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<strong><em>A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning.</em></strong></div>
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<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
<div style="text-align: center;">
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In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
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They consistently and consciously work to bring a positive difference at work becoming effective brand ambassadors for their organisations. Engagement is the key to any relationship, be it professional or personal. No relationship is fruitful or joyful in its absence.</div>
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Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.</div>
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A 2016 report published by the US based international management consulting firm Gallup shows that a staggering 87 percent of employees worldwide are not engaged. According to the report titled “The Worldwide Employee Engagement Crisis”, many companies are experiencing the crisis of engagement but aren’t aware of it. Gallup’s study has found that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.</div>
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Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
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It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
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If we relate its importance from an employee’s perspective, working for an organisation with a not-engaged mindset for a person is even more stressful, and this situation will ultimately spoil his/her mental and physical health. So, enhancing people engagement is the responsibility of both employer and employees.</div>
<div>
<hr />
<p>
<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
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<strong><em>A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning.</em></strong></div>
<div style="text-align: center;">
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<div>
<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
<div style="text-align: center;">
</div>
<div>
In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
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They consistently and consciously work to bring a positive difference at work becoming effective brand ambassadors for their organisations. Engagement is the key to any relationship, be it professional or personal. No relationship is fruitful or joyful in its absence.</div>
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Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.</div>
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A 2016 report published by the US based international management consulting firm Gallup shows that a staggering 87 percent of employees worldwide are not engaged. According to the report titled “The Worldwide Employee Engagement Crisis”, many companies are experiencing the crisis of engagement but aren’t aware of it. Gallup’s study has found that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.</div>
<div>
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Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
<div>
</div>
<div>
It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
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If we relate its importance from an employee’s perspective, working for an organisation with a not-engaged mindset for a person is even more stressful, and this situation will ultimately spoil his/her mental and physical health. So, enhancing people engagement is the responsibility of both employer and employees.</div>
<div>
<hr />
<p>
<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
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Notice (8): Trying to access array offset on value of type null [APP/View/MagazineArticles/view.ctp, line 54]
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<strong><em>A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning.</em></strong></div>
<div style="text-align: center;">
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<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
<div style="text-align: center;">
</div>
<div>
In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
<div>
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<div>
They consistently and consciously work to bring a positive difference at work becoming effective brand ambassadors for their organisations. Engagement is the key to any relationship, be it professional or personal. No relationship is fruitful or joyful in its absence.</div>
<div>
</div>
<div>
Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.</div>
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A 2016 report published by the US based international management consulting firm Gallup shows that a staggering 87 percent of employees worldwide are not engaged. According to the report titled “The Worldwide Employee Engagement Crisis”, many companies are experiencing the crisis of engagement but aren’t aware of it. Gallup’s study has found that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.</div>
<div>
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Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
<div>
</div>
<div>
It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
<div>
</div>
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If we relate its importance from an employee’s perspective, working for an organisation with a not-engaged mindset for a person is even more stressful, and this situation will ultimately spoil his/her mental and physical health. So, enhancing people engagement is the responsibility of both employer and employees.</div>
<div>
<hr />
<p>
<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
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<strong><em>A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning.</em></strong></div>
<div style="text-align: center;">
</div>
<div>
<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
<div style="text-align: center;">
</div>
<div>
In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
<div>
</div>
<div>
They consistently and consciously work to bring a positive difference at work becoming effective brand ambassadors for their organisations. Engagement is the key to any relationship, be it professional or personal. No relationship is fruitful or joyful in its absence.</div>
<div>
</div>
<div>
Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.</div>
<div>
</div>
<div>
A 2016 report published by the US based international management consulting firm Gallup shows that a staggering 87 percent of employees worldwide are not engaged. According to the report titled “The Worldwide Employee Engagement Crisis”, many companies are experiencing the crisis of engagement but aren’t aware of it. Gallup’s study has found that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.</div>
<div>
</div>
<div>
Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
<div>
</div>
<div>
It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
<div>
</div>
<div>
If we relate its importance from an employee’s perspective, working for an organisation with a not-engaged mindset for a person is even more stressful, and this situation will ultimately spoil his/her mental and physical health. So, enhancing people engagement is the responsibility of both employer and employees.</div>
<div>
<hr />
<p>
<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
</div>
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include - APP/View/MagazineArticles/view.ctp, line 54
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<div>
<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
<div style="text-align: center;">
</div>
<div>
In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
<div>
</div>
<div>
They consistently and consciously work to bring a positive difference at work becoming effective brand ambassadors for their organisations. Engagement is the key to any relationship, be it professional or personal. No relationship is fruitful or joyful in its absence.</div>
<div>
</div>
<div>
Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.</div>
