Effective Employee Relations Management

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Employee relationship management is defined as the process to manage employee relations. This includes the relationship of the employee with the company, peers, upper management and immediate manager.

The importance of employee relationship management lies in the importance of employee relations themselves. Employ Relations Management has a strategic focus, takes a proactive long term view. It aims at building relationships, commitment and organizational loyalty. This works towards the employ empowerment.

What are the Goals of Employee Relations Management?

  • Establishing a link and congruency between employee contract and the employment relationship through a physiological commitment
  • Terms and conditions of employment to be based on the principle of fairness and ensuring the organizational objectives as well as individual needs and aspirations are fulfilled
  • Developing policies, procedures, rules & regulations that are fair, just and conform to the basic objectives and philosophy of labour legislation.
  • Defining and clarifying the performance - management expectations and standards to enable employees to strategize and plan for the achievement of tasks and targets set for their job positions.
  • Developing effective communication channels and systems that ensure the information needs of employees are met

Policies can be broad or narrow in scope. Employee relations policies in effect guidelines to effective managerial action are put into practice through relevant procedures, handbooks and manuals. These policies enable management to take consistent decisions in employee relations, thereby minimizing potential conflicts between Employers and trade unions and managers and their staff. The sorts of area where employee relations policy guidelines are developed by management include:

  •  Union recognition (or non recognition)
  •  Collective bargaining units levels and scope
  • Information for the purpose of conducting collective bargaining 
  • Time off arrangements for in house Union officials involved in employee relations.     
  • Pay and conditions
  • Equal opportunities.
  • Appraisal.
  • Training and development.
  • Recruitment and selection.
  • Promotion.
  • Grievances discipline and dismissal.
  • Redundancy.
  • Employee involvement
  • Human resources planning
  • Health and safety

STRATEGY FOR EFFECTIVE EMPLOYEE RELATIONS 

Communication

Effective communication makes sure people have the information they need and is the foundation for any good relationship. Harzing and Ruysseveldt (2004) noted that effective communication is absolutely critical to successful integration of employees. Performance expectations, if not properly communicated, are far more difficult to be achieved and thus management’s openness to staff members’ input, feedback, ideas and suggestions is the foundation of good communications and strong employee relationships.

If employers start understanding the cause and how to react to conflict, they thrive more in the managing and prevention of future conflicts (Gazioglu and Tansel, 2006). Disputes can arise due to misunderstandings or mistakes and poor communication and decision making, tensions or personal difficulties, breaches of trust or of the law, infringements of personal dignity or human rights, inability or unwillingness to perform allocated work and unacceptable behavior. Dispute affect morale, reduce productivity and ultimately undermine organization performance and growth. (Ngari and Agusioma,2016) 

Recognition

Praise the person for their outstanding results and offer appropriate rewards. Encourage everyone to perform well to live up to the expectations of the leadership team. Put measures in place so that people can be and applauded when they live up to these values.

 

Events


Celebrate birthdays, holidays and other workplace occasions.These small initiatives actually help to strengthen the relationship between employees. Allow them to decorate the office, their workstations to make all the necessary arrangement themselves.The employees will take the initiative and organize the events by themselves. Let them enjoy each other and have fun. Strong an effective relationships with employees lead to a better performing organization.


Regular team meetings


Let all employees come together on one platform and discuss all the issues that concern them. Meetings should not be too formal. Leaders should start and end the meeting on a positive note, provide updates , and engage the group involved.


Involve team members


Employees should feel important to your business.Let them gladly accept new responsibilities and new but, make sure they enjoy whatever they do. Encourage employees to share their work with each other. In this way people tend to talk to each other more, to talk to each other and thus the level of comfort increases.

Let them work together and make some decisions on their own. A team leader should only step in when necessary

 

Adopt a conductive workplace culture


Employees want to feel good about what they do and where they do it. Decide with your team which values ​​your company holds, then promote them transparently. Articulate them to everyone in the organization; they will lead to the expected behaviors. It goes without saying that leadership must live cultural platform.

 

 


 

Farnham, D. (2000). Employee Relations in Context. United Kingdom: Institute of Personnel and Development.

Gennard J and Judge G (2002) Employee Relations. London: CIPD 

Mike Leat, (2008) Employ Relations Course Available at https://ebs.online.hw.ac.uk/. Accessed on 27th March 2023.

Singh, P. N. (2010). Employee Relations Management. India: Pearson India.

  Mightily (2021) Strategy for effective employee relations, HR Affiliates. Available at https://hraffiliates.com/strategy-for-effective-employee-relations/ (Accessed: April 22, 2023).

          





 

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