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HRM 635 Topic 5 DQ 1

Sample Answer for HRM 635 Topic 5 DQ 1 Included After Question

Topic 5 DQ 1 

Why is employee engagement an important strategy to foster within an organization? What experience have you had or what examples have you seen or heard about that have helped foster a culture of engagement? Share one strategy that you believe can foster an engaging environment in the workplace. 

A Sample Answer For the Assignment: HRM 635 Topic 5 DQ 1

Title: HRM 635 Topic 5 DQ 1

One of the company or organization I previously worked for by the name of Care Core/Evicore was a company that totally made their employees feel welcome from the very day. The company allow new hires to go through a four-week orientation and make sure tha every new hire have the training they need, the support and all the necessary tools that require to do their job. During the training the training staff, if your team members and your supervisor are very supportive and committed. According to research, findings show that an engaging work environment is comprised of many different factors. And while the rankings and impact of each factor varies from individual to individual, all must be present to some degree for an employee to feel the sense of well-being that leads to higher levels of performance and satisfaction. 

During training and moving forward as a regular employee your job was to talk to many different insurance companies and provide prior authorization and making sure that patient meet all medical necessity. During this, the company had the calls monitor and recorded and the auditors will listen to your calls to let you know what you did good and what you did wrong. 

Employees that score 100% on their calls was entitle to additional hour lunch break, a day off, employee of the month. 

When a company values their employees and make their employees feel like they are appreciated then employees will stay committed to the company and constantly do what they are required to. In the meantime, your supervisor and auditors provide feedback on your performance and you were recognized for improvements and your good customer service. Although the workload is heavy because the amount of calls you get but the company give their employees meaningful feedback on a regular basis. Being clear about goals and expectations, and helping employees see how their work matters to the organization. Rewarding, recognizing and appreciating your employees in a fair and consistent ways and giving employees opportunities for growth and development. And providing more opportunities for the employees to advance instead of being stuck in a position for so long. 


Employee engagement is an important strategy to foster within an organization because without it, HR will be in a constant state of hiring and scratching their heads as to why they can’t seem to retain their employees. Although employee engagement is important, there are other areas of importance that also need to be looked after by HR as well, such as the salary comparison research, satisfaction and employee burn-out. Per Fletcher, Alfes & Robinson, “…an integrated perspective that considers both cognition and affect is needed in order to fully understand why organizational factors, such as T&D relate to important employee outcomes, such as retention” (2016). 

Many years ago, I worked in retail management within the hoke improvement industry. The HR frequently got burnt out and we saw a different HR Manager every few months. We finally met an HR Manager who had a very different approach than the previous managers. The HR Manager engaged with employees on the sales floor, created exciting events which increased employee engagement on their breaks, lunches and at our all team meetings. The HR Manager brought us managers into her office to discuss how to properly prepare monthly, quarterly and annual feedbacks with our team members to ensure we align their professional goals with supportive actions and ensure we are staying on the same page as our team members on a continuous basis. We had never had such an engaged and empowering HR Manager previously and our team truly became stronger together through her leadership. Per Fletcher, Alfes & Robinson: “Intended practices, as developed by the HRM department, capture an organization’s strategic HRM intentions. They are typically interpreted by various line managers, who implement these HRM practices in their day-to-day work with employees” (2016). The change in our HR Management tactics positively affected our entire team, and we saw retention increase and employees became interested in our organizational goals like never before. Our younger employees even became interested when their managers and upper leadership took the time to ask them what they thought of various policies, goals and initiatives across the store. Our team meeting turned into a celebration of success stories following the first quarter of our new HR Manager’s professional development of the management team, which then positively affected each individual team member as well. 


Fletcher, L., Alfes, K., & Robinson, D. (December 2016). The relationship between perceived training and development and employee retention: the mediating role of work attitudes. The International Journal of Human Resource Management. 

Employee engagement is one of the maximum critical signs in gauging work pride. Employees nowadays need to be concerned about their work, obsessed with the enterprise they work for, have a feel of belonging, and be afforded flexibility around schedules and location. Despite worker engagement being considered wonderful company-wide, most personnel are disengaged at work. When personnel is engaged, they may be much more likely to make investments within their work, resulting in a better labor fine. An engaged worker has a wonderful mindset closer to the enterprise and its values (Parent & Lovelace, 2019). In contrast, a disengaged worker can also additionally vary from a person doing the bare minimum at work as much as a worker who is actively destroying the organization’s work output and reputation. Employee engagement has also synonymous with principles like worker pride and the worker experience, which is greater approximately the whole worker adventure from hiring to once they go away from their job. Active personnel who are satisfied and devoted to their work are more significant than only a paycheck; the willpower closer to their employers and function makes them captivated with their work, which is regularly meditated on their outcomes (SHRM, 2019). Employee verbal exchange stays the maximum critical device to broaden sturdy operating relationships amongst personnel and improve productiveness rates. Companies that provide clean, specific verbal exchange can rapidly construct accepted as accurate amongst personnel. Communication is likewise key to placing clean expectations. When personnel lacks hints approximately what is predicted of them, they will not realize precisely what they want to do, or with the aid of using when. Communication in this area facilitates them to prioritize responsibilities and plan their workdays efficiently. Using gear like those makes it clean to offer the personalized reputation the personnel craves, whether the office is operating remotely or quickly working remotely because of the COVID-19 pandemic. Just as an example. 

Parent, J., & Lovelace, K. (2019). The impact of employee engagement and a positive organizational culture on an individual’ e on an individual ability t s ability to adapt to organizational change (pp. 1–20). https://scholarworks.merrimack.edu/cgi/viewcontent.cgi?article=1009&context=mgt_facpub 

SHRM. (2019, August 16). Developing and Sustaining Employee Engagement. SHRM. https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/sustainingemployeeengagement.aspx 

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