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</div>
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A 2016 report published by the US based international management consulting firm Gallup shows that a staggering 87 percent of employees worldwide are not engaged. According to the report titled “The Worldwide Employee Engagement Crisis”, many companies are experiencing the crisis of engagement but aren’t aware of it. Gallup’s study has found that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.</div>
<div>
</div>
<div>
Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
<div>
</div>
<div>
It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
<div>
</div>
<div>
If we relate its importance from an employee’s perspective, working for an organisation with a not-engaged mindset for a person is even more stressful, and this situation will ultimately spoil his/her mental and physical health. So, enhancing people engagement is the responsibility of both employer and employees.</div>
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<strong><em>A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning.</em></strong></div>
<div style="text-align: center;">
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<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
<div style="text-align: center;">
</div>
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In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
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They consistently and consciously work to bring a positive difference at work becoming effective brand ambassadors for their organisations. Engagement is the key to any relationship, be it professional or personal. No relationship is fruitful or joyful in its absence.</div>
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Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.</div>
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A 2016 report published by the US based international management consulting firm Gallup shows that a staggering 87 percent of employees worldwide are not engaged. According to the report titled “The Worldwide Employee Engagement Crisis”, many companies are experiencing the crisis of engagement but aren’t aware of it. Gallup’s study has found that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.</div>
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Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
<div>
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It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
<div>
</div>
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If we relate its importance from an employee’s perspective, working for an organisation with a not-engaged mindset for a person is even more stressful, and this situation will ultimately spoil his/her mental and physical health. So, enhancing people engagement is the responsibility of both employer and employees.</div>
<div>
<hr />
<p>
<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
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<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
<div style="text-align: center;">
</div>
<div>
In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
<div>
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<div>
</div>
<div>
Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.</div>
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A 2016 report published by the US based international management consulting firm Gallup shows that a staggering 87 percent of employees worldwide are not engaged. According to the report titled “The Worldwide Employee Engagement Crisis”, many companies are experiencing the crisis of engagement but aren’t aware of it. Gallup’s study has found that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.</div>
<div>
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Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
<div>
</div>
<div>
It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
<div>
</div>
<div>
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<div>
<hr />
<p>
<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
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<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
<div style="text-align: center;">
</div>
<div>
In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
<div>
</div>
<div>
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<div>
</div>
<div>
Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.</div>
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A 2016 report published by the US based international management consulting firm Gallup shows that a staggering 87 percent of employees worldwide are not engaged. According to the report titled “The Worldwide Employee Engagement Crisis”, many companies are experiencing the crisis of engagement but aren’t aware of it. Gallup’s study has found that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.</div>
<div>
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Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
<div>
</div>
<div>
It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
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If we relate its importance from an employee’s perspective, working for an organisation with a not-engaged mindset for a person is even more stressful, and this situation will ultimately spoil his/her mental and physical health. So, enhancing people engagement is the responsibility of both employer and employees.</div>
<div>
<hr />
<p>
<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
</div>
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<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
<div style="text-align: center;">
</div>
<div>
In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
<div>
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<div>
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<div>
Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.</div>
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Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
<div>
</div>
<div>
It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
<div>
</div>
<div>
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<div>
<hr />
<p>
<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
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Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
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It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
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If we relate its importance from an employee’s perspective, working for an organisation with a not-engaged mindset for a person is even more stressful, and this situation will ultimately spoil his/her mental and physical health. So, enhancing people engagement is the responsibility of both employer and employees.</div>
<div>
<hr />
<p>
<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
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A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning.
BY BHUBAN RAJ JOSHI
In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.
They consistently and consciously work to bring a positive difference at work becoming effective brand ambassadors for their organisations. Engagement is the key to any relationship, be it professional or personal. No relationship is fruitful or joyful in its absence.
Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.
A 2016 report published by the US based international management consulting firm Gallup shows that a staggering 87 percent of employees worldwide are not engaged. According to the report titled “The Worldwide Employee Engagement Crisis”, many companies are experiencing the crisis of engagement but aren’t aware of it. Gallup’s study has found that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.
Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.
It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.
If we relate its importance from an employee’s perspective, working for an organisation with a not-engaged mindset for a person is even more stressful, and this situation will ultimately spoil his/her mental and physical health. So, enhancing people engagement is the responsibility of both employer and employees.
