Personnel Resourcing and Development Assignment Sample

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Introduction - Personnel Resourcing and Development

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Human resource is a part of an organization which performs the role of finding, screening, recruiting and providing training to the employee and new workers as required. HR also has to distribute and allot work to the employee according to their ability and potential. So HR performs crucial roles and responsibility to engage employees with the help of mangers in order to create positive work environment. In this following assessment exploration to some characteristics of generation y as well ways to engaging working and what are the advantages of engaging a team. Also employee life cycle and its stages will be discussed. Further with the help of an example understanding relating to engaging employees as a team will be implemented. At the same time an employee engagement model will be selected and its implementation will be analyzed. To support all the points, different example of Premier Inn Limited will be evaluated. This hotel is a British based chain operating in many locations like center of cities and airports etc. The company is not just known for service quality and rich hostility but also for employee’s engagement activities which help them to increase the rate of retention.

MAIN BODY

How to engage employees (Generation Ys) throughout the employee lifecycle

Role of human resources in engaging employees

HR has important roles in engaging employees through various ways in order to create a positive work environment. Like providing rewards and reorganization, giving feedbacks, opportunities for carrier development to retain the talent (Salas?Vallina, Alegre and López?Cabrales, 2021). Also encourage the manager to build good relation with their subordinates result in worker can discuss issues regarding work. At the same time HR also focuses on the wellbeing of the employee like taking care of their physical and mental health. Lastly HR also provides training and organize seminar for the employee carrier growth as well (Sabuhari, et. al, 2020). HR department have many roles that include not just attracting and retaining talent but taking care of the employee also should be their one of the priority.

Characteristics of Generation Y

Generation y also known as Millennial are the generation who were born in 1981-1996. This generation had a transition era from traditional to digital so their characteristics include in the context of employee engagement are (Torsello, 2019). Like generation y is comfortable working with the digital technology because of the transition era they do not face much problem while working with it. They also like the job position which will be meaningful for them and have some impact on the society by which they can gain some respect. Millennial give much priority to work life balance because it help in give some quality time to family and themselves as well. This is very important for emotional and mental health because taking lot of work stress can harm their mental health which will reflect in work productivity (Arora and Dhole, 2019). The point which needs to be focusing that generation y believes in consistent learning in both personal and professional life.

 At the same time they prefer diverse work environment which also provide them opportunity to collaborate with other worker in order to increase skills and knowledge and improve team work. Millennial lays focus on taking feedbacks and being recognized at workplace. This is particularly because it gives them an area to improve as well appreciation for their hard work result in job satisfaction and a sense of acknowledgement (Horváthová, Mikušová and Kashi, 2019). So in case of employee engagement HR should focus on these points and characteristics of generation y to make the work environment much better and positive. Lastly the trend of environment safety going on HR department should work on developing sustainable and eco friendly surroundings to attract more talent from generation y.

Ways of engaging and advantages of engaging a team

There are different ways to engage employee from the characteristics of generation y. also the need of employees belong to generation Y in a workplace is very much clear. Moreover implementing them will be considered as a way of engaging and motivating employees. Like ensure the team has open and clear conversation to improve the relation and avoiding miscommunication as well as misunderstandings (Duque, et. al, 2020). Set short or long term goals for the team in order to let the worker know what and when they have to do. Also give the team member authority to make decision for individuals task it will help them to be more independent and also they will feel important in the organization. Encourage the employees for team work and collaboration which will result in diverse work culture. Employee engagement not just helps the employee but company also have many advantages from it.

Like this will increase the productivity of the employee mean improvement and growth in organizational day to day operations (Eldor, 2020). As employee engagement can increase the job satisfaction which will return in higher rate of retention. Other then this advantage included higher quality of work, more creativity and innovation in the work and it will increase the job satisfaction among the employees.

The employee lifecycle

employee life cycle consists of several stages from attracting an applicant to separation of the employee. As this cycle start with attracting an applicant, company use various methods to attract new talent. Organizations develop an employer brand image for applicants in such a way that can attract them to apply job (Cattermole, 2019.). Making a good first impression on the applicant is important in order to create a company value

The second stage is recruiting the deserving applicant with the help of multiple methods. Moreover before recruiting post many positions in the company so a wide range of application will apply (Heinänen, 2022). Moreover it will be done by various interviews and activities to reach deserving or the right candidate for the job positions. 

