Employee Engagement and Talent Retention
To demonstrate the relationship between talent management and employee engagement, retention, value addition, and enhanced organizational performance, talent management deals with acquiring, developing, and retaining important organizational talent (Mohammed, 2015).
The writer is attached to an established telecommunication network company in Sri Lanka and the organization’s management has provided an opportunity to enhance the employee's knowledge and take out employees' talent from the six sigma program. This will be provided to the executive staff who are working at the organization to engage and grow their personal skills to go to the next level. Via this program, the organization can be identified the real talented employees and it makes the employee satisfaction level high. Furthermore, the HR team is conducting a few training programs related to the enhance the innovation sessions to get an idea about the new services, and the employees can engage and support the introduced new product and services and which will help to enhance the organizations’ performance and goal.
Since the performance of the private sector is crucial to Sri Lanka's economic development, it requires a smooth operation to accomplish the best, to carry out these operations, it is crucial to keep stable and capable workers (Karunathilaka and Khatibi, 2016).
According to the (Karunathilaka and Khatibi, 2016) research, in order to evaluate the data from the questionnaire survey given to 218 HR professionals working for private sector organizations, the Kolmogorov-Smirnov test, the Pearson correlation test, and regression analysis were all used. The Kolmogorov-Smirnov test was used to check for the data's normality. According to the findings, talent retention methods are a strong predictor of performance in businesses operating in the private sector.
In conclusion, HR strategies are impacting talent retention on the performance of private sector companies in Sri Lanka. Talent engagement and talent empowerment strategies are affecting talent retention towards the organization's performance.
Reference list
Karunathilaka, G. and Khatibi, A. (2016). THE HR STRATEGIES IMPACT OF TALENT RETENTION ON PERFORMANCE OF PRIVATE SECTOR ORGANIZATIONS IN SRI LANKA. THE HR STRATEGIES IMPACT OF TALENT RETENTION ON PERFORMANCE OF PRIVATE SECTOR ORGANIZATIONS IN SRI LANKA. [online] Available at: https://www.researchgate.net/publication/359480156_THE_HR_STRATEGIES_IMPACT_OF_TALENT_RETENTION_ON_PERFORMANCE_OF_PRIVATE_SECTOR_ORGANIZATIONS_IN_SRI_LANKA [Accessed 22 Nov. 2022].
Kossyva, D., Theriou, G., Aggelidis, V. and Sarigiannidis, L. (2021). Talent Retention through Employee Engagement, Human Resource, Knowledge and Change Management: A Conceptual Framework. International Journal of Applied Research in Management and Economics, 4(2), pp.35–45. doi:10.33422/ijarme.v4i2.631.
Mohammed, A. (2015). The Impact of Talent Management on Employee Engagement, Retention and Value Addition in achieving Organizational Performance. [online] Available at: https://www.researchgate.net/publication/329642507_The_Impact_of_Talent_Management_on_Employee_Engagement_Retention_and_Value_Addition_in_achieving_Organizational_Performance [Accessed 22 Nov. 2022].
Ngozi, D.-E. and Edwinah, A. (2022). Employee Engagement and Talent Retention: A Review. South Asian Research Journal of Biology and Applied Biosciences, 4(5), pp.188–197. doi:10.36346/sarjbm.2022.v04i05.003.
Agreed. Organizations with the highest levels of employee engagement had seen a rise in operating income of 19% and in earnings per share of 28% year to year (Towers Perrin 2007).Organizational cultures that are highly engaging may also have an appealing employer brand, as they are employers of choice that draw and keep the best talent (Martin and Hetrick, 2006).
ReplyDeleteAgreed with you Ranga, Modern management is aware that today's businesses require greater productivity and expertise than they did in the past, Companies are working to improve their performance in an effort to outperform rivals (Jindal, Shaikh and Shashank, 2017). Organizations actively pursue higher levels of employee engagement to increase productivity, imbue positive energy within the corporate
Deleteculture, and enhance organizational reputation within
the industry or the broader business community (Simon L. Albrech, 2011).
Adding to the above content, according to Mohammed, (2015) to survive in a competitive market, all modern organizations have recognized the importance of attracting, developing, and retaining their talent. Companies are fighting for the attention of a talented workforce. Talent management enables organizations to improve employee engagement, commitment, retention, and value addition, which leads to improved organizational performance. Talent management is an organization's unique ability to continuously generate and optimize talent resources required for the successful achievement of strategic goals and performance.
ReplyDeleteAgreed safiya. A variety of activities can be included in talent management programs, including formal and informal leadership coaching and mentorship, secondments, networking opportunities, and opportunities to meet directors or board members (Talent Management | Factsheets | CIPD, 2021). Talent development initiatives that encourage learning, employee engagement, employee growth, and organizational performance, productivity, and results, A strong talent development program supports an organization’s overall strategy at numerous levels (What is Talent Development? | ATD, 2020).
DeleteTalent retention is the hardest part when it comes to an organization because Talent is very scarces and every organization is having a tug a war in hiring the right fit. So this is where the employee engagement comes into play.. when an employee is engaged there is a lesser tendency in him leaving the job.
ReplyDeleteAgreed with you zameera, A company's reputation and recruitment efforts might benefit greatly from high staff retention, Today's workers do extensive research on organizations before accepting an offer, Furthermore, if the position they are being employed for is regularly open, a high rate of turnover can be a severe red signal, On the other side, organizations with extended staff retention rates present a favorable image that can be a powerful magnet for talent (jordan.friedman, 2022).
