Importance of Employee Relationship - Research Paper Example

Employee Relations Table of Contents Introduction 3 Personnel Relationship 4 Roles and Contributions of Trade Unions 5 Unitary and Pluralistic Frame 5 Investigation of the Effectiveness 6 EU’s “democratizing” Influence upon Employee Relations 10 Industrial Relationship and Employee Relationship 10 Effectiveness of Employee Involvement Techniques 11 Advantages and Disadvantages of Employee Relationship 11 Conclusion 12 References 13 Bibliography 13 Introduction Employee relationship is the general name for industrial relationship within the broad head of employee management and also very often used as alternative tag for academic nature of the industrial relations. The term defines the fact where organizational relationship is confined not only to the learning of the trade unions but also it includes direct communication system and the employee involvement of the individual worker target. Employee relationship is concerned with preserving the employer and employee relationships which increases morale, motivation and the satisfactory productivity. Actually, employee relationships or personnel relationships basically deals with resolving and preventing problems involving each person which affect the work situations (Boston College, n.d.). Personnel relations present in an organization support the human capital in different ways including the recognition of employee, interpretation and policy development and also the various categories of solving the problems and disputes that arise in the due course of time. It serves as the resource for every employee in non supervisory as well as supervisory roles by giving a hand in decision making issues like that of manage the situation which is difficult and assisting the individuals to choose the best course of action as when they are into dilemmas (Rice University, n.d.). Personnel Relationship Personnel relationship provides guidance, training and counsel to the employee and the managers to make sure an environment which is fair enough free from the illogical biases and contributing to the top level performances with the proactive client service familiarized focus. Personal relationship builds up and interprets the organisational course of action consistent with law and organisation’s in general mission and the guiding philosophy. Personnel relationship reacts to place concern of the workforce via fact-based investigation and analysis. It prepares the decision makers act in win-win situation for the best interest of the employees and also that of the organisation. Maintaining a productive, positive work environment is crucial for every manger. Employee relationship adheres to it by slotting in: Coaching and mentoring of the staff Daily feedback, where reviews of annual performance is included Change of the management strategies Empowerment and engagement of the employee Promptly, fairly and assertively addressing the challenges of workplace and the problems Roles and Contributions of Trade Unions Addressing the poor individual skills or the declining performance is unwelcome but an unavoidable function. Unacceptable presentation and the relationships of conflict can rapidly impact the environment workplace and also the productivity and it paves the way for trade unions. Trade unions assist the employees with collective bargaining. The trade unions make the strong demands for the employee force as it is makes a unified demand. The ‘employee relationship’ is conceived as replacement for ‘industrial relations’ term but it‘s clear-cut meaning in present workplaces necessitates clarifications. 2004/5 CIPD embarked on research into changing employee relations nature of work. This relationship plays a crucial rule to make the organizational growth. Unitary and Pluralistic Frame The unitary perspective propagates “one - nes” in the concurred commitments and purposes, common beliefs and values and the set of deeds which are good enough - permitting members of the institution, the social order even, to work together in the predictable ways. For example, a person suggests a marketing strategy for the growth of the organization and everybody has accepted his strategy without any hesitation. The pluralistic perspective recognizes difference and inclination for the conflict over agreement of priority, of view, of purpose and of course of leadership source. Pluralism recognizes rivalry and competition for the scarce resources and the rivalry between certain commitments, ideologies and the value system. Example, if two persons suggest two different strategies and they are not willing to accept each other’s policy and also forces other to accept one strategy. Investigation of the Effectiveness There are several employee relationship functions to reach the goal. The functions are as following: Refer and advise employees’ personal problems Review the rules of departmental works and their policies for evenhandedness and also consistency with the policies of their colleague Coach/assist employees in directing the relations by means of their supervisors Advising the supervisors when thinking action of employment for bad behavior or problems of performance to make sure compliance with the standards of colleague Manage and develop programs for the employee’s appreciation and recognition Solve the problems of organizational issue and the employees’ issue with superintendents around. (Swartmore College, n.d.). The personnel relationship or employee relationship is purposely generated to design, develop, assess and also implement the policies and programs to enhance the employees’ willingness of work and well-being. The work force of nation’s composition leads to increase the demand for sensitive family’s policies advantage and environment of work. Issue of wellness, child care and personal problems are no more considered as employee’s personal issues. The programs are also designed to serve employees with the resources and information to give a hand in those areas. With the intention of addressing these issues and make sure a steadier prolific work force, personnel managers are instituting the ‘family-friendly’ programs and policies, including the wellness programs. As well as visible acknowledgment of performance of the employees and work place contributions is another increasing method of productivity and improving confidence. Personnel