Human Relations

Human Relations
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Human Relations
This work provides an overview of the employee’s engagement and job satisfaction, the employee’s attachment initiatives, job gratification, and the general organizational culture. It again tackles the implications that the author’s findings have on the human relations at the workplace. This paper will check on the significance of the management team and the human resource in employee engagement and job satisfaction. I will also check into the connections between the article and the textbook ideas on the employee involvement and job fulfillment through to the organizational culture.
Engagement and Job Relish
Employee satisfaction is how the employees themselves are satisfied with what they do in an organization and can be determined by the employee satisfaction survey. It is clear from the article that the business leaders feel that the benefit of employee engagement is not actualized and at the same time CEO site this among the top global business strategy. Since this is a big deal among the business leaders, they have considered this as a challenge and, therefore, invested in it to support the fast- thriving business environment. The whole ideas have challenges, and the remedy to be taken has been defined in the article.
The author’s ideas on the employee engagement initiatives involve the employer having a more precise work that bears a lot of focus that aims at reducing the general workload (Paul, 2016). The employers should have an increased emphasis on alignment, have a focused plan on education with the aim of execution, to focus significantly on transparency through the newly established communication approaches.

According to the author, the employer should leverage the experienced talent.
To change how things have been handled culturally in the past, the employer through the Human relations will ensure a well-redesigned work, have a way of exploring new methods of strategic planning, have well enabled and properly coordinated HR practices. On top of these, the employers will also have an exploration of the latest techniques of a strategic plan to help these organizations stay relevant.
According to the author, Human relations play a vital role in realizing the laid down strategies of job satisfaction and at the same time ensuring the employees are retained and engaged. It is the human resource department that determines the failure or success of the organization.
Employee engagement is a clear organizational plan that is documented in the books and different journals. The two conform as both are to ensure the customer receives the best treatment and the company’s success in the long run. Both the book and the journal advocate for the better practices that are aimed at retaining the employees at the workplace through the Human resource department.
Conclusion
Through the article, I have learned about the challenges in sustaining employees to ensure job satisfaction, an alternative way of tackling these challenges through the stipulated actions to be taken and I will apply the skills learned here in future to ensure job satisfaction as HR manager.
Reference
Paul, K. (2016). Sustaining Employee Engagement and Job Satisfaction.