The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal
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<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
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In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
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Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.</div>
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Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
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It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
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If we relate its importance from an employee’s perspective, working for an organisation with a not-engaged mindset for a person is even more stressful, and this situation will ultimately spoil his/her mental and physical health. So, enhancing people engagement is the responsibility of both employer and employees.</div>
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<hr />
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<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
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In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
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They consistently and consciously work to bring a positive difference at work becoming effective brand ambassadors for their organisations. Engagement is the key to any relationship, be it professional or personal. No relationship is fruitful or joyful in its absence.</div>
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Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.</div>
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A 2016 report published by the US based international management consulting firm Gallup shows that a staggering 87 percent of employees worldwide are not engaged. According to the report titled “The Worldwide Employee Engagement Crisis”, many companies are experiencing the crisis of engagement but aren’t aware of it. Gallup’s study has found that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.</div>
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Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
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It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
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If we relate its importance from an employee’s perspective, working for an organisation with a not-engaged mindset for a person is even more stressful, and this situation will ultimately spoil his/her mental and physical health. So, enhancing people engagement is the responsibility of both employer and employees.</div>
<div>
<hr />
<p>
<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
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In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
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Contrary to this, disengaged employees hardly adopt the organisational purposes, neither are they poised to go the extra mile for success. If the problems related to their disengagement are not addressed in time, such employees are further likely to be turned into the “Actively Disengaged” category of people within the institution, ultimately seriously damaging the brand of the organisation. They will spread negativity about the products or services of their employers and they tend to destroy the work atmosphere of the organisation.</div>
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A 2016 report published by the US based international management consulting firm Gallup shows that a staggering 87 percent of employees worldwide are not engaged. According to the report titled “The Worldwide Employee Engagement Crisis”, many companies are experiencing the crisis of engagement but aren’t aware of it. Gallup’s study has found that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.</div>
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<hr />
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<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
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</div>
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<hr />
<p>
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<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
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It should be taken from a holistic perspective. A conscious and consistent people management approach with empathy on top is necessary for effective HR functioning. Equal deliberation on each HR component is a must to enhance employee engagement as it is the ultimate outcome of all combined efforts. HR professionals should focus more on creating employee experience at each stage of HR processing. This is because each element of HR contributes to boost employee engagement to the next level.</div>
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<div>
<hr />
<p>
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<span style="font-size:12px;"><strong>BY BHUBAN RAJ JOSHI</strong></span></div>
<div style="text-align: center;">
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In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
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Engagement is not a one time or a one-shot affair of people management. Limiting employee engagement to staff picnics, birthday celebrations or weekend fun kind of activities would not be sufficient for organisational purposes.</div>
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<div>
<hr />
<p>
<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
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In this highly competitive world, the level of employee engagement determines the success of any organisation. In a true sense, a highly engaged workforce translates to productive human resource. Only a fully engaged workforce can yield superior performance, and most importantly the workforce always contributes to establishing and enhancing greater organisational culture which is the prominent base from which to attract and retain talent in any institution. Moreover, people who are highly engaged have an emotional commitment and a sense of belongingness to their work.</div>
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<hr />
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</div>
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A 2016 report published by the US based international management consulting firm Gallup shows that a staggering 87 percent of employees worldwide are not engaged. According to the report titled “The Worldwide Employee Engagement Crisis”, many companies are experiencing the crisis of engagement but aren’t aware of it. Gallup’s study has found that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.</div>
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<div>
<hr />
<p>
<span style="font-size:12px;"><em>The author is General Manager-HR at United Distributors Nepal, a Vishal Group company, and Advisor at Human Resources Society Nepal</em></span></p>
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'created' => '0000-00-00 00:00:00',
'homepage' => true,
'modified' => '2017-07-08 14:39:34'
),
'User' => array(
'password' => '*****',
'id' => '22',
'user_detail_id' => '1',
'group_id' => '24',
'username' => 'kishor.bam@newbusinessage.com',
'name' => '',
'email' => 'kishor.bam@newbusinessage.com',
'address' => '',
'gender' => '',
'access' => '1',
'phone' => '',
'access_type' => '0',
'activated' => false,
'sortorder' => '0',
'published' => '0',
'created' => '2018-11-30 10:47:22',
'last_login' => '2019-06-09 10:32:40',
'ip' => '202.63.242.112'
),
'MagazineArticleComment' => array(),
'MagazineView' => array(
(int) 0 => array(
'magazine_article_id' => '2410',
'hit' => '2638'
)
)
)
$current_user = null
$logged_in = false
$xml = false
simplexml_load_file - [internal], line ??
include - APP/View/Elements/side_bar.ctp, line 133
View::_evaluate() - CORE/Cake/View/View.php, line 971
View::_render() - CORE/Cake/View/View.php, line 933
View::_renderElement() - CORE/Cake/View/View.php, line 1224
View::element() - CORE/Cake/View/View.php, line 418
include - APP/View/MagazineArticles/view.ctp, line 279
View::_evaluate() - CORE/Cake/View/View.php, line 971
View::_render() - CORE/Cake/View/View.php, line 933
View::render() - CORE/Cake/View/View.php, line 473
Controller::render() - CORE/Cake/Controller/Controller.php, line 968
Dispatcher::_invoke() - CORE/Cake/Routing/Dispatcher.php, line 200
Dispatcher::dispatch() - CORE/Cake/Routing/Dispatcher.php, line 167
[main] - APP/webroot/index.php, line 117
