Abdelhamed Elbassiouny

Arab Academy for Science, Technology and Maritime

Can Human Resource Performance Drive Employee Engagement

Abdelhamed Mohamed Mostafa Elbassiouny

23127696
Arab Academy for Science, Technology and Maritime Human Resources
Management

Presented to: Dr. Nanaris Ahmed

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Abdelhamed Elbassiouny
Arab Academy for Science, Technology and Maritime

Table of Contents

Abstract.......................................................................................................................................... 3

Introduction................................................................................................................................... 4

The Research Objective................................................................................................................. 4

The Research Question...................................................................................................................4

Literature Review......................................................................................................................... 5

1.1 Human Resource Performance................................................................................. 5

1.2 Employee Engagement............................................................................................. 6

2.1 Engagement Drivers................................................................................................. 7

2.2 Workplace Culture................................................................................................... 7

2.3 Communication ...................................................................................................... 8

2.4 Leadership .............................................................................................................. 9

2.5 Work-Life Balance ................................................................................................. 9

Conclusion.................................................................................................................................. 10
References ………………………………………………………………………………..… 11

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Abdelhamed Elbassiouny
Arab Academy for Science, Technology and Maritime

Can Human resources performance drive employee engagement

Abstract

Human Resources plays role in helping organizations deal with a fast-changing business environment

where the employees’ efficiency and satisfaction are the key for excelling such an environment. This

paper focuses on reviewing the findings of previous studies conducted by various researchers with the aim

to analyze the relation of Human Resources performance and employee engagement which influenced by

some factors such as organizational communication, work life balance, leadership styles and organization

culture. By reviewing various theories and notable researches findings, this paper aims to dig deeper in

understanding which HR mechanism practices can enhance the drivers that affect employee engagement

which gives to the organization a competitive edge. Therefore, this paper concludes that the organizations

that have high level of employee engagement promote retention of talent, foster customer loyalty and

improve organization performance

Keywords: Human Resources, Employee engagement, Retention.

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Abdelhamed Elbassiouny
Arab Academy for Science, Technology and Maritime

Introduction

Many factors in Human Resources affect organizational success, innovation, and productivity. One of these
factors is employee engagement. In today's fast-paced business environment organizations are paying
attention to employee engagement in attaining sustainable growth and a competitive edge. Therefore, there is
a relationship between HRM and employee engagement that is intricate. HRM practices, strategies, and
policies affect the engagement level of employee experience within the organization. However, HRM practices
can enhance employee engagement which leads to higher levels of job satisfaction and commitment. This
paper focuses on reviewing the findings of previous studies conducted by various researchers that aim to
analyze the relationship between Human Resources performance and employee engagement which is
influenced by some factors such as organizational communication, work-life balance, leadership styles, and
organizational culture.

The Research Objective

The purpose of the research is to identify the relationship between HR performance and Employee

engagement.

The Research Question

Does HR performance affect Employee engagement?

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Abdelhamed Elbassiouny
Arab Academy for Science, Technology and Maritime

Literature Review
This study focuses on reviewing the findings of previous studies conducted by various

researchers with the aim of analyzing the mentioned human resources performance, employee

engagement and engagement drivers (workplace culture, communication, leadership and

work-life balance ). Here are some of them:

1.1 HR Performance.
According to "The Influence of Human Resource Management Practices on Employee Work Engagement" by
Alzyoud and Adel (2018), Human Resource Management performance is recognized as a strategic and
systematic approach to managing an organization's valuable assets, as it assists in guiding and supporting
people within the organization to achieve their objectives (Dessler, 2005). Human Resource Management
performance deals with the nature of employment relationships and encompasses all decisions and actions
related to them. According to Sharma and Khandkar (2006), a human resources model has been developed to
assess work ability and work engagement, which demonstrates the significant role of HRM in employee
engagement. Furthermore, Bedarkar and Pandita (2014) state that effective HR performance plays a crucial role
in employee engagement, with HR practices such as recruitment, training, and development fostering employee
engagement.

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Abdelhamed Elbassiouny
Arab Academy for Science, Technology and Maritime

1.2 Employee Engagement

As mentioned by Motyka, Blaze (2018) Employee Engagement and Performance is a systematic literature
review. Employee Engagement is a competitive edge for any organization. It is divided into emotional,
cognitive, and behavioral that the employees invest in their work. Engaged employee are more productive and
committed to their organizations. According to Schaufeli, et al. (2002,p.74), is a positive, fulfilling, work-
related state of mind characterized by vigor, dedication, and absorption. Vigor is resilience and a high level of
energy at work Dedication is enthusiasm, involvement, and pride in work. Absorption is the person's focus
while happily occupied in work.

