Human Relations Managing - Research Paper Example

HRM: This essay is broken down into six activities in relation to employee relations, managing people in the workplace and managing performance Table of Contents Employee Relations 3 Government perspectives 4 Why do different people join trade unions? 4 What is it that Trade Unions do and how are they different from Employers Organisations? 5 Managing People in the Workplace 6 Induction and Dismissal 6 Managing Absence 8 Managing Retention 9 Managing Performance 11 Performance Management and Appraisals 11 References 13 Employee Relations In this age of economic turmoil and workforce diversity, employee relationship is the key word that leads to organizational success. This is because, due to good employee relationships, the employees of varied culture, creed and races might work in a coordinated way that may amplify the prosperity and profitability of the organization. Keeping this fact in mind, most of the organizational management, offers high preference towards employee relationships. Employee relationship is described as the unique relationship within the managers, trade unions, government and employees of an organization that may enhance the rate of motivation and commitment towards the assigned goals and objectives of the organization. Moreover, by maintaining a good relationship with the employees, the employer or management might attain varied types of suggestions and ideas regarding any issue or fact, so as to reduce its negative impacts. By doing so, the inner morale and self-confidence of the employees enhances that improves their level of performance as well. Apart from employer, government also helps in mediating varied types of interpersonal conflicts and disputes among the employees by devising various economic policies. Other than this, trade unions consist of a collective set of individual that represents various desires or needs such as economic liberation, part time service facilities of the females, welfare society etc for the employees in front of the management so as to accomplish it. Accomplishment of these desires help in enhancement of the loyalty and commitment of the employees that may improve their performance and efficiency. This might prove effective for the organization to enhance its productivity and brand image in the market among other existing rival players. Other than this, the desires and needs of the employees are presented in front of the employers or management through suggestion schemes, employee forums, meetings, work teams etc in order to enhance the level of communication, democracy, commitment, trust and involvement thereby reducing any sort of grievance or unhappiness. By doing so, the level of participation enhances resulting in amplification of the rate of retention of the employees for a longer period of time. However, retention of the experienced employees within the organization helps in introduction of varied types of inventive products and services so as to satisfy the changing needs of the customers. But in order to invent varied types of products and services, the employer need to implement varied types of training and developmental programs for the employees. Effective working environment as well as suggestions from the supervisor is also extremely worthy for the employees to amplify their inner skills and talents. Apart from this, effective pay scale and flexible working facilities also act as the driving forces that enhance the scope of advancement of the employees (Coyle-Shapiro & et. al. 2004, pp. 654-675). Thus, it might be clearly depicted from the above mentioned points that the reputation and brand value of the organization enhances only by active participation of the employees with the employers in varied aspects. Government perspectives Why do different people join trade unions? In this age of democracy, the concept of trade unions is still present within our nations. Due to the presence of trade unions, maximum extents of the individual join it, so as to attain a better future. Apart from this, various individual join trade unions for different reasons, mentioned below: Unfair means: in order to reduce the unfair practices of the managements such as low wage rates, terminations, extra working hours, un-advanced machineries, unfair working environment etc maximum extent of the employees join trade unions. Compensation: in order to attain accurate remuneration from the management of the organizations, the employees join the trade unions. Apart from this, joining trade unions also help in attainment of good hospitality and respect from the employers. By attaining it, the inner morale and dedication of the employees enhances towards their assigned tasks resulting in amplification of their performance. Benefits: trade joins also help the employees of an organization to attain varied types of benefits such as medi claim policy, extra wages for extra working hours, pension benefits, proper working conditions, improved machines etc. By attaining these facilities, the employees get highly motivated towards the organization resulting in reduction of their attrition rates (Saks & et. al. 2010, pp. 556-571). Safety: a large section of the employees join trade unions in order to attain a secured job in future. So that, the employee might work in the organization for longer period of time without any sort of tensions related to attritions. This might enhance the rate of satisfaction and morale of the employees thereby amplifying their efficiency and effectiveness. What is it that Trade Unions do and how are they different from Employers Organisations? Trade unions are a collection of individual, who join it, in order to attain freedom from varied types of unfair practices within the organization such as unfair wages, unfair environment, improper treatment etc. However, the trade unions help to the employees to attain their desires and needs through vigorous negotiation and communication with the employers of the organization. By doing so, the level of performance of the employees get enhanced resulting in up-liftment of their productivity and performance. Apart from this, the trade unions help to maintain a good relationship among the employees thereby enhancing the rate of coordination and cooperation among them. As a result, the level of performance of the employees enhances resulting in amplification of the total productivity and reliability of the organization in the market among others. However, due to the improvement of the relationship of the employee and the employer the level of retention of the employees also gets enhanced to a significant extent (Claydon, 2003, pp. 334-356). Therefore, due to the retention of the experienced staffs within the organization, the intensity to develop varied types of inventive products and services also gets enhanced. Hence, the organization becomes able to satisfy the changing needs