to increase the employee engagement level. ●      In order to derive a conclusion, the summary of all the activities and responses will be jotted down as well.	●      It has been encountered that slide share will be beneficial for representing a fair concept of employee engagement among the organisational managers and the other employees as well (Sutiyem et al. 2020).
Follow up
●      At the end of this programme, the participants will be asked to share their experience along with providing feedback as well. ●      The facilitators will be asked to give feedback on the basis of their experience.	●      The feedback will be taken in order to have an idea of further required developments

Table 1: Program design

(Source: Self-created)

4. Recommendations

In accordance with the previous analysis of the survey result, on the basis of the  requirements, this segment has discussed providing three recommendations which are encrypted in the below section:

Recommendation1: The organisational professionals need to follow Kahn’s engagement theory for improving employee engagement

The previous analysis of survey results has showcased that, the organisational employees have a low level of employee engagement as a majority of the employees have strongly disagreed with the fact that this organisation has created a focus on employee motivation. On the other hand, the majority of the organisational employees have disagreed with the fact that the organisational employees have less satisfaction that has created an impact on the organisational productivity as well. Therefore, based on the current scenario of this organisation, the managerial professionals recommended following Kahn’s engagement theory in order to manage the level of employee engagement. As per the opinion of the author, namely AKOB et al. (2020), it can be stated that this theory represents the concept of employee engagement as the technique of harnessing the organisational slaves to their specific work roles.

Figure 11: Kahn’s engagement theory

(Source: Nazir and Islam, 2020)

On the other hand, this statement has been supported by the statement of Jiang and Shen (2020), who stated, “in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances”. Therefore, it can be stated that this particular theory can be beneficial for the managers and the other employees of the organisation in order to improve employee engagement by increasing employee motivation and having a healthy work-life relationship.

Recommendation 2: The organisational managerial professionals can adopt the employee engagement model of 3Cs

The analysis of the survey result has proven that XYZ organisation has not been able to adopt an effective model that can be beneficial for employee engagement. On the basis of this fact, it can be suggested to the organisational managerial professionals that the organisation has possessed a requirement of adopting the 3Cs model of employee engagement. This model has included the crucial aspects of increasing employee engagement such as “career”, “competence”, and “care”. Based on this model, the organisational professionals can be able to increase the employee engagement level by focusing on the individual careers and improving the competence of the organisational professionals as well.

Recommendation 3:  The organisational professionals need to focus on the improvement of organisational leadership

The managers of the organisation need to improve the leadership technique of XYZ organisation as plenty of studies have proven that, if the organisation has been able to adopt an effective leadership theory, the organisation can be able to motivate the employees more than the other ones (Fransiska and AyiAhadiat, 2021). In accordance with the increasing employees’ satisfaction level revealed by the survey result analysis, the level of employee engagement becomes high.  Therefore, keeping an eye on the current situation of the organisational employee engagement level, the managers need to adopt the transactional leadership theory.

5. Conclusion

The study has included a critical analysis of a survey result that has been conducted on the employees of the XYZ organisation in order to have a clear view of the level of employee engagement of that company. The survey results have disclosed that the organisation has less employee engagement and this phenomenon has created several issues in the productivity and profitability of the organisation. Therefore, based on this current situation of XYZ organisation, as a hired member of the HR consultancy group, the effective programme for increasing employee engagement has been provided along with suggesting three recommendations.

 

 

References

Abdullah, N.H. and Alias, M.H., 2021. Does Employee Engagement Influence Innovative Work Behavior? A Study among Selected Food and Beverages Companies. Research in Management of Technology and Business, 2(2), pp.76-85.

AKOB, M., ARIANTY, R. and Putra, A.H.P.K., 2020. The Mediating Role of Distribution Kahn’s Engagement: An Empirical Evidence of Salesforce in Indonesia. The Journal of Asian Finance, Economics, and Business, 7(2), pp.249-260.

Bristol, N.H.S. and Frampton, A., 3C| Job Crafting and Employee Experience. In APPLIED RESEARCH CONFERENCE 2020 (p. 50).

Fransiska, T. and AyiAhadiat, K.H., 2021. Transformational Leadership On Employee Engagement: The Mediation Of Work-Life Balance. NVEO-NATURAL VOLATILES & ESSENTIAL OILS Journal| NVEO, pp.10453-10471.

Jiang, H. and Shen, H., 2020. Toward a relational theory of employee engagement: Understanding authenticity, transparency, and employee behaviors. International Journal of Business Communication, p.2329488420954236.

Juevesa, R.D. and Castino, J.M.P., 2020. Employee Engagement and Organizational Performance among Multigenerational Workforce in a Private Non-Sectarian School. International Journal of Science and Management Studies, 3, pp.41-56.

Nazir, O. and Islam, J.U., 2020. Effect of CSR activities on meaningfulness, compassion, and employee engagement: A sense-making theoretical approach. International Journal of Hospitality Management, 90, p.102630.

Riyanto, S., Endri, E. and Herlisha, N., 2021. Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement. Problems and Perspectives in Management, 19(3), pp.162-174.

Sutiyem, S., Trismiyanti, D., Linda, M.R., Yonita, R. and Suheri, S., 2020. THE IMPACT OF JOB SATISFACTION AND EMPLOYEE ENGAGEMENT ON ORGANIZATIONAL COMMITMENT. Dinasti International Journal of Education Management And Social Science, 2(1), pp.55-66.