Human Resource Practices - Annotated Bibliography Example

Name Course Instructor Date Human Resource Practices Introduction It is quite evident that there exist strong links between employees engagement and performance management. Mone et al (2011) indicate that there exist substantial evidence that suggest that performance management can widely conceptualized as a fundamental framework which guide managers in their various efforts to increase engagement within their organizations. Mone et al (2011) article initialize with a brief introduction of what employee engagement is therefore setting a stage which explores the relationship which exists between employee engagement and performance management. Further, the article discusses five main components of performance where each of the components largely frames a set of manager behavior in driving engagement. Mone et al (2011) suggest recommendation for research on each of the outlined component to further give clarification of the specific nature displayed by performance management actions that are usually taken by managers to drive employee engagement in both their organizations and teams. Sundaray, B. (2011). Employees Engagement: a driver of organizational effectiveness. European journal of business and management. Vol 3 (8) 1-7 The article abstract gives an overview on how employee engagement has emerged to be a popular component in recent years. It defines engagement as the level of commitment and involvement of an employee towards one organization and its outlined values. The abstract gives an indication that the article focuses on different factors which lead to employee engagement and what is needed by an organization to ensure their employees are engaged. From the article introduction, Sundaray (2011) asserts that proper attention on employee engagement strategies increases organizational effectiveness in terms of quality, customer, profits and customer satisfaction which give relevance on the topic; factors to consider building employee engagement amongst Multinational Phone manufacturer production line. According to Sundaray (2011), the relationship between employee engagement and performance is reviled in this article in that engaged employees are enthusiastic about their work creating a key competitive advantage based on performance management. Compared to Mone et al article, this article has a well established literature review on employee engagement. The literature review gives a broad aspect of what employee engagement is where its cognitive aspect of it is considered to concern employees’ beliefs about management, working condition and the organization. The article is relevant to our topic since it greatly analysis the factors which influences employee engagement. These factors are; recruitment which is a HR function, job designing, career development and opportunities, leadership, empowerment, fair treatment and equal opportunities, performance management, job satisfaction as well as training and development. Evidently, employee engagement has great links with performance management in that the engagement assist an organization achieve its mission and objectives. Markos, S. (2010). Employee Engagement: The key to improving. International Journal of business and management. Vol 5 (12) 1-8 The article consists of an abstract which indicate that employee engagement touches all parts of human resource management. It further indicates that employee engagement predicts of positive organizational performance showing a clear relationship between employees and their employers. As opposed to the other articles, this article introduction gives an analysis on what will be discussed within the paper. The article initialize by exploring the concept and definition of employees engagement. It further discusses the drivers or factors leading to employee engagement as well as the impact of this engagement on organizational performance indicators. Finally, strategies which companies should take to keep their employees are suggested (Markos, 2010). This article is relevant to our topic of discussion since it outlines various factors needed by Multinational mobile phone manufacturer in building employee engagement among employees especially on their production lines. It is important that orientation program and effective recruitment to be laid across on the first day of a new employee. Markos (2010) maintains that, employee engagement that is driven by good performance management requires leadership commitment by clearly establishing values, vision and missions. The mobile phone manufacturer needs to enhance employee engagement through facilitating a two way communication. A good performance management is where consistent and clear communication is enhanced to promote employee engagement. Further, performance management is achieved when employees are given satisfactory opportunities for both advancement and development. Gruman, J. (2011). Performance and employee engagement. Human resource management review. 21 (2011) 123–136 Many organizations are placing more emphasis on performance management as a way of generating greater level of job performance. The article abstract suggest that producing increased performance is best achieved through proper orientation of performance management to promote employee engagement. The article focuses on finding out new ideas on how to foster and manage employee engagement so as to achieve high level of job performance which is in relation to the topic of discussion. Performance management is discussed in relation to employee engagement. The article literature review gives a broad conceptualization of both performance management and employees engagement. Both employee engagement and performance management processes largely offers various opportunities in the integration of all HR strategies. There are various models that are associated to performance management and employee engagement and are considered to be important factors in providing employees with resources that lead to conditions that are largely associated to level of engagement. The article gives various factors that can be used to enhance employee engagement within the mobile company in its designed product line. It is evident that the first stage of employee engagement entails performance management involving goal setting, agreement and review of the psychological contract. Gruman (2011) maintain that, goals are very important in initiating employees’ engagement since they stimulate focus, intensity and energy which result to proper performance management. Further, quality exchange between the company management and employees fosters engagement of the personnel thus improvement of performance management. Vazirani, N. (2011). Employee Engagement. Retrieved from http://jackson.com.np/documents/MBA5/Employee_Management/employee_engagement.pdf The article abstract defines employees’ engagement as the level of involvement and commitment of an employee towards one organization and values. An employee who is engaged clearly understands organization context and largely works to improve its performance for the benefit of the larger organization. The article focuses on how employee engagement is considered to be an antecedent of job involvement as well as