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

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.