DeleteHi Ann, Employee engagement is critical to any organization. Deci and Ryan conducted the most influential study on employee engagement in 1985 (Berens, 2013). Deci and Ryan (1985) expanded on early work by differentiating between intrinsic and extrinsic motivation. Competence, autonomy, and psychological relatedness which are psychological needs, motivate the individual to initiate behavior essential for psychological health and well-being of an individual and if satisfied may lead to optimal function and growth (Deci & Ryan, 1985). The basic needs of satisfaction have been found to directly relate to dedication of employees (Vandenabeele, 2014).
ReplyDeleteHi Rayan, Thank you for adding a valuable point. Exercise motivation from both the intrinsic and extrinsic sources may independently influence the relationships between activity frequency and 1) compulsive and 2) healthful exercise, Higher exercise frequency was predicted to be related with more compulsive exercise in people with strong extrinsic motivation, whereas higher exercise frequency was predicted to be associated with higher levels of healthy exercise in those with high intrinsic motivation (Staples, Palermo and Rancourt, 2022).
DeleteAgreed Ann. Further, Some workplace factors, such as rewards, leadership style, career opportunities, the training and development of skills, physical working conditions, and the harmony between professional and personal life, have an indirect impact on employee retention (Hytter, 2007. Open communication has been demonstrated to increase trust between subordinates and workers, which they claim results in higher employee engagement (Boynton & Mishra, 2014).). Personal premises of loyalty, trust, commitment, and identification and attachment with the organization, on the other hand, have a direct impact (Hytter, 2007).
ReplyDeleteYes Romeda, In addition, Businesses that invest in efficient human resource training and development typically reap both immediate and long-term rewards, However, an organization's employees must be knowledgeable, skilled, and experienced if it is to succeed, Therefore in order to retain sustainability, firms must consider constant staff training and development as priceless, Due to the fact that skills deteriorate and become outdated over time and must be replaced, training and development are very important at all staff levels (Maimuna and Yazdanifard, 2013).
DeleteGreat article Ann. Employee engagement is those who are involved in, enthusiastic about and committed to their work and workplace and categorizes workers as "engaged" based on their responses to key workplace elements it has found to predict important organizational performance outcomes (Gallup, 2017) and also according to Kahn (1990) employee engagement is he harnessing of organization members’ selves to their work roles.
ReplyDeleteAgreed with you Chathuri, Further to adding, One of the key goals for the organization is to increase employee commitment at work, Employees that are not committed to the organization typically perform less than their best, according to the research, Organizational commitment is influenced by extrinsic motivation, The findings of this study have policymakers thinking about how to support employees while simultaneously enhancing their intrinsic drive through fair promotions, rewards, and a solid pay (Siregar, 2022).
DeleteHi Ann, Superb explanation on Employee engagement and showcasing it on Sri Lankan context. Furthermore many academics believe that "work engagement" and "employee engagement" are two of the most important factors to consider while researching human resource development (Lee et al., 2016). Employee and job engagement are frequently thought of as similar terms due to their reciprocal dependence on the requirements of the job and the resources that are available (Bakker & Demerouti, 2007).
ReplyDeleteAgreed with you Vidura. The relationship between employee communication and organizational commitment is mediated by job engagement, according to data from a poll of Millennials (N = 539) in the United States, It is determined that when workers are motivated by their work, their loyalty to the company is increased and the likelihood that they will leave the company lowers. Furthermore, an argument is presented in light of the study’s findings that engagement and commitment operate in concert to strengthen EORs overall (Walden, Jung and Westerman, 2017).
DeleteAgreed & furthermore, A culture that values employee engagement encourages employees to strive for and realize their future vision by valuing the diversity of their talents and skills. Employee engagement is seen to be highly influenced by one factor, effective management among other factors (Chandani, et al., 2016) A talent management strategy including career planning, organizational support, and incentives can result in high engagement and reduced attrition levels in the organizations (Chandani, et al., 2016)
ReplyDeleteAgreed Farhan. In today’s free trade, every organization for viability needs high potentials workforce, Organizations require the best talent to thrive in the growingly intricate world economy (Wellins et al., 2008). Organizations all over the world are ostensibly moving toward practical talent management to fulfill organizational missions with prominence because, in the current downturn, human resources are seen as one of the most advantageous competitive modules, Despite the acknowledgment, there are still a lot of uncharted territory to be explored (Das, 2022).
DeleteAgree with blog post content. Additionally, one of the key terms in human resources is "employee engagement," which describes how enthusiastic, emotionally invested, and committed individuals are to the organization's mission, job, and performance (Smith, 2022). Employee engagement is deemed to be a crucial component for strengthening organizational sustainability and improving performance, according to a 2017 study by Kim and Parker. Any firm needs its employees to function effectively, but keeping them on board is difficult given the high levels of absenteeism and turnover that are now present ( Reijseger et al., 2017). Employee satisfaction leads to improved performance, and studies have proven a strong correlation between high levels of employee satisfaction and higher levels of productivity in the workplace (Thisera & Wijesundara, 2020).
ReplyDeleteThank you for commenting Dulakshi, Worker engagement, often known as employee engagement, is a concept in corporate management. Employee engagement is a quantifiable measure of an employee's emotional attachment, whether positive or negative, to their business, coworkers, and job, which has a significant impact on their readiness to learn and perform while at work (Shanmuga & Vijayadurai, 2014). Employee Engagement is a distinct and unique construct that consists of cognitive, emotional, and behavioural components that are associated with individual role performance (Saks, 2006). Work engagement is defined as a positive, fulfilling, work-related state of mind that is characterised by vigour, dedication, and absorption (Schaufeli et al., 2002).
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