giving on strategies on how employers can do to make employees more engaged. The introduction of this article defines employee engagement as the harnessing of employees into working their roles. Employee engagement in relation to performance management is closely associated with existing construction of job flow and involvement. There are three aspect of employee engagement namely; employees and one’s unique psychological experience and make up, employers and their ability in creating conditions which promotes engagement and finally interaction between employees within all levels. Critically, the article focuses more on employee engagement compared to performance management. Employees that are engaged are normally considered to be builders since they work with passion whereby they drive innovation to ensure their organization move forward (Vazirani, 2011). Although the article does not give more emphasis on performance management, it is very helpful since it discusses the importance of employee engagement as well as it issues various factors that lead to effective employee engagement such as; career development and empowerment. Grace, M. (2008). The human resource craze: human performance improvement and employees engagement. Organization development journal. Vol 26(1) 71-75 The article focuses on assisting organization developers in recognizing the difference which exists between employee engagement and human productivity improvement. In order to increase productivity within an organization it is very important to engage employees. Employee engagement creates a competitive advantage to any organization that practices that. The article gives a larger indication that employees’ engagement is important while tackling issues related to performance management. Grace (2008) maintains that, performance management is enhanced through employee engagement by great innovation and enthusiasm to move the organization forward by these same employees. This article is very important in discussing the topic in question in that it indicate that both performance management and employee engagement right approach mainly depends on various factors namely demographics of workforce, organization business model, individual employment lifecycle as well as cultural norms involved. Although the article fails to give a deep analysis of performance management, it is important for our study since it assist in understanding the various constructs that are found in employee engagement and how they can be used to improve performance management. Truss et al. (2010). Employee engagement: a literature review. Kingston Hill: Kingston business school The article widely focuses on how employee engagement can widely be influenced by performance management. The article literature review is analyzed by reviewing peered reviewed journals, textbooks as well as working papers. These articles indicate that there are more disengaged employees as compared to those that are engaged. The article shows strong links which exist between performance management and employee engagement. This article is very important since it examines those various gaps that have not been researched about regarding employee engagement and performance management. These gaps are concerned with the relationship which exists between employee engagement and performance management. The paper is important since it is aimed as adding value to current information on performance management and employee engagement through evaluating any existing literature review as well as providing a substantial reflective stance on existing finding and literature. According to Truss et al (2010), high levels of employee engagement can only be achieved within any organization that consists of a shared sense of purpose and destiny which is known to connect individuals at an emotional level as well as in raising employees’ personal aspiration. Conclusion From the annotated bibliographies above, it is quite evident that there is no one definition of employee engagement that is generally accepted. However, there is a growing consensus regarding the relationship that exists in the relationship between employee engagement and performance management. All the reviewed bibliographies discusses on the various factors that need to be considered by organizations in building their employee engagement amongst their employees on the product line. References Grace, M. (2008). The human resource craze: human performance improvement and employees engagement. Organization development journal. Vol 26(1) 71-75 Gruman, J. (2011). Performance and employee engagement. Human resource management review. 21 (2011) 123–136 Markos, S. (2010). Employee Engagement: The key to improving. International Journal of business and management. Vol 5 (12) 1-8 Sundaray, B. (2011). Employees Engagement: a driver of organizational effectiveness. European journal of business and management. Vol 3 (8) 1-7 Truss et al. (2010). Employee engagement: a literature review. Kingston Hill: Kingston business school Vazirani, N. (2011). Employee Engagement. Retrieved from http://jackson.com.np/documents/MBA5/Employee_Management/employee_engagement.pdf Memo To: Head of Human Resources From: Meredith Johnson (assistant human resource officer) Subject: Factors to consider in building employee engagement amongst our employees on the product line. Date: 14th December 2011 The purpose of this letter is to outline various factors that are important in building employee engagement amongst XYZ mobile phone manufacturer employees especially on the production line. Having analyzed the link which exists between employees engagement and performance management, it is necessary to outline various factor that the company department of human resource need to implement so as to build an effective employee engagement especially on the product line. Firstly, it is important that an organization engages in orientation and effective recruitment so as to ensure that employees are able to familiarize with the organization objective, mission and visions. Secondly, effective leadership is fundamental towards building a strong employees engagement. Employee engagement should initialize right from top management so that junior officer can follow. Employee engagement does not require lip services rather it needs to be action oriented service right from leaders. Communication is a very important factor that needs to be considered in any given organizational employee engagement. It is important for XYZ mobile service provider managers to provide a two way effective communication. It is quite evident that both consistency and clear communication is what paves way for an effective employee engagement. Another important factor that can build the company employee engagement is ensuring that satisfactory opportunities are given for advancement and development. The company should encourage its employees to have an independent thinking by way of giving them more job autonomy so as to give them a chance to make their own chance to make their own freedom of choosing the best way of doing job set aside as long that these employees are producing expected result. Kindly do not hesitate to contact me should there be any kind of question arising from the outlined factors. Read More