HRM policies and practices used to elicit employee engagement can be applied to the individual employee, to employees as a collective group or, as is sometimes argued, to both. A useful model here is the ‘VOICE framework’, outlined in Storey et al. (2009), as a means of addressing factors that might lead to appropriate employee engagement (see Figure 1). Click on the letters on the left-hand side of the image below to explore the different components of the VOICE framework.
The CIPD (2014a) have identified three related aspects of engagement that are also helpful in thinking about policies and practices that need to be in place to ensure these are facilitated:
The CIPD (2014a) further suggest that organisations need to pay attention to:
OpenLearn - Employment relations and employee engagement Except for third party materials and otherwise, this content is made available under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 Licence, full copyright detail can be found in the acknowledgements section. Please see full copyright statement for details.