Human Resource Staffing - Essay Example

2. Events that lead to the initiation of disengagement include: employee not being considered for promotion, the real job is different from the original job description, a very close colleague has been fired from his position, a great job opportunity from another organization, and conflict with other employees of the employer (Branham 12). Other reasons due to which employees disengage include loss of trust, less training, and less career advancement opportunities, and lack of appreciation. Organizations do not meet some of the promises they have made to the employees due to which employees lose trust in their employers and tend to leave.

Employees do not want to remain in the same position of the organization for years they want to excel in their careers To get a better career they need training and if training is not provided by organizations, employees forfeit their position. These are some of the several reasons that may trigger the event of disengagement.3. The competition and workload on managers are increasing day by day and they have ignored various signs of disengagement expressed by employees. The high rate of absenteeism, unacceptable behavior, negativity towards work are some of the early signs of disengagement and these signs can help employers identify that an employee is going to disengage. 4. If employers or managers determine that a particular employee is going to disengage from the organization, the manager should take measures to counter the problem.

One of the reasons for disengagement is the loss of trust; the managers can re-establish the trust factor with the employee by providing benefits that have been promised to the employee. Another reason for disengagement is lack of training; managers can provide training and career advancements to motivate them. The managers can stop the disengagement process by rewarding employees for their achievements and making them feel that they are very important to the organization. Another factor of disengagement is that employees feel de-motivated if they are not provided competitive tasks.

They feel that the organization believes that they are not competitive enough and cannot complete competitive tasks. Managers should motivate their employees by providing them competitive tasks as these tasks help motivate employees.5. Managers are affected negatively if their employees leave the organization; one of the main responsibilities of managers is to decrease the turnover rate. If managers fail to complete this duty, the managers are considered ineffective and their ability to manage the institution is scrutinized.

The turnover rate increases the cost of the organization and has a negative impact on the organization’s goodwill. If managers fail to complete their responsibilities, the cost of the organization increases.Ans 53:Coaching is one of the various methods of training employees; this method helps the employee in developing their knowledge, skills, and abilities. These developments help the employee perform well on the job and they are motivated. Feedback helps in motivating the employees, managers should provide feedback to employees as feedback informs employees about their performance.

A highly motivated workforce does not leave the organization they are currently working in.Some managers fail to provide coaching to their employees due to various reasons. One of the main reasons is that managers do not have enough time to concentrate on employees as they have various tasks on their shoulders. Employees become very emotional if they are criticized and managers do not have the ability to confront employee’s reactions.