relationship is responsible to provide the high-level consulting of human resources to the organisational departments; staff centers like administrative, faculty sponsored research, service and support; and labs- regarding wide diversity of the issue of employees and the personnel policies. This also supports the employee/faculty appointments, promotions, annual reviews, employee status and transfers and also handles the organization’s labor unions. The human resources managers convey to specific organizational areas and give the most important tip of this client team contact. Human resource managers are very much responsible for associating with these teams to know their operational business which connect with their needs which also linked with human resources and also for coordinating other services of human resource department to help the employee address exact opportunities and problems. In concurrence with recruiting services, human resource manager supports the processing department of job listings, employment advertising and applicant materials. Major portion of the time of human resource department is spent counseling employees and clients groups on the issues like: Conflict resolution Compensation (salary determination, job classification etc) Policy interpretation Organizational restructuring Harassment and discrimination issues Absence leaves Employee-related investigations Termination or layoffs Consulting the corrective action including in the performance management Grievances The human resource organisations are deeply focused about the employee relationship. They are deeply engaged in project-related teams for designing a new system for the issues of human relation. EU’s “democratizing” Influence upon Employee Relations European countries have deep contributions toward the concept of employee relationship. In the early period, Works Commissions were set up in lots of European countries. Unions in Germany are strong enough to efficiently defend the employee interest. The works council history has been to some extent dissimilar in other countries in Europe. In Netherlands, fundamentally union policies led to insist that work committee suppose more character in the joint negotiating councils. In Italy, main concept of the works councils as the advice-giving committee is becoming extinct like they are fundamentally by extra military shop wardens. Apart from the individual nations, European Union has a whole has considerably contributed towards the development of employee relationship. Industrial Relationship and Employee Relationship Employee relationship is a broad term that comprises the relationship in between an employer and employee or among two or more employees. Employee relationship engages in employee’s salaries, pays, disciplinary and absences. Industrial relationship is generally described to engage the entirety of interaction and relationship between the employees and the employers. For this reason, industrial relations can cover every aspects of employment relationship, which basically deals with personnel management, union management relations and employee relations. Industrial relationship is relevant to the practice and the study of trade unionism, labor-management relationship and collective bargaining while the employee relationship basically deals with the employees policies and programs and the relationship of nonunion employment. Effectiveness of Employee Involvement Techniques Employee involvement is making an environment where people have impact on actions and decisions that affects their occupation. This involvement is neither goal nor a tool but is put into practiced by the organizations. The involvement of the employees with in the organization makes the employees loyal toward the organization which ultimately contributes in having shared vision and shared knowledge. Also, it reduces the rate of attrition and facilitates in having internal leadership. Advantages and Disadvantages of Employee Relationship It is very essential to build a good employee relationship in order to have the efficient use of human resources and also to fight the threats associated with the employees e.g. sexual harassment, equal opportunity for the employment, relocations and plant closing, executive compensation and workforce restructuring and downsizing among others. Fundamentally, employees have the relationship with the employers and success of this employee relationship manipulates the victory of the organization. The main advantage of employee relationship is that it reduces the chances of organizational conflicts. Good employee relationship is always a key factor for organizational success. It increases the morality of the employee. It is also maintain the good ambience and the working culture of the company. Beside such attributes, employee relationship has some drawback also. Certain employee might try to take extra benefits from the employer and also many of them tries to accuse their colleagues of certain baseless charges that might arise from their personal grudges. Conclusion The daily responsibilities of running a business render many managers too much busy for thinking about the innovative paths to create a good relationship with the employee. Moreover, meetings the deadlines, internal as well as external customers’ satisfaction and close eye on the bottom line of the company, business owner might not remember how significant it is to foster stable relationship surrounded by their enterprise. It can be said without much doubt that employee relations hold supreme importance in the organizational context. In order to achieve organizational objectives, it is prudent to have satisfactory employee relations in every strata of the organization. References Boston College, No Date. Employee Relations. References & Research. [Online] Available at: http://wfnetwork.bc.edu/glossary_entry.php?term=Employee%20Relations,%20Definition%28s%29%20of&area=Al [Accessed May 16, 2010]. Rice University, No Date. Welcome to Employee Relations. People @ RICE. [Online] Available at: http://people.rice.edu/employee.cfm [Accessed May 16, 2010]. Swathmore College, No Date. Employee Relations. Human Resources. [Online] Available at: http://www.swarthmore.edu/x14129.xml [Accessed May 16, 2010]. Bibliography Heery, E. & Noon, M. A Dictionary of Human Relations. Oxford: Oxford University Press, 2001. Read More