EMPLOYEE RELATIONS

EMPLOYEE RELATIONS 

 

CONTENTS

Ø   WHAT IS EMPLOYEE RELATIONS

Ø    EMPLOYEE RELATIONS EXAMPLES

Ø  IMPORTANCE OF EMPLOYEE RELATIONS

Ø    TIPS FOR AN EFFECTIVE EMPLOYEE RELATIONS STRATEGY

Ø    EMPLOYEE RELATIONS MANAGER ROLE

 

Employee Relations (ER)is the management of the relationship between employers and employees. It’s a practice that places emphasis on individual and collective relationships in the workplace. Lately, there has been a big push to establish a connection between managers and their team members

 

The main points of employee relations are:

#  Governing employer-employee relationships with trust, appreciation, and mutual respect.

#   Building a strong company culture and healthy work environment

# Advocating for employees, which includes supporting them and addressing their concerns and conflicts.

# Employee relations is usually done by the Human Resources department. Sometimes the general duties of HR professionals include it. Other times there’s a dedicated team or manager for ER.

 

Employee Relations

                    Examples

                         

 

1. Employee on boarding

2. Managing workplace conflict

3. Absenteeism

4. Insubordination

5. Employee misconduct

6. Employee wellbeing

7. Workplace health and safety

 

 

Why is employee relations important?

Every organization should have a strategy for managing employee relations with the underlying philosophy that employees are valuable stakeholders in the company’s mission. 

Tips for an effective employee relations strategy

Since employees are the engine of any organization, you want to make sure that both employee-employer and cross-employee relations are well maintained.

Let’s take a look at the ways to optimize employee relations:

Employee relationships are important. As a business, you should always have a strategy for managing them. After all, who else is going to do the work?

 

 Here are few ways that you can optimize employee relations:

                                                                      

  1. Understand contracts

There’s something called a psychological contract, and it’s crucial that you understand it. Researchers Morrison and Robinson did a study on it.

2. Honest communication

This should be a no-brainier right? Well let’s say it anyway, lying isn’t good.

3. Promote the future

If employees don’t know where the company is going how will they know if they’re aligned with it?

 4. Recognition is key 

People like feeling appreciated, especially when they do something difficult.

5. Invest in your team

You shouldn't just keep money flowing into the business, if an employee loves to cook help pay for cooking classes for example

 

From peer coaching programs to employee wellness shows, there are a lot of ways a company can show that it cares about its employees' growth and wellbeing. All of these methods are tested by the employee relations manager.

This role is crucial to any business. They can either work in the HR department or within a designated Employee Relations team in larger companies. No matter where they are, their job is important and helps manage employees.

Here’s everything they do:

• Make sure the employment policies and procedures are being followed.

• Ensure the company follows all legal rules and regulations.

• Help with conflict resolution and complaints.

• Investigate the workplace to make sure everything is safe.

• Engage with employees to measure their satisfaction.

• Make sure everyone has good working conditions.

• Keep an eye on compensation and benefits policies.

• Mediate between bosses and workers

CONCLUSION

The employment relation is the best approach to manage employer- employee relations. This assertion holds because the approach is free of pressure from management to employees, and expression of tension from employees to management is accommodated.

Rerefences :

 References: What Is Employee Relations?

By: Chauncey Crail

Employee relations an introduction by The Chartered Institute of Personnel and Development

Alfes, K., Shantz, A. and Truss, C. (2012) ‘The link between perceived HRM practices, performance and well‐being: the moderating effect of trust in the employer’, Human Resource Management Journal, vol. 22, no. 4, pp. 409−427.