Role of Managers on Employee Relations



Managers do play a critical role in the management of employment relations across diverse organisational types. Storey (1992) suggests that the people management decisions that are made within organisations must not be treated as “incidental operational matters”, or to be left to the HR department. Rather, managers must understand their role as the link between the strategic direction of the organisation and the management of staff members. 

 According to the research conducted by CIPD (2007), it revealed that the practice of managers implementing upward feedback, communication, and consultation system within the organization, treating employees fairly are the factors that promote employee relations. Cleland, Mitchinson, and Townend (2008) reported that the employees believed they feel more satisfied and engaged when the relationship with their managers is based on respect and dignity.

 Findings from the report by Kenexa Research Institute (2008) which was based on the current state of engagement globally, revealed that the attitude and behavior towards employees play a key role in enhancing employers relations. The report suggested that employees are engaged by managers who inspire, respect, appreciate, and creates an exciting work environment and also stimulates genuine interest in their wellbeing.

Employees must be comfortable with each other and work in unison towards a common goal. It is important that the managers or team leaders understands their team members well. They should be a role model to their team members. Also the manager should treat each and every individual as one and avoid partialities at work. The superior must not act pricy and should always be accessible to his employees. The manager must ensure that all important communication takes place on an open forum for everyone to get a common picture. 

When managers create an enabling environment in the organization, employees will feel more passionate about their work and exhibit positive behaviors that will be beneficial for themselves as well as their organizations such as lower employee turnover, extra discretionary effort and goodwill. 

Essential characteristics of an HR manager 

1. Emotional Intelligence : The person serving as the labor relations team's leader needs to have a strong emotional Intelligence . They must be able to manage their emotions and ideas while also being able to read others. They will be better equipped to resolve their coworkers' concerns if they have empathy and a grasp of other viewpoints.

2. Good Communication Skills : Hence, maintaining strong employee relations necessitates effective communication. They should be able to conduct interviews, write emails that recipients want to open, and engage others.

3. The ability to identify problems : Proactivity is a necessary quality for an effective employee relations manager. They need to be able to spot potential difficulties and address them before they develop into larger ones. They also require knowledge of potential root causes for office problems and effective solutions.

4. A strategic mindset: Trends in employee involvement fluctuate. The same goes for what workers desire and do not desire from their work experience.

As the employee relations manager, they must be able to recognize shifting trends, know how to execute improvements, and have a strategic attitude.

5. Leadership : Employee relations managers are typically the first to be contacted whenever something goes wrong with a worker. As a result, they must guide others through challenging situations and serve as an example for others.

6. Social Responsibility : Everyone should be socially conscious, but employee relations managers should be especially so. They must to think about how their team's actions affect the workplace and the larger community, as well as how they may aid humanitarian causes.

7. An Innovative Mindset: An effective manager of employee relations is not afraid to try new ideas. They might overhear suggestions for ways to enhance the benefits they provide to employees or bring up concepts they've seen work elsewhere.

8. Resilience : Managing a large office of employees is considerably less rosy than managing a single profession. Managers of employee relations may encounter rude behavior from others, the need to make challenging choices, or other issues involving their staff. Resilience is therefore crucial in employee interactions.



Reference List: 

https://www.peoplematters.in/article/employee-relations/best-employee-relation-practices-you-must-know-28482 [ Accessed on 29th March 2023 ]

Townsend, Keith & Dundon, Tony. (2015). Understanding the role of line managers in employment relations in the modern organisation. Employee Relations. 37. 10.1108/ER-01-2015-0018.  [ Accessed on 30th March 2023 ]


 

Comments

  1. AnonymousApril 5, 2023 at 6:39 AM

    Hello, Lahiru. Thanks for the excellent explanation of employee relationship management. You have made some crucial points on the vital qualities of an HR manager. Organizational departments may lack some attributes since they are managed by a specialized manager who has expertise in that area. So how might an HR manager assist department heads in enhancing these qualities?

    ReplyDelete
  2. Lahiru Disala PereraApril 6, 2023 at 3:28 PM

    HR managers can increase workplace productivity and HR responsibilities. Ways to increase productivity include working on your company's values ​​such as credibility, integrity, efficiency and leadership. Another thing an HR manager can do is create an environment where everyone can work well. A comfortable office environment allows employees to have healthy relationships with one another.
    HR teams should consider giving bonuses, prizes, or other forms of incentives to make employees feel more motivated and valued. One important thing to practice in an office is training and learning opportunities Opens a new window s . Learning new things and improving the skills they already have is great for a person's self-growth.

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