- enabling managers to have the necessary skills to be "engaging managers"
- impacting individual engagement through the process of personal development

Two Ways HRD Can Positively Impact Employee Engagement

Enabling the workforce to become adaptive and agile at all times and all stages of the crisis.

New York University

When employees are satisfied with the amount of physical and psychological input to their work and nonwork roles, they achieve a work-life balance. It should be considered from an individual perspective, in which the conflict between employees' family and work roles is minimized. 

Work-Life Balance

Sarah Pass & Maranda Ridgway (2022) An informed discussion on the impact of COVID-19 and ‘enforced’ remote working on employee engagement, Human Resource Development International, 25:2, 254-270, DOI: 10.1080/13678868.2022.2048605

An informed discussion on the impact of COVID-19 and ‘enforced’ remote working on employee engagement

- demographic characteristics (e.g., gender and marital status)

- individual work

- family demands and characteristics

- personality

Factors Influence/Predict Work-Life Balance

Antecedents: 
- Work-related
- Family-related

Categories:
- Role stressors
- Role involvement
- Social support 
- Work or family characteristics 

Four Primary Categories of Antecedents that Impact Work-Life Balance

1) Offer remote work as an option

2) Prepare to support transition and remote work

3) Provide ongoing support to sustain remote work

Practical Suggestions to Support Remote Work and Work-Life Balance

Boundary management discusses how individuals establish, maintain, or change boundaries in order to effectively navigate the world around them, including their work and nonwork roles 

Boundary Management

Individuals are likely to feel more effective in their work and nonwork roles when their boundary management preferences are aligned with their environment. 

Boundary Theory

Family-supportive supervisor behaviors are voluntary behaviors that the supervisors show which tend to be supportive in their employee’s families’ situations and conflicts

Family-supportive supervisor behaviors 

The stereotype content model explains how warmth and competence are the  two most vital aspects in social situations and how employees interpret others. 

Stereotype Content Model

Role of Human Resource Development (HRD) During COVID-19

Work-Family schedule fit is creating a work schedule that fits your employee’s schedule based on their likings.

Work-Family Schedule Fit 

The Social Role Theory proposes that our ideas about people are formed because of our social experiences. 

Social Role Theory

**Fit** is defined as the congruence between an individual's attributes and the characteristics of their environment.

A lack of fit, or incongruence, develops when a person's experiences do not match their expectations of a work or nonwork role (e.g., when working remotely). This mismatch often leads to stress and conflict. Conversely, achieving a fit between work and family demands and resources is positively associated with work and life satisfaction, better work-life balance, and overall individual well-being.

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