Critical Role of Human Resource Management in Driving Employee Engagement to Increase the Performance of an Organization.

HUMAN RESOURCE MANAGEMENT

Human Resource Management and People Factor walking together, with the objective and focus on recruiting, managing and directing people who work in it. Human Resource Management deals with several people-related issues, including compensation, performance management, organizational development, safety, welfare, benefits, employee motivation, training, among others. HRM plays a very important and strategic role in managing people and in the culture and environment of the workplace. If it is efficient it can contribute greatly to the overall direction of the company and to the achievement of its goals and objectives by compelling the company to success.

 After a lot of researches, observations and transformations in the area, the human resources sector has undergone intense changes in recent times. In this new context, the human resources sector has assumed several developing roles, operational and strategic issues. Therefore, as all the organizations are composed of people, it is fundamental that Human Resources management pursue strategies to attract people, engage these people and focus on their development.

 According to Professor Arnaldo Puati Tomás, Ph.D. in Human Resources, the main focus of human resources management is:

treating people as people (with their own personality characteristics, motivations, personal values) or as resources skills, abilities and knowledge).

In this way, depending on how they are handled, employees work with more enthusiasm and should be seen as a main part in achieving organizational effectiveness. Hence, managing people is not only delegating tasks, but also rewarding, developing, and motivating.

Engagement is one of the most important pieces to be worked on to build an ideal team, because it creates the sentimental connection between the employees and the company, making them have the passion for work and want to evolve more and more. Human Resource has the challenge of finding out what can be done to foster employee engagement. There are theories to focus on the rational and emotional directions of engagement. And while there is no cure for employee disengagement, HRM can identify leads that can increase employee involvement in their daily tasks and drive them to continuous improvement and ambition for professional growth, such as:

 Work / Job Function - Employees should see a link between their role and the purpose of the organization, as most employees work only with the feeling that should arrive on their time and try to finish the delegated tasks, this employee does not have the feeling of involvement with the company and possibly does not know the importance of their work. However, an employee who sees a clear relation between their role in the organization and how it builds for it will increase and help create organizational development.

Work Environment / Organization Culture - The bond between an employee and the organization is strengthened when the employee identifies with the organization's culture. Employers get involved and motivate beyond their duty to the company when they find an environment that they identify with and support them.

Rewards and recognition - As the saying goes, money is not everything. And when we talk about employee motivation and engagement, that really says it, is true. So how motivate employees by going beyond pay? Deploying individual recognition programs, growth plans and career development, fair pay and combined with rewards increases motivation and leads to commitment and engagement. This implementation has been one of the big challenges of HRM.