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Original research

Employee engagement in the era of remote workforce: role of human resource managers

* Corresponding author

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Abstract

The study aims to find the different roles of Human Resource Managers on employee engagement in the era of the remote workforce. With many companies undergoing a digital transformation, the number of employees working remotely across different industries increases. Based on the roles defined by Dave Ulrich Model, the study has developed a framework to determine the HR role – employee engagement relationship. The data has been obtained from the primary source – questionnaire and secondary sources – existing research papers for the literature review. For data analysis, this study has used SPSS software. The results revealed that the various roles of HR Managers under have a significant impact on the practices for remote employee engagement. There were three roles of HR Managers (Employee Champion, Change Agent, and Strategic Partner) with seven variables considered; for employee engagement, five variables were considered for the study. All the variables of HR Roles were found to have a statistical relationship with the different employee engagement parameters for the remote workforce. Thus, indicating that HR Managers have a role in employee engagement. The scope and limitations of the study have also been stated.

Imprint

Somaya Swaroop, Lavina Sharma. Employee engagement in the era of remote workforce: role of human resource managers. Cardiometry; Issue 23; August 2022; p.619-628; DOI: 10.18137/cardiometry.2022.23.619628; Available from: https://www.cardiometry.net/issues/no23-august-2022/employee-engagement-era-remote

Keywords

Employee engagement,  Human resources management,  Dave Ulrich model,  Remote work,  Remote employee
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