The third stage will on boarding the selected candidate for a new start in the company for them. It is a very important stage for the candidate because starting a new job everyone get exited so give them a warm welcome will make them feel welcomed in the company (Saltzman, Brooks and Hendrickson, 2020). On boarding is process where the new candidates try to make a position in the organization in order to fit in. this can be done by introducing them with the team, sharing company values and providing training if required.

Fourth stage called development every employee want a career growth while they are working. For the development of the employee company can use some methods like the work buddy. A work buddy who is experienced can provide the new employee knowledge and at the same time help them to adjust in the new environment (Lemon, 2019). Also the supervisor should encourage the employee to always learn new things which can help them to grow their potential in carrier. Keeping the employees up to date with new market trend and scenarios will not just increase their knowledge but improve the skilled worker in company.

Fifth stage also known as retention it is an important stage of employee life cycle for the company (Singh, 2019). After on boarding and spending much time with the company employees tend to resign from the company for various reasons like for good or new opportunity, salary or many others

Lastly, the separation stage wherein the employee wants to leave the organization or the company asks them to leave. Separation stage is important as well in order to collect the data for the company (Mosca, Gianecchini and Campagnolo, 2021). The data like what is the retention ratio of the company, employees experience whether it's good or bad. Those data help the company to improve the employee retention and on boarding process. At the same time the company can also identify the area of improvement. At the same it is important to ensure that the off boarding process go smooth as well.

Examples of how to engage teams

if being a team manager of Premier Inn have to engage a team. At first, initiative I will take is doing a survey in the company of what kind of changes worker need in the office. With the help of a survey I will have a clear understanding of employee needs. At the same time the worker can share their perspective it will result in they will feel important (Kaufman, et. al, 2020). In terms of increasing the skills of the team assigning them some difficult task which will also encourage them to explore new things and increase knowledge about different topics. The most important point which needs to be implement is listening to the worker it is very important in order to bring new ideas and innovation.

Employee engagement model

This is a concept to improve the relation between management and worker. It includes involvement and motivation for the employee while creating a positive work environment (Flinchum, 2022). There are different kinds of models in the employee engagement process which a company can implement in order to retain the talent. Like IES model, it was developed in 2023 to manly focus on making good relation between management and employees. In order to implement the IES model analyzing the current state of team is important to collect the data and information for Premier Inn (Harper, 2020). While encourage the management and employees to engage in more task and conversation that will have impact on organization performance.

 Moreover HR can also modify the IES model according to the need and requirement of the organization. The reason behind this is IES model in new and made flexible enough to adjust and modify according to the emerging trends. For more improvement the management can also provide employees with training and development session to improve their productivity and skills (Walsh., 2019). By involving the employees in decision making can boost their confidence as well increase their participation in team meeting and session after that measure their progress on daily basis. 

Premier Inn Limited: in the context of the assessment chosen company is premier inn limited which is a hotel chain from UK not only famous for their hostility but the way of employees engagement as well. The company highly believes that people who work for the organization are reason behind the success. So they mainly focus on employees, customer and investors who are the one behind all the hard work and accomplishment of the company (Premier Inn Employee Engagement, 2023). In order to employee engagement they provide reward based on the performance and other accomplishments.

Moreover in order to maintain a proper system premier inn limited use a performance measurement called WIN card. With the help of performance measurement employee does not feel any kind of impartialities. At the same time the reward and recognition results in increasing the productivity of the employees as well they work with dedication. Premier inn limited also do a survey in the company annually and the outcomes get circulated in the whole company (Employee Engagement best practice examples Premier Inn Sun Microsystems, 2023). So the individual goals and plan can circulate with everyone which results in every employee expectation get high in making goals. Nevertheless the company believes let the worker work in good environment and with good product.

