(Solution) 5HR01 A review of emerging development to inform approaches to employee voice and engagement . (AC 1.1)

Employee voice is defined in CIPD (2022) as the opportunity offered to employees in order to express themselves (views, opinions, issues faced and make suggestions). This lead to a direct impact and influence on decisions made in the organisation. Employee voice is diverse and include using diverse channels for leadership support. In this process, people practice professionals are tasked with role of policy development and initiatives which embed employee voice in an organisation culture and job function.

The recent developments of employee engagement are;

Representatives presentation– As evidenced in Meardi et al. (2021), this is a trend which differ in various nations. This is varying in different jurisdictions where direct participation is uniquely implemented. For instance, in Saudi where MNGHA organisation operates, representation is not allowed particularly for trade unions. However, as evidenced in Alotaibi (2022), Saudi employees can operate in the form of committees in their workplace if they are engaging 100 Saudi employees. This is the case in MNGHA hospital section where there are representatives for the employees who engage management on their operations.

Direct Participation-As evidenced in Abildgaard et al. (2020), upto 50% of employees tend to feel disengaged from their employment. Out of this 50%, 35% end up leaving their organisations. Hence, direct participation is relevant for improving the decision making effectiveness in an organisation. For MNGHA operations, the employees are free and have the right to ask for plan to inform and consult their organisation in different subjects.

 In summary, representative participation and direct participation has a positive implication in building a substantial employee engagement by setting relevant initiatives which offer employees with job autonomy. This also influence how they are committed to achieve their functions. The decision making process is promoted, high-level commitment and productivity. Through direct participation, employees ensure they make critical decisions on organisations success (Leonardi & Gottardi, 2019).

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