Hr’s Contribution to Achieving Organisational Goals and Establishing (fostering?) Employee Commitment.

Work and Organisational Psychology

HR’s contribution to achieving organisational goals and establishing (fostering?) employee commitment.

Contents

Introduction 2

Analysis 3

Job Satisfaction Theories 3

Herzberg’s Two Factor Theory 3

Job Characteristic Model 4

Job Content Model 5

Social Information Processing Theory 5

Dispositional Theory 6

State of the Economy 7

Conclusion 8

Recommendation 8

Employee Engagement 8

The Significance of employee Engagement 8

Factors that Build Engaged Workforce 9

Working Environment 9

Relationship with Managers 9

Opportunities for Personal Growth 10

Bibliography 11

Introduction

One of the main goals for organisation is to be successful in the market through achieving higher profit, maintaining its high calibre staff, employee job satisfaction etc. To make these goals happen, it is essential the attitude of the employees is properly align with organisational goals and objectives. The organisation must also look at the commitment condition of the employees: if employees are engage in the purpose of the organisation as well as employees feeling satisfied with their jobs can help reduce absenteeism, labour turnover, lateness etc. It can also help lead to improve better performance at work which the organisation will also benefit through cost reduction and improvement in output of production in goods and services, which will helping the organisation to achieve its target results as well as achieving profits from employees performance, which is an ideal aim of the Human Resource contribution to achieving the organisation aims.

However, to achieve this goal, the presence of Human Resource practices is a great resource to the organisation. In (Tamkin, 2005) report, she talked about the chain of impact relative to Human Resources practices which can contribute to foster employee engagement and job satisfaction leading establishing employee commitment through training, development and career; management support, communication, Autonym etc. which can help lead to employee engagement and job satisfaction