Conclusion

In the assessment there are many points got covered like various roles of HR in the employee engagement how they assist in engaging workers. In order to make advantages for the company as well as implement a positive working environment to increase the retention rate of the organization. After that some characteristics of generation y were highlighted like corporate and needs like work life balance, opportunities, values etc. Those characters of generation y also got supported by various ways of employee's engagement and some of the advantages. These advantages included increased productivity, profit, retention and job satisfaction of employee and organization. Moreover in order to increase the employee engagement having a proper understanding of their life cycle is important. Employee life cycle include different stages of a worker which cover a cycle from being an applicant to employee at last the stage of separation form the company. Further, many ways of employees engagement along with some example of how to engage the worker is also given. It includes encouraging the employee to explore new things and give rewards and recognition etc. Also, to implement the employee engagement some models were used by Premier Inn Limited which includes implementation of IES model.

REFERENCES

Books and Journals

• Arora, N. and Dhole, V., 2019. Generation Y: Perspective, engagement, expectations, pReferences and satisfactions from workplace; a study conducted in Indian context. Benchmarking: An International Journal, 26(5), pp.1378-1404.
• Cattermole, G., 2019. Developing the employee lifecycle to keep top talent. Strategic HR review, 18(6), pp.258-262.
• Duque, L., Costa, R., Dias, Á., Pereira, L., Santos, J. and António, N., 2020. New ways of working and the physical environment to improve employee engagement. Sustainability, 12(17), p.6759.
• Eldor, L., 2020. How collective engagement creates competitive advantage for organizations: A business?level model of shared vision, competitive intensity, and service performance. Journal of Management Studies, 57(2), pp.177-209.
• Flinchum, J.R., 2022. A New Approach to Promote Employee Engagement: One-On-One Meetings Between Managers and Direct Reports (Doctoral dissertation, The University of North Carolina at Charlotte).
• Harper, D.S., 2020. Interpersonal emotion regulation while at work: A test of differences. International Journal of Work Organisation and Emotion, 11(4), pp.265-287.
• Heinänen, A., 2022. Employee value proposition in the phases of employee life cycle: Sandvik Attachment Tools Division.
• Horváthová, P., Mikušová, M. and Kashi, K., 2019. Evaluation of the employees’ engagement factors importance methodology including generation Y. Economic research-Ekonomska istraživanja, 32(1), pp.3895-3917.
• Kaufman, B.E., Barry, M., Wilkinson, A. and Gomez, R., 2020. 14. The future of employee engagement: the challenge of separating old wine from new bottles. The future of work and employment, p.223.
• Lemon, L.L., 2019. The employee experience: How employees make meaning of employee engagement. Journal of Public Relations Research, 31(5-6), pp.176-199.
• Mosca, L., Gianecchini, M. and Campagnolo, D., 2021. Organizational life cycle models: a design perspective. Journal of Organization Design, 10, pp.3-18.
• Sabuhari, R., Sudiro, A., Irawanto, D. and Rahayu, M., 2020. The effects of human resource flexibility, employee competency, organizational culture adaptation and job satisfaction on employee performance. Management Science Letters, 10(8), pp.1775-1786.
• Salas?Vallina, A., Alegre, J. and López?Cabrales, Á., 2021. The challenge of increasing employees' well?being and performance: How human resource management practices and engaging leadership work together toward reaching this goal. Human Resource Management, 60(3), pp.333-347.
• Salas?Vallina, A., Alegre, J. and López?Cabrales, Á., 2021. The challenge of increasing employees' well?being and performance: How human resource management practices and engaging leadership work together toward reaching this goal. Human Resource Management, 60(3), pp.333-347.
• Saltzman, J.M., Brooks, S.M. and Hendrickson, V., 2020. Lifecycle Surveys. Employee Surveys and Sensing: Challenges and Opportunities, p.68.
• Singh, D., 2019. A literature review on employee retention with focus on recent trends. International Journal of Scientific Research in Science and Technology, 6(1), pp.425-431.
• Torsello, D., 2019. Generation Y workers: An empirical framework for cultural and organizational aspects. Employee relations: The international journal, 41(6), pp.1330-1347.
• Walsh, J.J., 2019. Motivated Interpersonal Emotion Regulation in Leadership (Doctoral dissertation, Florida Institute of Technology).

Online

• Employee Engagement best practice examples Premier Inn Sun Microsystems. 2023 Online. Available through: < https://docplayer.net/10437686-Employee-engagement-best-practice-examples-premier-inn-sun-microsystems.html>
• Premier Inn Employee Engagement. 2023. Online. Available through: https://www.comparably.com/companies/premier-inn/employee-engagement