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For a better evaluation of the subject matter, the study intends to analyze the strategies related to employee relations and engagement existing in the renowned pharmaceutical company Boots, located in the U.K.
The modern business environment is laden with much complicity from the perspective of employee management. Globalization of business activities and interaction of human resource from various nations further complicates the approaches which managers are required to undertake for efficiently managing employees. Employee relations (ER) have therefore evolved as an important criterion so that employee productivity can be maintained. Employee relations are generally objected towards developing strategies which reduce employee issues, enhance morale and encourage good communication between superiors and subordinates. Such relations also aid towards ensuring that employees are retained within the firm for a longer durations. Often human resource managers engage themselves in developing strategies which facilitate developing successful employee relations. In many large firms, ER is often perceived as the process through which employees can be given information regarding long term objectives and policies of the firm. Employees are advised and guided in respect of their performance and conduct through such relations.
Employee engagement (EE) is essentially the process of making the workforce of an organization to remain completely dedicated towards performance of duties. When employees are completely dedicated towards execution of tasks, there remains less extra time to focus upon other aspects such as gossiping or creating issues. The practice of EE is mostly undertaken so that employees are at all times productive. However if firms exert too much pressure upon employees it tends to impact organizational productivity negatively. EE is required to be implemented in an organization so as to enhance
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Presentation of the critical contribution of employee engagement as a route to strategic, reputational and competitive excellence within a high-performance working environment. 9 5. Analysis of the relationships, causal or correlational, between levels of employee engagement and organisational performance, measured by both process efficiencies and corporate outcomes.
The following three academic journal articles were selected as relevant to the topic: ‘Individual employee voice: renegotiation and performance management in public services’, ‘Workplace industrial relations in Britain 1980-2004’, and ‘A fair globalization: The role of collective bargaining in stemming the rising tide of inequality in earnings and income’.
The paper focuses on the changing aspect of the employee relations and the factors affecting it. Various factors like economical, political, social and technological aspect were considered in identifying the change. The effect of change on the actors in the organization was also considered which involved the employees, the employers, the management, the trade unions and the overall state.
Today, employee engagement is “an individual’s sense of purpose and focused energy, evident to others in the display of personal initiative, adaptability, effort, and persistence directed towards organizational goals” (Macey & Schneider, 2008). It is “an employee’s drive to use all their ingenuity and resources for the benefit of the company” (Elsworth, 2011, p.
To illustrate this, the study will examine each aspect of the project’s design, in tandem with relevant theories in designing, and analyse how these theories have been implemented in attaining successful engagement of the audience by enabling their interaction with various aspects of the design.
The employee relationship with management is to the individual’s success and the longevity in that position.Today, the concept of human relations remains the most important thing in the workplace. This means that employee’s relations are considered issues of modern days since every individual shares relationship at workplace with his or her colleagues.
Participation refers to initiatives meant to promote the rights of the employees that are working in an organization in decision making. Employee involvement and participation is very important as it help in
imize the occurrences and effect of such conflict For the purpose of understanding the source of such organizational conflict the management must identify the key attributes of employee relation which will help them to mitigate the effect of conflict and ensure organizational
The role of the labour legislations is to govern workers and employees while also facilitating the relationship between an employer, the employees and a trade union and plays an important role especially in the organization, certification, conducting