Thilina D Jayasekara

  Employee engagement: Employee Engagement Through Motivation   Figure 1: Employee Engagement  Employee conduct will lead to organizational success (von Rosenstiel, 2011). The four factors that have a direct impact on volunteer work ethic are - Motivation, Strength, Acceptance of Role and Responsibility. These important behavioral and performance factors are outlined in the MARS model. If these stated factors are low, employees are unable to achieve the intended performance (McShane & Glinow, 2016). Employee awards and accreditation recognition system Employee inclusion in organizational goals and inclusion recommendations are required for high productivity, happy employees and reduced income (Safiullah, 2014) Figure 2: Non Financial Recognition  According to, (Silverman, 2004) Non-Financial Recognition is a program that rewards an employee in an organization during work hours or on termination of employment. It's an unusual way of being known, when a union that tries workers,

Source:www.dreamstime.com Models of E-Recruitment According to Ruel et al (2007), the web-based technology used by HRM Practice and Policies in Organizations is called the e-business system and e-recruitment also falls under this category. The model given in Figure 1 below shows an online model proposed by Ruel et al (2007). Job seekers, employers and ways to hire online websites, blogs, mediators, online groups. The 4 aspects of online employment are recommended by this model such as Initial Employment Strategy, Employment Objectives E, e-employment types, and e employment outcomes. Figure. 1. e-Recruitment model, adapted from Ruel et al.s (2004) [36] e-HRM Model. Initial Recruitment Strategy: there are three main strategies in which all parties are looking for candidates and these strategies are the Benefit Strategy, a powerful growth strategy and management strategy (Lee, 2005). Well-established organizations with mature growth profile strategies this has a common recruitment proce

  Employee Engagement Figure 1: Digital Work Place An organization equipped with more committed workers will satisfy the most dedicated employees in their work, which has resulted in very high productivity and an increase in staff income. Therefore, setting appropriate practices and structures to empower employee engagement is a priority for (Vance, 2006). Kompaso and Sridevi (2010) highlight 10 areas of focus when defining a platform for building the most efficient staff. Listed below,  1. Well-organized hiring process and boarding process   2. High commitment from senior leadership to low-level staff   3. Effective communication   4. Allowing the right level of freedom to work   5. Facilitate the resources needed to carry out the work   6. Incentives   7. Participate in a culture that encourages participation   8. Correct adjustment   9. Effective response loop   10. Training and development   I nvolvement of HRM and Practical context   Applying the above fact

  Employee Engagement and social media Figure 1: Employees Engagement and Social Media  Companies can have their own HR departments using social media to improve day-to-day operations at work. With the right platforms, employees can stay on top of activities, communicate effectively with team members and reduce the number of emails sent. Research from McKinsey shows that social media can increase productivity by up to 25% by including emails on social media. In addition, social HR can provide a platform for colleagues to praise their peers. When employees feel valued, and productivity and satisfaction increase. Encouraging efficient employees to share accomplishments, work experience and successful projects is an important step for them to find purpose in their work. By taking ownership of their efforts, team members can become more involved in the work while enhancing the organization's brand. LinkedIn posts highlighting an employee project can be shared and viewed by clie

  Challenges of Recruitment and Selection Figure 1: Employee Recruitment Depending on the size of the workplace, the type of role in which the appointment or selection is made, the challenges faced, and the perceived problems will vary. Below are some common challenges that organizations face. Figure 2: Highest-Impact Strategic Recruitment Challenges In some cases, the recruitment process will not offer graduates (Djabatey, 2012). So finding the best challenge at the right pool of applicants will be a challenge. In such a case, the nominee will be selected on behalf of a suitable candidate for the job. In such a case, the potential for learning and development of the candidate should be assessed by the organization (Djabatey, 2012). Also, candidates can keep in touch with employers on a regular basis, and baptism candidates who have difficulty finding skill sets look at multiple jobs at once (Rehman, 2012). Therefore, more effort should be made in such cases to persuade those individua

Motivation   Figure 1: Motivation  Motivation is described as the internal and external driving factors that enable an individual to accomplish certain tasks and attain specific goals. It is the psychological component of a person's conduct that motivates, maintains, and dictates it. [Duică, 2008: 142] Formalized paraphrase Incentives are frequently used by organizations to motivate their staff. How does personnel motivation affect a company's success? An employee with a high level of motivation seeks to self-improve, work hard on its skills, and update knowledge. He is constantly improving his qualifications, which means that it performs better than the others. Figure 2: Motivation for Performance However, motivation and activism cannot be considered as similar phenomena. Achieving a task successfully is not only motivation but also other factors. People are motivated but cannot perform if they do not have the skills to do the job. Motivation and skills are equally imp