and demands of the customers. However, trade union is entirely different from the concept of employer’s organizations. Employer’s organization is described as a group of employers, operating in a similar segment try to negotiate or safe-guard the interest of its member’s organizations by communicating with the trade unions or other governmental organizations. This is done; in order to protect the interest of the member associations thereby amplifying its brand image and reputation in the market among others. Managing People in the Workplace Induction and Dismissal In the year 2009 of 6th April, the ACAS code of practice over disciplinary and grievance procedures came into limelight. This code is designed in such a way that it presents varied types of principles in order to handle the disciplinary and grievance situations within the organization. These principles help both the employee and the employer to resolve varied types of turbulent situations in an effective way. Apart from this, good interpersonal relationships among the employee and employer also help in reduction of the grievance problems thereby amplifying their level of performance at work. As a result, the rate of productivity and efficiency of the employee and the organization gets enhanced resulting in amplification of its brand value and market share in the market among others. Similarly, effective employment relations policies such as recruitment, induction trainings, face to face conversation etc also acts as the catalysts in resolving varied types of grievances in an effective way resulting in improvement of the level of motivation and performance. Other than this, the organization might include an effective leadership style that may enhance the inner morale and commitment of the employees that may increase the level of profitability of the organization (Snell & Bohlander, 2010, pp. 465-476). Furthermore, the level of grievances might get reduced, only if the employees might be enhanced in varied types of responsible duties and offered the liability to make their own decisions. Only then, the intensity of grievances might get educed as well as the rate of motivation of the employee towards his or her assigned work might get retained. Moreover, the management of the organization might evaluate and analyse the performances of the employees so as to offer varied types of appreciations and rewards. After evaluating the performances of all the employees, the best one needs to be rewarded in order to enhance his or her inner confidence and motivation. Only then, the level of motivation and self esteem of the employee might get enhanced resulting in amplification of his or her level of performance towards the assigned tasks. Along with this, the senior employees of the organization need to respect the duties of the employees so as to retain them for a longer period of time. Retention of the staffs might prove worthy for the organization to introduce varied types of inventive products and services so as to satisfy the changing needs of the customers. Additionally, the employees might be offered the right to present their ideas and views regarding any issue or fact. Only then, the level of frustration and dissatisfaction of the employees might get reduced that may amplify their dedication towards work. Only then, a unique culture of the organization might be maintained resulting in amplification of its brand image and popularity in the market among other rival players. However, apart these measures, in case any disciplinary activity takes place within the organization, then it needs to be resolved through informal means such as communication. Only then, through mutual communication, the problem might be resolved without hindering the reliability of the organization. Managing Absence In this age of economic downturn, human resource plays a most important role. Therefore, most of the organization owners become frustrated due to the poor attendance of its employees. This is because; workforce or human resource costs are considered as the most costly affair for an organization in this era of extensive competition and bargaining rivalry. Due to which, most of the organizational entrepreneurs tried to resolve this problematic situation by offering varied types of bonuses or attendance awards. By implementing such type of rewards, the organizational entrepreneur attracts or motivates the staffs towards their assigned duties so as to retain its image and dominance in the market. Moreover, by offering such types of healthcare incentives such as varied types of vaccinations, free eye-check-up and many others help in reduction of the rate of absenteeism. By doing so, the employees get highly motivated towards the objectives of the organization thereby amplifying its rate of equity and competitive position in the market among other rival players. This is extremely essential for an organization in this age to retain its competitiveness and reputation within the minds of its target customers. In addition, such type of reputation helps an organization to enhance its strengths and opportunities thereby reducing its weaknesses and threats. Moreover, attendance awards or bonuses act as the catalyst to improve the psychological as well as the emotional feelings of the employees resulting in amplification of their self respect and buoyancy. As a result, the level of coordination and communication among the employees enhances that improves their performance ratio. Along with this, mental satisfaction also helps in reduction of rate of absenteeism to a significant extent thereby amplifying the profit margin and productivity of the organization in the market among other existing rival players. Therefore, due to these above mentioned reasons, attendance awards and bonuses are considered as extremely effective for an organizational entrepreneur to reduce the rate of absenteeism of the employees. This is because; it acts as the motivator that encourages the employees towards their assigned work or duties. By doing so, the rate of performance enhances resulting in reduction of varied types of defaults and defects. Moreover, due to improvement of the level of performance of the employees, their dominance and popularity within the organization enhances among many other co-members. Due to which their self-esteem and actualization increases that improves their dedication and commitment towards the tasks resulting in amplification of their reliability and profitability. Other than this, due to amplification of the level of profitability and brand value of the organization in the market, the threat of new entrants and risk of substitute products gets reduced significantly in this age of extensive rivalry. Apart from this, due to attainment of varied types of rewards, the rate of retention of the employees enhances that proved helpful for both the organization and the employees in this era. This