How HR department contribute in the growth and satisfaction of the employee?

Thank you for the question Inshirah.
The HR department plays an important role in contributing to the career growth and development of the employees and of course keeping them engaged and motivated as well.
The HR department should ensure that there is a clear, defined policy and process in the company that ensures: - Fair compensation and benefits for all - Career growth (could be vertical, horizontal or even lateral) - Opportunities for training & development - Rewards and recognition - A fun and engaging environment All of the above should be communicated to new joiners and existing employees as well.
The more often this communication happens, the better.
Open communication tends to keep employees engaged and motivated.

the HR department plays an vital role in contributing to the career growth and development of the employees and of course keeping them engaged and motivated as well.
HR should ensure uniformity in Comp & Benefits for all.
Best Performance Appraisal not base on favouratism.
Make training & Development Progs for all.
social corporate responsibility.
bonuses.
better rewards and recognition not necessary must be in finencial terms.

HR department can contribute by doing following: By introducing the fair & transparent appraisal system By conducting HR enquires without being racist & bias Hire employees on merit basis without caring about ethnicity Provide best possible support to all onboard employees Compensate according to their performance not because of favoritism Provide continuous on job and formal training Develop effective internal communication system (message to be delivered from higher ups to junior most employees) so employees know what are the expectation of their seniors and most importantly empower HR Audit to oversee all HR practices.....

Before you can improve employee satisfaction and employee engagement, you need to know what to improve. The annual Society for Human Resource Management (SHRM)2011 Employee Job Satisfaction and Engagement Survey identifies the factors that are important in employee job satisfaction and employee engagement as perceived by employees.

 

The survey’s purpose is to assist employers to develop the right programs and practices when they seek to have an impact on these two factors that are critical to employee morale and motivation. Understanding employee preferences provides guidance for the knowledgeable allocation of resources.

 

The survey explored35 aspects of employee job satisfaction, divided into four topic areas—career development, relationship with management, compensation and benefits, and work environment. Added in2011, the survey also explored employee engagement.

 

Satisfaction Survey Results

 

According to this study, “83% of U.S. employees reported overall satisfaction with their current job, with41% of employees indicating they were ‘very satisfied’ and42% ‘somewhat satisfied.’ Despite this high percentage of satisfied employees, the level of overall satisfaction has been trending downward since2009.”

 

Employees in organizations that had fewer than100 employees expressed satisfaction more frequently than employers in larger organizations with2500 or more employees. SHRM found no significant differences in overall job satisfaction by employee industry, job tenure, race or gender.

 

Engagement, however, is a different story. The U.S. has a problem with employee engagement. In this year’s SHRM survey, employees were only moderately engaged (3.6) on a scale of1 to5, where5 is highly engaged. Findings by the Gallup organization about disengaged employees were highlighted in the Wall Street Journal. Gallup found19% of1,000 people interviewed "actively disengaged" at work. These workers complain that they don't have the tools they need to do their jobs. They don't know what is expected of them. Their bosses don't listen to them.

 

Top10 Contributors to Employee Job Satisfaction

 

Employees identified these factors as their top10 most important contributors to their job satisfaction.

 

Job security:63%, for the fourth consecutive year, as the top most important determinant of job satisfaction. (67% of employees are very satisfied or satisfied with their job security.)

 

Opportunities to Use Skills and Abilities:62%. (74% are satisfied or very satisfied in their workplace.)

 

Organization’s Financial Stability:55%. (63% are satisfied or very satisfied.)

 

Relationship with Immediate Supervisor:55%. (73% are satisfied or very satisfied.)

 

Compensation:54%. (61% are satisfied or very satisfied.)

 

Benefits:53%. (65% are satisfied or very satisfied.)

 

Communication between Employees and Senior Management:53% (54% are satisfied or very satisfied.)

 

The Work Itself:53%. (76% are satisfied or very satisfied.)

 

Autonomy and independence:52%. (69% are satisfied or very satisfied.)

 

Management’s Recognition of Employee Performance:49%. (57% are satisfied or very satisfied.)

 

Feeling Safe at Work:48%. (78% are satisfied or very satisfied.)

 

Overall Corporate Culture:46%. (60% are satisfied or very satisfied.)

 

Flexibility for Work-Life Balance:38%. (65% are satisfied or very satisfied.)

 

Relationships with Coworkers:38%. (76% are satisfied or very satisfied.)SHRM Reports that Benefits which had been in the top two contributors to job satisfaction since2002, slipped to fifth place. Relationship with immediate supervisor is new this year to the list of top five most important job satisfaction contributors. Among SHRM’s other results: Chance for career advancement (36%) has been declining since2002. Coaching, mentoring, and succession planning are less important in companies with less than100 employees.

 

18 Employee Engagement Conditions

 

Employee engagement, according to the SHRM report, is more likely to occur when certain conditions exist. Employers can maximize employee engagement via improving these factors. The percentages indicate the overall satisfaction of employees with the listed condition of engagement. The items are listed in order from the employee survey results: most satisfied to least satisfied with the condition in their organization.

 

The work itself:76%

 

Relationships with co-workers:76%

 

Opportunities to use skills and abilities:74%

 

Relationship with immediate supervisor:73%

 

Contribution of work to organization’s business goals:71%

 

Autonomy and independence:69%

 

Meaningfulness of job:69%

 

Variety of work:68%

 

Organization’s financial stability:63%

 

Overall corporate culture:60%

 

Management’s recognition of employee job performance:57%

 

Job-specific training:55%

 

Communication between employees and senior management:54%

 

Organization’s commitment to professional development:54%

 

Networking:49%

 

Organization’s commitment to corporate social responsibility:49%

 

Career development opportunities:48%

 

Career advancement opportunities:42%

With the percentages noted in both the satisfaction portion of the survey results and the engagement aspects of the survey, employers have some work to do to fully satisfy and, especially, engage employees. Note that four aspects of employee career and professional development fall in the bottom seven for employee satisfaction:

 

Job-specific training

 

Organization's committment to professional development

 

Career development opportunities

 

Career advancement opportunities

 

In my opinion HR Department is only the way towards growth.