Modern models of human resource management offer a rich array of motivational factors, increasing employee engagement to work tasks and attachment to the organization. Nowadays, when the economy is unstable, gaining a competitive advantage in the market is the main goal of all companies and the means to achieve this goal is to invest in human resources. An HRIS platform is an effective tool supporting the development of human capital by aligning employee goals with organizational ones.

Employee engagement at work – table of contents:

  1. Why is employee engagement important?
  2. Measuring employee engagement using HRIS
  3. How to engage employees?
  4. Summary

Why is employee engagement important?

Building employee engagement is a long-term process and requires a properly structured incentive system and building an organizational culture based on mutual trust and a sense of security. The level of employee engagement determines the level of turnover. And currently, it is the most common and acute problem of all companies. Retaining loyal and valuable employees requires conscious actions based on organizational experience.

Employees who are committed to the company, approach their duties in a more creative and flexible way, showing a significant level of innovation. They are better at overcoming difficulties, solving problems, and working together as a team. Their motivation is strong enough to determine the achievement of above-average results and high-quality work. Employee motivation directly translates into building lasting relationships with customers.

Measuring employee engagement using HRIS

Effective measurement of employee potential and engagement is easier and more efficient with IT tools such as HRIS (human resources information system). This is software that collects and processes detailed information about employees and candidates in accordance with HR procedures.

This system rationally supports personnel management, reporting, analysis, and performance evaluation. The assessment of the potential of individual employees or teams is more reliable thanks to the possibility of generating clear reports with different levels of detail. When measuring employee engagement, appraisal and competence modules can be helpful.

How to engage employees?

In business practice, you can encounter three types of employees:

  • Committed – strongly identifying themselves with the organization and identifying with their work, having a fundamental impact on the development of the company.
  • Uninvolved – not emotionally connected to the company, performing their duties without much effort.
  • Actively uninvolved – not satisfied with their work and employer, performing tasks in a careless manner and showing disapproval.
employee engagement

Increasing employee trust and commitment should be considered on three levels. In order for an employee to be engaged, they must be aware of what goals and directions the organization is pursuing. Therefore, familiarizing employees with the company’s mission and vision is a key thing in this regard.

Showing their place in the structure and presenting their role shapes their sense of responsibility and connection to the company’s strategy. The final area is organizational culture and a good working atmosphere. This aspect is often forgotten in large corporations. The so-called “rat race” is a complete negation of good manners, mutual respect, and a sense of security.

Another important determinant of employee engagement is a clearly defined career path. Employees who can improve their competencies and see an opportunity to move up the career ladder will stay committed to a company for a long time, and their work will be more creative, innovative, and effective.

A financial incentive system directly linked to work performance will also help in this regard. And don’t forget such fundamental issues as good work organization, through properly structured staffing and time management, and ergonomic workstation equipment.


To sum up, the question is not whether the use of HRIS software has an influence on greater employee engagement, but to what extent it affects it. Engagement is similar to motivation. If an employee is recognized and rewarded, this will translate into their work results and attachment to the company.

The HRIS platform plays a major role in the effective management of human resources. From the acquisition of valuable talents, and effective adaptation of newly hired people, through a properly planned training system tailored to the individual employees’ needs, to transparent evaluation and analysis of work linked to compensation. This system not only facilitates the implementation of HR procedures, but also supports the achievement of HR goals to reduce turnover.

Read also: 2 talent management models.

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Author: Nicole Mankin

HR manager with an excellent ability to build a positive atmosphere and create a valuable environment for employees. She loves to see the potential of talented people and mobilize them to develop.