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Abdelhamed Elbassiouny
Arab Academy for Science, Technology and Maritime

2.1 Engagement Drivers

As stated in Men (2014). Employee Engagement about Employee Organization Many critical factors affect
Employee Engagement such as workplace culture, communication, leadership, and work-life balance.
According to Keliher and Anderson (2010). “Do Flexible Working Arrangements Improve Employee
Performance?”
Theoretical support and management implications that the support of the work-life balance increases
satisfaction and engagement

2.2 workplace culture

As explained by Schein (2010) “Organizational Culture and Leadership” the more flexible and
positive culture makes respect and alignment with employee values which leads to fostering employee
engagement and to what extent is the culture considered to be family and friendly?

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Abdelhamed Elbassiouny
Arab Academy for Science, Technology and Maritime

2.3 Communication

As stated in Men (2014), in “Employee Engagement about Employee Organization Relationships and Internal
Reputation” communication is the most critical factor and plays a crucial role in Employee Engagement since it
ensures that the employee feels valued in connected to the organization which helps in building trust through
open communication. The first step to take towards engagement is to fully understand employees' role to be
able to contribute to the organization's success There also should be upward and downward communication
through communication channels in the organizations.

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Abdelhamed Elbassiouny
Arab Academy for Science, Technology and Maritime

2.4 Leadership

Xu and Thomas Cooper (2010) emphasized the “significant impact of leadership on employee engagement”.
Studies indicate that effective leadership is crucial for fostering motivation and job satisfaction among
employees. A leader plays a pivotal role in cultivating a trusting and non-judgmental work environment, which
in turn enhances employee engagement.

2.5 Work-life balance

According to Bedarkar and Deepika (2014), "A Study on the Drivers of Employee Engagement" emphasizes
that work-life balance is a crucial factor driving employee engagement. It is defined as the level of satisfaction
and the employee's ability to prioritize family time. And work which plays a crucial role in increased
performance at the workplace.

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Abdelhamed Elbassiouny
Arab Academy for Science, Technology and Maritime

Conclusion

The Impact of HR Performance on Workplace Culture, Communication, Leadership, and Work-Life Balance

1- HR's Impact on Workplace Culture

One of HR's crucial roles is to cultivate a positive workplace culture by implementing programs that
promote a sense of belonging, diversity, and inclusion. The aim is to create an environment where
employees feel motivated and valued.

2- HR's Impact on Communication

HR should ensure clear and transparent communication channels, including feedback and regular updates,
to make employees feel valued, informed, and trusted.

3- HR's Impact on Leadership

HR plays a crucial role in leadership within the organization by implementing leadership training programs,
leadership development and succession plan. This can help the leaders to inspire and motivate employees
to engage them effectively.

4- HR's Impact on Work-Life Balance

HR plays a pivotal role in encouraging work-life balance for employee engagement by implementing flexible
work policies and providing support for personal time. This helps employees manage their time for both
work and personal life effectively.

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Abdelhamed Elbassiouny
Arab Academy for Science, Technology and Maritime

References

- Bedarkar,Madhura. (2014). “A Study On the drivers of employment engagement impacting

employee performance”

https://www.researchgate.net/publication/262642241_A_Study_on_the_Drivers_of_Employee_Engagement_Impactin

g_Employee_Performance

- Motyka Blazej (2018)”. Employee engagement and performance a systematic literature review”.

https://www.researchgate.net/publication/330339973_Employee_engagement_and_performance_a_systemat

ic_literature_review

Alzyoud,Adel (2018) “The Influence of human resource management practices on employee work

engagement

https://www.researchgate.net/publication/329560518_The_Influence_of_Human_Resource_Management_P

ractices_on_Employee_Work_Engagement

Darmawan,Ddit (2020) “The quality of human resources, job performance and employee loyalty”

https://www.researchgate.net/publication/340986809_The_Quality_of_Human_Resources_Job_Performanc

e_and_Employee_Loyalty

Waseem,Dr syeda (2019) “ A study on the drivers of employee engagement and its relationship with

employee performance”

https://www.researchgate.net/publication/336277846_A_Study_on_the_Drivers_of_Employee_Engagement

_and_its_Relationship_with_Employee_Performance

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