means, retention of the employee improves the knowledge and inner skills, which is effective for organizational development. So, it is regarded extremely essential for an organization, irrespective of size and operating segment. Managing Retention As per the report named “100 best companies to work” published in Sunday times, retention is the best policy that may enhance the profitability and productivity of an organization. This is because; it is the human resource that helps an organization to develop varied types of products and services resulting in amplification of its distinctiveness and equity within the minds of the customers. However, in order to retain this image within the customers, it is extremely essential to manage and control the employees in an effective way. However, in order to do so, the management of the organization need to implement best human resource strategies and policies that may enhance the inner morale and confidence of the employees. Only then, the dedication and commitment of the employees might get enhanced resulting in amplification of their level of performance and efficiencies. This might improve the productivity and net income of the organization thereby amplifying its brand image and reliability in the market among other rival contenders (Brown, 2007, pp. 123-134). Other than this, the management of the organizations might also try to implement varied types of training and developmental programs so as to enhance the knowledge and talents of the employees. By doing so, the level of motivation and commitment of the employees towards the organizational goals and objectives might get enhanced resulting in amplification of its efficacy. Moreover, varied types of technical and vocational training programs also help the employees to enhance their career opportunities in future era (Schneier, 1994, pp. 765-778). Apart from this, presentation of appropriate salary and fridge benefits to the employees also helps in retention of the employees within the organization for a long period of time. This helps the junior staffs to attain varied types of knowledge and skills that may improve their talents to a significant extent. Furthermore, proper attitude and respect for the employees, is also another extremely essential cause that may help to reduce the rate of attritions. This helps to satisfy the self esteem needs, which is equally essential as primary needs for an individual. Similarly, proper communication and involvement is also equally essential for an employee to retain within the organization. This is because; proper communication helps in enhancement of the interpersonal relationship among the employees resulting in reduction of the conflicts and clashes (Claydon, 2003, pp. 234-245). Moreover, due to proper interpersonal relationships, the rate of coordination and communication among the employees enhances that proves extremely effective at the time of development of new products and services for the organization. This is because invention of new products means proper coordination is extremely essential from the team mates. Along with this, proper rewards and appraisals also act as motivators enhancing the level of retention of the employees within the organization for longer period of time. Furthermore, retention of the employees is also entirely dependent over working condition of the organization. If the working environment is not appropriate for the employees then it might lead to attritions. So, it is better to implement the best techniques and advanced machines in order to encourage the employees towards the assigned tasks and duties (Swart & et. al., 2012, pp. 876-888). Hence, it might be stated that in order to retain the best employees, best benefits need to be offered to them by the management. Managing Performance Performance Management and Appraisals Question 1 The worst performance of the Japanese organization, Ford Motors, attained a 360 degree change over, thereby improving its production system and portfolio in the market. This became possible only after making proper communication with the employees of the organization. BY doing so, the employees of the organization became able to understand the type of performance and product quality desired by the management of Ford Motors. However, it became possible, only after offering the power to stop the production system to the employees, in case, any sort of quality related problem arises in the products. This decision acted as a boon for the organization thereby enhancing the inner morale and self esteem of the employees towards their assigned duties and tasks. Moreover, the level of dedication and commitment of the employees also enhanced that improved their performance as well as quality of the products. As a result, the demand and image of the products of Ford Motors improved within the minds of the customers thereby amplifying its profitability and productivity in the market among other rival players. Thus, it might be clearly stated that proper respect and empowerment of the employees, encouraged their self-esteem towards the assigned duties. Question 2 Yes, empowerment of the employees is a type of intervention that might also prove effective for the organizations to retain the employees for longer period of time. This is because; this type of intervention acts as a motivator that encourages the confidence and self-esteem of the employees resulting in amplification of his or her retention (Brown, 2007, pp. 134-145). Moreover, such type of intervention also helps an employee to enhance his or her level of performance that may improve the productivity of any worst –performing organization. This is because it is the human resource that helps an organization to amplify its prospects and image in the market among others. Question 3 In order to sustain high quality performance, varied types of rewards ad recognition might be offered to the employees. These rewards act as motivators to enhance the confidence and devotion of the employees towards the assigned duties. By doing so, the level of performance enhances that may improve the productivity and efficiency of the organization to a significant extent among others. References Brown, L, V. 2007. Psychology of Motivation. London: Springer. Claydon, T. 2003. Introduction to the Employment Relationship. London: Sage. Collings, D & Wood, G 2009. Human Resource management: a critical approach. : London Routledge. Coyle-Shapiro & et. al. 2004. The Employment Relationship. New York: Oxford University Press. Snell, A. S. & Bohlander, W. G. 2010. Managing Human Resources, 16th Edition. New York: Cengage Learning. Saks, M. A. & et. al. 2010. Managing Performance Through Training and Development. London: Sage. Schneier, C. E. 1994. The Training and Development Sourcebook. New York: Springer. Swart, J. & et. al., 2012. Human Resource Development - Page 79. New York: Cengage Learning. Read More