HR Model to (Re-)Engage Employees


 
Organizational Commitment > Forum Log in

HR Model to (Re-)Engage Employees
HUGH BILLOT, Business Consultant, United Kingdom, Member
I have undertaken some research and written a paper explaining how disengagement is the principal cause of static productivity in the UK. The paper concludes with a new model of HR to re-engage employees, boost productivity and re-invent the need for more strategic HR.
Here is a short summary:
HR HAS BEEN UNSUCCESSFUL IN FULLY ENGAGING EMPLOYEES TO IMPROVE PRODUCTIVITY. If HR leaders do not change direction their future is bleak. A new direction should include becoming 'performance enhancers' working from the heart of the organisation, and:
  1. Promote excellence and continuous improvement.
  2. Ensure collaborative working and common alignment to corporate goals.
  3. Reduce focus on transactional activities to concentrate on strategic matters ...Sign up
 

 
Model to Engage Employees
Pearl Cruickshank, Manager, United States, Member
Hi Hugh, I am only in my first course of Doctoral studies in business HR specialization. I share the same thoughts that IN GENERAL HR IS NOT INVOLVED ...Sign up
 

 
Engagement Needs Leadership
David Wilson, Manager, Canada, Premium Member
Hi Hugh: I agree with your comments about HR not engaging employees.
I also believe EXECUTIVES need to show more leadership and provide considera...Sign up
 

 
The Role of the Responsible Line Manager
Marl van der Toorn, Manager, Netherlands, Moderator
As a business coach, I also see quite a few LINE MANAGERS who are incapable of adequately engaging their employees. Managers should develop people com...Sign up
 

 
HR Model to Re-engage Employee
Prof. Arup Barman, Professor, India, Premium Member
A nice attempt to develop this model of HRM to re-engage employees. Once employees are disengaged, it's really difficult to reengage them. For reengag...Sign up
 

 
Model to Re-engage Workforce
HUGH BILLOT, Business Consultant, United Kingdom, Member
Dear Professor Barman, I agree that EMPLOYEE RE-ENGAGEMENT IS A DIFFICULT PROCESS as an adversarial atmosphere will be present. These were conditions ...Sign up
 

 
Employee Involvement in Strategic Matters
James Antwi, HR Consultant, Swaziland, Premium Member
The HR - model to re-engage employees for higher productivity appears interesting.
To find practical approaches to employee engagement, we need t...Sign up
 

 
Human Resources Need to Be Facilitators
Ivan Kohlinsky, Management Consultant, United Kingdom, Member
HR is a necessary function, especially with all the legal and other requirements of a modern day business. But further 'Grandiosement' of HR since the...Sign up
 

 
More Accountabilities Needed
Richard, Canada, Member
@David Wilson: Totally agree with you David, we tend to give too many rights and not enough accountabilities....Sign up
 

 
HR Re-engagement Model
HUGH BILLOT, Business Consultant, United Kingdom, Member
@Ivan Kohlinsky: Agree with your comments on HR. My detailed paper recommends that HR PRACTITIONERS SPEND SOME TIME...Sign up
 

 
HR Only Facilitates and Designs the Engagement of Employees
Ahmad Sultan Abdulla, Consultant, Malaysia, Member
Whilst I agree a number of local companies do not make much effort in employee engagement, there are many multinational organisation who spent big bud...Sign up
 

 
HR - a Key Strategic People-centric Role
Rob Powys-Smith, Analyst, United Kingdom, Member
Hugh, remarkably, this echoes the central premise of an email I sent a Chief Detective Superintendent last night. HR (flippantly dubbed 'Human Remains...Sign up
 

 
Re-engagement Model for HRM
HUGH BILLOT, Business Consultant, United Kingdom, Member
Hi Rob, people are more than the most important asset as they, unlike most other assets which depreciate, effectively will increase in value if engage...Sign up
 

 
Re-Engagement of Employees
Youssef OUDRA, Coach, Morocco, Member
Thank you for the topic. My question is: which is more difficult:
1 - To engage those who already work in the company?
2 - To engage those w...Sign up
 

 
Peer Recruitment by Engaged Workforce
HUGH BILLOT, Business Consultant, United Kingdom, Member
Youssef, my view is simple, ONCE YOU HAVE AN ENGAGED WORKFORCE YOU BYPASS HR AND UNDERTAKE PEER RECRUITMENT. Existing employees will be better placed ...Sign up
 

 
HR Model to Reengage Employees
sugiarto, Consultant, Indonesia, Member
Hugh, I agree with you. Your HR model to reengage employees is very important to enhance staff performance and has a big effect on productivity. Thank...Sign up
 

 
Formative and Transformational Role of HR
Adrian Sandoval, Professor, Mexico, Member
Dear Hugh. I'm a business ethics professor at a Mexican university. In my course I place special emphasis on the need for HR TO HAVE A FORMATIVE AND T...Sign up
 

 
Create a Fair Working Environment to Keep Employees Engaged and Go Beyond Their Task
duong, Teacher, United States, Member
No matter how many tactics you use, people will see through it and will immediately try to figure out the most beneficial strategy for themselves.
...Sign up
 

 
HR Can Help by Feeling the Pulse of the Organisation
Ivan Kohlinsky, Management Consultant, United Kingdom, Member
@Hugh's method of getting real operational in depth company knowledge in HR by:
- HR placements 'deep in the c...Sign up
 

 
Belonging and Loyalty are the Main Things
ayman, Director, Egypt, Member
I agree with Duong about treating people fairly for opportunities and also for accountability issues, involving them in decision making that is affect...Sign up
 

