HR Strategy

Lighting dark alleys

Employee engagement through an HR strategy

As management professionals, we know employees form the crux of any organisation. They are tangible assets that work in tandem with the vision and mission of the company. Without employees a company is unable develop a functional team, increase revenue, derive any HR strategy or arrive at decisions that could benefit the management.

In the recent years, industrial psychologists and several management professionals have coined the term employee engagement which highlights the very attitude and behaviour of an employee or staff towards their work and the management. According to industrial experts, an engaged employee performs better than an employee who is not devoted to their work.

However, the focus here is on the latter, where professionals are devoting their time and energy to develop various strategies that might uplift the spirits of employees and make them more devoted to their work. One of the suggestions that companies take into consideration is deriving an HR strategy which has the potency to keep the staff engaged and devoted to their work for a longer duration of time.

Since Human Resources department of a company is responsible for major decisions, it is a must that a company follows the HR strategy developed by the HR team.

Formulating HR Strategy

An HR strategy is a short-term or long-term plan made by a team of professionals devised to help an organisation to achieve its long-term goals. An HR strategy also enables the current management to undergo a major collateral transformation to keep up with the current trends running in the industry.

Developing an HR strategy is a must to-do activity in any organisation and professionals must ponder over developing even more unique solutions that will put in a considerable amount of effort to keeping employees engaged.

One of the greatest determiners of employee engagement is motivation. The more your staff is motivated the more revenue they generate. Motivation can be both intrinsic and extrinsic. However, the focus of every HR professional should be to develop an HR strategy that revolves around intrinsic motivation because this type of motivation deals with involuntary participation of activities. While on the other hand extrinsic deals with voluntary participation in activities – which is harmful and not beneficial to the company.

Thus, every HR strategy must entail company values and interests that will keep employees engaged for a longer duration.