Employee Satisfaction and Employee Loyalty

Question: Discuss about the Employee Satisfaction and Employee Loyalty. Answer: Introduction: Every organization covers different levels of workers based on the specialist-obligation relationship. The employee satisfaction report gives us the vestige of inspiration. In addition, needs and desire are probably going to differ at every strata of employment. Currently, the abandoned employee representatives countenance the negative impacts of low inspiration that emanated from components like basic leadership design, correlated service, and the absence of trust and openings of professional avenues. Consequently, confused issues involved in correlating with the employees surveys. The multi-layered administrative fabric propagates better consistency of targets and standards (Hassan et al. 2013). In this assignment, I am going to consider the issue of Employee Satisfaction of the HR model. The main thrust of the assignment is to identify and assess the limitations of the Employee Satisfaction of the HR model. In the HR sector, the issue of the Employee Satisfaction is of great importance. The limitations are not recognizing the talent of the employee, exerting pressure on the employee and not giving the employees rewards. In the HR sector, the employer should recognize the talent of the employees. The employees have to work strenuously for the maximization of profit. Therefore, the employers should recognize the talent of the employees through rewards, certificates and cash rewards (TomaÃ… ¾evi? et al. 2014). If the employer does not recognize his/her talent in the chosen sector, then the employee never gets motivated. Therefore, the lack of recognition in the HR sector is one of the limitations. In the HR sector, the work pressure is treated as a huddle. In any sector, the workload eats into the vitality of the employees. The employer should ease the work pressure of the employees. They should work in a flexible time schedule. In the present time, the employer of the HR sector exerts extreme work pressure on the employees. Consequently, the employees fail to execute deliverables on time. Due to persistent work pressure, the employees often fall sick and could not function properly. The employers should pay attention to the flexible performance of the employees. The employers should not exert extreme pressure on the employees. Therefore, the limitation is that exerting extreme pressure on the employees (Kooij et al. 2013). Another limitation is not fulfilling the expectations of the employees in the HR sector. The ESS (Employee Satisfaction Survey) indicates staff fulfilment in a total form on corporate and in the end office level. This does not yet recognize the regions where there is the requirement for activity. In addition, needs and desire are probably going to differ at every strata of employment. Currently, the abandoned employee representatives countenance the negative impacts of low inspiration that emanated from components like basic leadership design, correlated service, and the absence of trust and openings of professional avenues (Mostafa and Gould-Williams 2014). ESS is an essential apparatus for measuring representative fulfilment, however different instruments are expected to give a more entire and dependable picture, and a sound reason for development activity. The most productive devices are given execution administration and initiative. The employer of the concerned organization (HR sector) should pay attention to the employees and evade the limitations related to job satisfaction. Reference Hassan, M., Hassan, S., Khan, M.F.A. and Iqbal, A., 2013. Impact of HR practices on employee satisfaction and employee loyalty: An empirical study of government owned public sector banks of Pakistan.Middle-East Journal of Scientific Research,16(1), pp.1-8 Kooij, D.T., Guest, D.E., Clinton, M., Knight, T., Jansen, P.G. and Dikkers, J.S., 2013. How the impact of HR practices on employee well?being and performance changes with age.Human Resource Management Journal,23(1), pp.18-35. Mostafa, A.M.S. and Gould-Williams, J.S., 2014. Testing the mediation effect of personorganization fit on the relationship between high performance HR practices and employee outcomes in the Egyptian public sector.The International Journal of Human Resource Management,25(2), pp.276-292. TomaÃ… ¾evi?, N., Seljak, J. and Aristovnik, A., 2014. Factors influencing employee satisfaction in the police service: the case of Slovenia.Personnel review,43(2), pp.209-227.