Managing Employees Relations - Essay Example

Models of Employee Relationships The models of employee relationships hovers basically around two approaches-individualism and collectivism. In the individualistic approach focus is rendered on the development of the productive capacity of individual employees in the concern. The development of the employees on an individual network can be accomplished through formal training approaches or through motivating the people through financial or other rewards to render productivity to the concern. This practice helps at enhancing both the commitment and loyalty of the employees working in the concern.

Similarly the workers can be called for participation in the decision making activities in the concern. This helps in the enhancement of participative management in the concern. In contrast to the individualism approach the organisations also work on the collectivism approach that depends on a great extent on the existence of trade union bodies. Through the existence of trade union bodies the organisations can encourage the employees to take part in decision making activities regarding such events that tend to directly have impact on them.

Like the trade unions can be encouraged by the human resources managers of the concern to collectively bargain with the employees in regards to their wage and employment needs (Purcell, 1987, p.536, 538). In regards to the above discussion the paper focuses to understand the employee relation practices employed at ACME in regards to the various events involving the employees of the concern. Identification of the Management Style Used by ACME Recruitment The management style of ACME in the recruitment process focuses not only on the experiences of the candidate but also on the knowledge potential of the person that would be helpful to serve the concern.

Moreover the recruitment process also involves the incorporation of a psychometric test that not only gauges the potential of the individual but also helps the managers in gauging the individual based on different situations. Again recommendations from the family circle of employees is not entertained rather friends or colleagues of employees working in like position are called for interview. A major chunk of the potential roles in the organization are filled in by internal people. Though the management focuses on engaging fresh blood from the society for the primary roles the bigger posts are filled in by people working previously in the organization.

This recruitment process entailed by the organization is justified in that it aims to evaluate the skills and aptitude of the people or the interviewees in relation to the posts created in the concern. This helps in effectively matching the ability of the workers to the needs of the concern. Moreover the use of psychometric tests in the organization also helps in conforming the skill sets of the employee along with rightly judging the personality traits of the individual needed to match the concern’