 
Attitude Surveys as a Tool for Re-engagement
HUGH BILLOT, Business Consultant, United Kingdom, Member
Ivan, ATTITUDE SURVEYS can be very valuable and I have used them in the past. Managers sometimes have to swallow hard where they are criticized and wi...Sign up
 

 
HR is the Problem
Tom Wilson, HR Consultant, United States, Member
The purpose of HR has developed since the 1960s to advance the agenda of the executive suite and to co-opt, if not suppress,
 

 
Isn't Using the Term HR a Bad Start as Regards Showing That People Matter?
Ivan Kohlinsky, Management Consultant, United Kingdom, Member
Tom, I used to work (a long time ago) with many colleagues who were still fighting the Vietcong (in mental attitude that is/'inside') when on a manage...Sign up
 

 
Alternate Model to Engage… the Organisation
Cesar, Teacher, Mexico, Member
I agree with you all... But we are only talking of employees results. I know we contract them for being productive, for giving results... But what do ...Sign up
 

 
Employees ARE Engaged
Gary Wong, Consultant, Canada, Premium Member
I’m offering a different perspective. Employees are engaged.
The problem is that HR looks through the lens of a traditional top-down hierarchical...Sign up
 

 
Conflict IS Engagement
Gary Wong, Consultant, Canada, Premium Member
Here’s my contrary opinion to #4 re eliminating conflict. If the company and HR believe in promoting DIVERSITY, then conflict should be encouraged. An...Sign up
 

 
Book: Principle-Centered Leadership
Gary Wong, Consultant, Canada, Premium Member
@Cesar: There is a book:
 

 
HR as Ethnographers
Gary Wong, Consultant, Canada, Premium Member
I agree HR’s new direction should include becoming 'performance enhancers' working from the heart of the organisation. However, I feel the 7 points li...Sign up
 

 
Stories as Pixels
Gary Wong, Consultant, Canada, Premium Member
@HUGH BILLOT: I too have struggled with attitudinal surveys using Likert “strongly agree” scales. A less gut-wrench...Sign up
 

 
Gulati's 3P Framework
Jaap de Jonge, CEO, Netherlands, Editor
Also take a look at Gulati's 3P Framework for Employee Empowerment and ...Sign up
 

 
HR is FUNCTIONALLY the Problem: Renaming HR is Window Dressing
Tom Wilson, HR Consultant, United States, Member
@Ivan Kohlinsky: As Lincoln observered, renaming the tail of the dog doesn't create a dog with five legs.
As ...Sign up
 

 
HR Model to Re Engage Employee
Ahmad Sultan Abdulla, Consultant, Malaysia, Member
@Tom Wilson: You must have had some very bad experience with HR. I am an HR professional, and I never see my self a...Sign up
 

 
Process Theology
Tom Wilson, HR Consultant, United States, Member
@Ahmad Sultan Abdulla: Are you familiar with the phrase "Be All You Can Be"? Frank Burns was the guy who coined the...Sign up
 

 
Re-engagement of HRM
HUGH BILLOT, Business Consultant, United Kingdom, Member
Response to @process theology. The 'old ways' may work well today. I am a fan of Frederick Winslow Taylor, the foun...Sign up
 

 
Applicable KPI for Engagement
Fattah Peiravian, CEO, Iran, Member
I agree with you, Hugh. We are trying to find the best KPI just depending on engagement…
What’s your results or opinion about the best KPI in thi...Sign up
 

 
Dissect the Functions That HR Carries Out
Ivan Kohlinsky, Management Consultant, United Kingdom, Member
@Tom Wilson. If Trump looked at the HR function, he'd probably look at the functions (and usefulness) that it performed and close it down:
- Anyt...Sign up
 

 
Engagement KPIs
HUGH BILLOT, Business Consultant, United Kingdom, Member
@Fattah Peiravian: Without doubt the best KPI is Gross Profit per Employee (i.e. before tax and any special adjustm...Sign up
 

 
Gaming the Engagement / Performance KPI
Gary Wong, Consultant, Canada, Premium Member
@HUGH BILLOT: Is it really fair to employees to have their performance based on a number they cannot directly contr...Sign up
 

 
Employee Engagement Through Communication
Prof. Arup Barman, Professor, India, Premium Member
Communication is deeply embedded in the culture. In any organisation, its culture has a strong connection with its members' communication. Communicati...Sign up
 

 
Gaming the Engagement
HUGH BILLOT, Business Consultant, United Kingdom, Member
@Gary Wong: These measures are too soft in my opinion. If employers and employees want more and to do that they can...Sign up
 

 
Listen if You Want to Engage and Motivate
Maurice Hogarth, Consultant, United Kingdom, Member
“HR” mean different things to different people as we see here.
Many of the requirements stated in these responses are, to me, line management fun...Sign up
 

 
Different Economic Paradigms
Gary Wong, Consultant, Canada, Premium Member
@HUGH BILLOT: Correct me if I'm wrong but I understand you are coming from a Scientific Management approach that pr...Sign up
 

 
Philosophy of HR Re-engagement Model
HUGH BILLOT, Business Consultant, United Kingdom, Member
Hi Gary, I agree with the general view that if HR practitioners through their work erode the role of the line manager then both lose and the organisat...Sign up
 

 
 


Special Interest Group Leader

Organizational Commitment
Summary
Forum
Best Practices

Expert Tips

Resources



About 12manage | Advertising | Link to us / Cite us | Privacy | Suggestions | Terms of Service
© 2018 12manage - The Executive Fast Track. V15.0 - Last updated: 19-12-2018. All names ™ of their owners.