Employee engagement remains a top concern for 2012
As a result of the 2008 financial crisis and its lingering effects on the market, companies have had to accomplish more with less, whether that is through utilizing human resource software or outsourcing other tasks.
However, much of the burden has fallen on employees, endangering productivity and worker engagement - a fact that a company's HR support center can't overlook, especially in light of a recent survey.
According to the State of HR survey from Speechly Bircham and King's College London, 70 percent of HR professionals said engagement was their top concern for 2012. Yet almost counter-intuitively, only 50 percent said they were planning to spend money on employee engagement initiatives, compared to 70 percent in 2011.
"This year’s survey finds that organisations are running significant risks with their employees in allowing higher workloads to erode well-being," said Stuart Woollard, director of King’s Management Learning Board and co-author of the survey. "This is both counterproductive from a productivity, quality and service perspective, and also a serious driver of employee disengagement and withdrawal."
Companies have adopted myriad approaches to remedying this problem, from increasing employee input in decision-making processes to implementing healthy living programs.
However, much of the burden has fallen on employees, endangering productivity and worker engagement - a fact that a company's HR support center can't overlook, especially in light of a recent survey.
According to the State of HR survey from Speechly Bircham and King's College London, 70 percent of HR professionals said engagement was their top concern for 2012. Yet almost counter-intuitively, only 50 percent said they were planning to spend money on employee engagement initiatives, compared to 70 percent in 2011.
"This year’s survey finds that organisations are running significant risks with their employees in allowing higher workloads to erode well-being," said Stuart Woollard, director of King’s Management Learning Board and co-author of the survey. "This is both counterproductive from a productivity, quality and service perspective, and also a serious driver of employee disengagement and withdrawal."
Companies have adopted myriad approaches to remedying this problem, from increasing employee input in decision-making processes to implementing healthy living programs.
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