It is 8:30 am, and you have just settled into your home office when you notice a 6:30 a.m. text message from your boss, Mr. Raj Patel. He is the Chief Operating Officer of NutriHarvest, a fast-growing 100-person food-tech company that you recently joined as a recruitment strategist, talent development lead, and employee engagement specialist. Switching quickly into work mode, you read Raj’s urgent message outlining a pressing issue NutriHarvest was facing in attracting and retaining talented young (Generation Z) professionals who would commit to the company’s mission and long-term growth.
“If we don’t address this challenge immediately and strategize the most effective use of our human resource budget, we risk falling behind on product innovation and meeting our customized nutrition solutions. This would jeopardize our growth rate and hinder our upcoming investment round, vital for maintaining our market competitiveness and success.”
Raj knew from your hiring conversations that you held strong opinions on these matters. He wanted you to prepare a proposal by the end of the week on how the HR budget should be prioritized. You would then join a task force to collectively decide which areas should receive the highest budget allocations to help NutriHarvest build stronger commitment from its young, ambitious workforce.
NutriHarvest is a 5-year-old food-tech company that competes with other startups in the health and wellness sector. Its competitors include companies across the Asia-Pacific region, with significant operations in countries such as Singapore, Malaysia, and Indonesia. Like many startups, NutriHarvest’s team is predominantly composed of young, driven professionals. Raj suspected that this cohort, shaped by the unique challenges of their generation and the global pandemic, held different views on work-life balance and career growth compared to those only a few years older. He was acutely aware of the “Great Realignment,” which saw many employees reconsidering their career priorities, and believed that simply offering higher salaries or unique perks like pet care wouldn’t be enough.
Raj was convinced that true engagement was the key to fostering higher productivity and loyalty. Once the company established clear priorities for budget allocation, NutriHarvest could then design targeted training programs, wellness initiatives, or other benefits to solidify employee commitment.
In his message, Raj noted that he would be posting a list of potential focus areas for investment and asked you to rank them in terms of budget importance. He also mentioned a virtual meeting scheduled to allow the task force to consolidate their rankings into one cohesive list based on joint judgment. You knew you needed to gather your thoughts and prepare your own priorities before joining the meeting.
Your boss has identified FIVE (5) key areas that are relevant to employee engagement, which is a key component of talent management. By applying theories and principles of talent management issues, analyse how each area contributes to employee engagement in general. In other words, do research on how each of the FIVE (5) areas will affect employee engagement in general.
| Areas for Focus to Build Employee Engagement |
Notes on how each area contributes to employee engagement (150 words maximum for each area). You can use footnotes or endnotes to cite your points. Your answer to each area is worth 8 marks. |
| Professional Development and Growth Opportunities |
|
| Flexible Work Arrangements and Hybrid Work Policies |
|
| Wellness and Mental Health Initiatives: |
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| Diversity, Equity, and Inclusion (DEI) Programs |
|
| Recognition and Reward Systems |
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Now, use the table below to rank in order the areas of focus (1 = most important, prioritized, 5 = least important, least prioritized). Do this in the context of NutriHarvest. In other words, consider the context, situation of NutriHarvest, and rank in order of importance, the areas of focus for employee engagement.
| Areas for Focus to Build Employee Engagement | Ranking |
| Professional Development and Growth Opportunities | |
| Flexible Work Arrangements and Hybrid Work Policies |
|
| Wellness and Mental Health Initiatives: | |
| Diversity, Equity, and Inclusion (DEI) Programs | |
| Recognition and Reward Systems |
Now, focus on the top THREE (3) areas that you have selected. Discuss how each of the 3 areas affects employee engagement in NutriHarvest specifically. You can draw your insights from research (max words, 1500 words).
Looking at the top THREE (3) areas you have chosen, do the following:
The maximum word count for this is 1500 words. You can use footnotes and endnotes for your citations. In this question, you will be evaluated on the logic of your arguments, and the strengths of your research and examples cited.
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