1. INTRODUCTION The purpose of submitting this report is that a critical review have been done on the journal ' The impact of employee motivation on organizational performance (A study of some selected firms in Anambara State Nigeria), which is using primary data for the research. Employee motivation is a widely researched area. This is due to the positive effects motivation has on organizations and their performance. Research shows that motivated employees tend to display more positive work attitudes than employees who are not motivated.
There is an increasing body of evidence that makes the case for solid employer brand management. From an organization's point of view, an employer brand encapsulates the key qualities current and prospective employees associate with you as an employer. These qualities can be economic (remuneration), functional (training and skills) or psychological (such as a sense of identity or status). As an organization, whether you've taken the time to define it or not, you have an employer brand. What are the benefits of building a good employer brand?
(2008) in their research work presents the relationship between employer branding and organization fit. Then authors also investigate the process of developing effective employer brand intervention through a case study and found the need for a strong HR and Communication is most effective strategy of employer brand. Gaddam, S. (2008) suggests that by creating brand images employers can overcome the struggle to differentiate themselves in both internal and external environment. 'Employer branding' is also very prominent in the Human Resource Management (HRM) field and acts as one of the communication magic tools for acquiring and retaining the talent in this fast changing technological era. Author further discusses different factors like psychological motives, organizational cultures, values and branding strategies, which influence the HR executives to attract and retain the employees in the organization.
A review of research conducted by Ruyle, Eichinger & De Meuse (2009) identified the following 11 main factors that affect Employee Engagement: 1. Strategic Alignment – the employees work aligned with the business strategy 2. Trust in Senior Leadership – Employees believe in, trust and follow senior leaders 3. Immediate Manager Working Relationship – the quality of the management team directly impacts the performance and retention of employees 4. Peer Culture – effective peer relationships leads to highly engaged, productive employees and drives organisation performance 5.
A considerable development in the takeaway businesses is seen as a consequence of this ease (Ruddick 2015). Though, if the consumers not served well and are not satisfied, do not orders from the same place return? The perception of empowerment had appeared from particular views that were established in ordered to give high quality of service to the consumers (Honold 1997). This study is focused to observe the effects of employee empowerment on job satisfaction, motivation and turnover intentions: a comparative study of Indian and UK takeaway
Engaged employees will stay with the company, normally perform better and be more motivated they form emotional connection with the company and create sense of loyalty in a competitive environment (8), employee engagement builds passion, commitment and alignment with the organization's strategies and goals and Increases employees‟ trust in the organization (9) A highly engaged employee will consistently deliver beyond expectations (10). Researchers have shown that there are some critical factors which lead to Employee engagement such as Respectful Treatment of Employees, Empowerment, Equal Opportunities and Fair Treatment and Pay and Benefits (11). When an employee gets positive
1.1 INTRODUCTION: This study is designed to access the impact of employer branding in recruitment. Employer branding is the process of promoting a company or an organization by attracting the right employees and maintaining their commitment which will lead to future success of any ambitious organization. Simply it means that the ability to attract, select, engage and keep right people for building and supporting the customer brand. Apart from products, goods and capital it is the employees who are the biggest asset of an organization. They are the human side of a company, which create products and services that attracts customers.
Today one of the main challenges is to attract and retain the most talented people to the executive levels (Cappelli, 2008). The purpose of this assignment is to gain a deep understanding and explanation of what the definition of talent management means by reviewing the literature. It will also describe the challenges that organisations face with attracting and retaining talented employees. Finally a comprehensive model of talent management will be developed and discussed where a conclusion will then follow. 2.
Branding was used in the first place to differentiate tangible products, but over years it has been applied to differentiate people and firms (Peter, 1999). Furthermore, employer brand construct is originated by Ambler & Barrow (1996), as they stated that focusing on the behaviors of the organization and its values is important for attracting and retaining employees and help organizations to be employer of choice (Sullivan, 2004). Consequently, it was argued by many scholars that employer brand highlights the characteristics of the organization within and outside the firm (e. g. Backaus & Tikoo, 2004; Berton et al., 2005; Chhabra & Sharma, 2011), and has a significant role in attracting employees. Also, Conference Board (2001) indicates that employer brand defines the identity of the firm as an employer; moreover, Ritson (2002) mentioned some advantages of having strong employer brand, such as, employee acquisition cost reduction, increased retention of employees , improving employee relations and organizational attraction (Davies, 2007; Mark & Toelken,
EMPLOYEE ENGAGEMENT Employees play a big role towards smooth operation and growth of an organisation, which makes them an important asset to the organisation. It’s important for an organisation to interact and understands its employee’s needs so as to keep them happy so that one gives their 100% at work. Gone are the days when employees were looked at merely as a part of a machine and all of their demands for a better workplace were neglected. Today they are observed as an important team member of an organization. To strengthen relations between the organization and its employees, it’s important to consider employee engagement as which help provide all the organization’ employees a say at what they are responsible for.