The Importance Of Employee Enhancement

Performance Management is one of the most important functions in human resource management. It provides the context to link individual objectives with departmental targets, thus supporting and facilitating the attainment of departmental goals. Performance enhancement is a broad study, which correlates various concepts such as employee motivation, quality of work life, appraisal techniques, training needs and commitment towards the organization. Performance enhancement is an impartial rating on an employee’s excellence in matter pertaining to his present and to his potentialities for a better job. A performance enhancement is a process of evaluating the performance and qualifications of the job for which he is employed, for purposes of administration

Miller (2014), Employee engagement remains a major challenge for companies and organizations worldwide and an often elusive outcome even for those organizations who are already committed to achieving a high level of employee engagement and who already have employee engagement programs in place. One proven strategy that can provide a clear path to enhancing the level of employee engagement in any company or organization is to benchmark against the current “best practices” in employee engagement worldwide.

Although at times there appear to be differing opinions on exactly how to define employee engagement, an overall consensus to be as follows: Employee engagement is a desired outcome that occurs when workers feel a heightened mental and emotional connection to their jobs, their manager, their co-workers, and/or their organization and its mission. As a result, they are more dedicated and more willing to apply voluntary, discretionary effort to their work above and beyond the norm to help their organization

This is evident if one looks at the definitions forwarded for the term by three well-known research organizations in human resource area, let alone individual researchers. Below are the definitions: Perrin’s Global Workforce Study (2003) uses the definition “employees’ willingness and ability to help their company succeed, largely by providing discretionary effort on a sustainable basis.” According to the study, engagement is affected by many factors which involve both emotional and rational factors relating to work and the overall work experience. Gallup organization defines employee engagement as the involvement with and enthusiasm for work. Gallup as cited by Dernovsek (2008) likens employee engagement to a positive employees’ emotional attachment and employees’