Most-successful organizations employ highly-motivated and highly-engaged employees. The company is focused, and everyone in the team shares a common vision and goals. The employee engagement works with the general levels of employees' motivation, and voice of employees as internal customers of the company, their commitments, beliefs and it links results with the productivity. Engagement is about the commitment of employees to reach challenging goals, finding ways to change the way the company works and reach personal satisfaction from the job being done. The high-performance organizations recognized that the engaged employee gives to the organization more than just pure content of the job description. The high-performance organizations measure the temperature in the company using various simple to highly complex employee opinion surveys. They invest into employees, and they find smart ways how to attach people to the organization. Additionally, the motivation of employees is one of crucial responsibilities of Human Resources (HR has to design tools for leaders and managers). HR cannot miss motivation, and engagement of employees in general and long term HR Goals and Objectives. On the other hand, the loyalty and engagement of employees are decreasing in the current post-financial crisis world. Having engaged employees is a key success factor to building the sustainable and highly productive organization.


Engagement is about checking levels of commitment to shared goals, vision and mission. It is about taking whatever steps are necessary to gain the highest levels of motivation. High level of motivation is the ultimate goal for business-driven Human Resources Management function in the company.

Today, all organizations face the issue of decreasing loyalty and engagement of employees. However, this is not a game, which has just one player. Most employees just act as the company does. In the end, the organization suffers from a lack of productivity and performance. It does not lose the know-how, but loses hearts and brains of employees. Improving the engagement of employees is a mission critical long term goal for Human Resources.

Increasing engagement requires a bunch of interconnected activities from Human Resources. There is no single activity; there is no standard best practice or the list of recommended employee engagement activities.

HR has to measure the temperature in the organization. It is always a good beginning to understanding where the organization and teams within in stand. HR can choose from many employee opinion surveys. HR has to choose the opinion survey that fits the requirements. The complex surveys take a long time to fill, but the results are detailed, and most trouble areas are discovered.

HR has a simple objective. It has to lead the initiative to analyze the results of an opinion survey. It has to push managers to set up the action plans for individual departments. It has to design the company-wide action plan for cross-functional issues.

HR cannot solve the issue of the low loyalty on its own. It does not manage employees directly. However, HR designs the framework for the people management in the organization. It starts with the recruitment and selection procedures, internal promotions, job grading system, performance management or pay system. These processes and procedures need to be evaluated, because they can be a significant risk. Loyalty of employees is not influenced by a single piece; it is a complicated and complex system.

HR cannot avoid the significant theme of employee engagement in strategic HR Goals and Objectives. It has to find ways how to incorporate the top management into an arduous job of increasing loyalty of employees. The high-performance company needs to measure the internal temperature; without knowing emotions of employees it cannot reach higher levels of productivity and performance.





HR below the line

Goals, Goals, Goals!

Setting the right goals and objectives is the true art of the leadership. Human Resources trains managers and leaders how to set the targets for departments and employees. It manages the process so that all targets are aligned with the vision of the organization and follow the same approved principles.

However, Human Resources forgets to set the objectives for Human Resources Department. Just as the inspiration, you can find Goals and Objectives examples for the HR Business Partner, Recruitment and Staffing, Compensation and Benefits, Training and Development, Succession Planning, Leadership Development, HR Social Media, Employee Retention and HRIS.

The goals and objectives should be taken as examples. They are not the real targets to be used as they are provided. They just inspire. They help building the modern Human Resources Management Function in the company. Do not follow them blindly.

About Creative HRM

Human Resources Management is an essential business function in organizations that gain the sustainable competitive advantage. The development of Human Resources Management Practices and Procedures is an important way to reach targets and growth. HRM always start with the introduction of basic HR Management Policies, and it develops into the Leadership Development, sophisticated Compensation and Benefits, Organization Design, Performance Management and Career and Succession Planning.

creative HRM is a personal informational project focused on the description of latest trends in Human Resources Management. HR is a quickly developing business function, and new HR trends or procedures occur often. However, the implementation of new trends is difficult, and we should learn from mistakes and successes of others. Connect and stay connected.

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