FACULTY OF MANAGEMENT, EDUCATION & HUMANITIES

BACHELOR OF BUSINESS ADMINISTRATION (HONOURS)

(HUMAN RESOURCE MANAGEMENT)

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT (BHR 6213)

“QUIZ 2”

PREPARED BY:

STUDENTS NAME:
SYAHIRA BINTI SUPANDI

MATRIC NO.:
BHR09230005

PREPARED FOR:
MR. ANWAR FAIZ BIN NOOR HAMDAN

SUBMISSION DATE:
11th February 2024
QUIZ 2

Explain the concept of “employee engagement” and discuss strategies that organizations

can employ to improve employee engagement levels in the workplace.

Answer:

Employee engagement refers to being psychologically involved in, connected to, and

committed to getting one’s job done. Engaged employees “experience a high level of

connectivity with their work hard to accomplish their related goals. It is important because it

drives performance and productivity. So, an employee who is not engaged is one who is seen

to be participating but not with passion and energy towards the organization’s common goal.

Disengaged employees are those who are unhappy at their work and act out of their

unhappiness. If these issues continue, the organization will affect performance in the

workplace.

Therefore, managers can improve employee engagement by taking concrete steps to do so. One

important activity is providing supportive supervision. For example, managers who focus their

support and coaching on their employees’ strengths can practically eliminate active

disengagement; conversely, “bosses from hell” kill employees’ engagement. Other than that,

managers can take steps to foster engagement, including making sure their employees have a

better understanding of how their department contributes to the company’s success. This will

ensure that they know what next step of the job they will do efficiently. Besides, the manager

should see how the employee’s efforts contribute to achieving the company’s goals; this

involves monitoring their mission while doing the task in the workplace so it will align with

another related task. Then, get a sense of accomplishment from working at the firm. Employees
will feel engaged if the manager gives them something once in a while, such as a birthday gift,

a ticket holiday trip, a free meal, etc. This will increase their motivation in the workplace. The

last step is to be highly involved, as when working in self-managed teams. The Manager should

participate in any kind of issue that involves the employee’s behaviour and skills in order to

keep in touch with them. This particular situation will also enhance management skills in

professionalism and efficiency for employee engagement.

The organization’s employees’ engagement HR strategy involved six steps that we can take a

look at. First, set a measurable objective for the program. These included improving feedback

score by at least 10% for line managers; behaviours in terms of communication, such as the

quality of appraisal feedback they gave from their direct reports, recognition of work done, and

the respect between manager and employee. Also, reducing employee turnover and

employment costs by at least 10% per year is another objective.

The second strategy is that holds an extensive leadership development program. For

example, it sent all managers for training to improve their management skills. then tested the

new skill with “360-degree” assessment tools, such as having the manager’s bosses, peers, and

subordinates rate the manager’s new leadership skills.

Third, instituted new employee recognition programs. For instance, give “Outstanding

Awards” to selected employees quarterly and receive a thanks card, such as “Thank you” cards,

for jobs well done.

The fourth strategy is to improve their employees’ internal communication. For

example, it instituted quarterly employee briefings and more extensive use of performance

appraisals, and it launched a new corporate intranet called Company vision which provided

key business information and other useful communication to all employees based on employee

feedback.
 Fifth, instituted a new employee development program. This involves using the

company’s appraisal process to identify employees’ training needs. Then, created a training

plan for each employee. It based these plans on needs and on the employee’s stated career

aspirations.

Sixth, made a number of changes to its compensation and other policies. For instance,

eliminated bonuses and substituted fixed-rate percentage-based salary increases. It also rewrote

the entire employee handbook and all HR policies and procedures to ensure they were aligned

with company’s new culture values.

From this strategy we will see the result for the new employee engagement mentioned above

were impressive within two years. It will improve employee engagement and line managers’

communications and other behaviours successfully. Such as, their employee turnover will be

decreased, recruitment and turnover costs fell. In addition, employee engagement programme

illustrates how one company manages to improve employee engagement levels in the

workplace. In brief, not only managers could employ these strategies, but the whole

organization should participate to improve employee engagement for better alternatives.