The dealings or rather the communication that takes place among the employees with the management is learnt to have an effect on numerous aspects with regard to the business context. Classification of such associations has been recognised with employee participation and employee involvement…
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Employee involvement as well as participation is measured to be equally significant for the reason of attaining organisational objectives along with ensuring the effectual functioning of the organisations (Light, 2004).
Human capital has been considered to be an imperative asset since long for every kind of organisations. All the other existing resources are made use of and dealt by the human resources itself. It is in this context that it becomes essential to achieve the involvement and participation of the employed human resources with regard to every sphere of work so as to ensure enhancement in their respective performance as well as attaining satisfaction. The present business environment is considered to be quite competitive as well as turbulent which makes it mandatory for organisations to look for various ways to attain increased adaptability, flexibility and competitiveness (Light, 2004). The research study would aim to provide a lucid understanding regarding the aspects of employee involvement and employee participation along with vividly identifying their key differences. Understanding the Aspect of Employee Relations The aspect of employee relation is perceived as strategic with regard to the management of the business risk associated with organisations. Employers are learnt to make use of the proficiencies and potentials linked with employee relations. These mentioned proficiencies as well as abilities are regarded by the employers or the organisations to be vital for attaining performance specifications with the help of concentrating on employee participation as well as involvement. The employee relations are supposed to be strategic with regard to the management of business perils that exists both upside and downside risks. Notably, the upside risk refers to the disappointment regarding the failure of displaying or attaining utmost business performance. The downside risk refers to the nonconformity with the rules as well as regulations related to employment (Williams & Smith, 2010). In this regards, Human Resource Management (HRM) is learnt to emphasise on the ways organisations build and encourage employees to attain the superior specifications related to performance that is considered and believed to be essentially imperative in the present competitive environment. Employee relations can therefore, be stated as the emphasis that is exerted on the broader associations existing among the employer and the employees (Dicker, 2003). Superior degree of employee relations is believed to be the primary essential condition that is required to attain success by the organisations. The methods related to the facet of employee involvement are believed to prove helpful in circumstances where the employees and the management maintain flexibility in their respective behaviour as well as attitudes. It is believed to trigger employee participation accompanied with employee encouragement with the help of mutual agreement. Therefore, it can be deduced from the stated explanation that with the intention to ensure superior and successful employee relations, there need to pertain an environment of dependency and belief (Gennard & Judge, 2005). Concept of Employee Involvement Employee involvement refers to the assortment or series of processes that are devised so as to employ the comprehension, encouragement and the best possible contribution of every individual
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(“Employee Relations Essay Example | Topics and Well Written Essays - 3000 words”, n.d.)
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(Employee Relations Essay Example | Topics and Well Written Essays - 3000 Words)
“Employee Relations Essay Example | Topics and Well Written Essays - 3000 Words”, n.d. https://studentshare.org/business/1396425-employee-relations.
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