Manage Employee Relations - Essay Example

 Manage Employee Relations Subject Code: BSBHRM604A Lecture: Student number: Date 2/10/2011 Student name: Table of Contents 1.0 3 1.0 Overview of Employee Relationship Management 3 1.1 Employee Communication Strategy 4 1.2 Culture 4 1.3 Legal Compliance and Obligation to Employees 5 1.4 Risk Management 5 1.5 Conflict Management 6 1.6 Managing Diversity 6 2.0 Employee Attraction and Recruitment 7 2.2 Legal Compliance and Obligation to Employees 7 2.3 Risk Management 8 2.4 Conflict Management 8 2.5 Managing Diversity 9 3.1 Employee Induction, Training and Personal Development  9 3.3 Legal Compliance and Obligation to Employees 10 3.4 Risk Management 10 3.5 Conflict Management 11 3.6 Managing Diversity 11 Works Cited 13 1.0 Overview of Employee Relationship Management Sound employee relationship management plays a pivotal role in the promotion of business as it enhances employee loyalty and employee morale in addition to increasing their commitment to the organization’s corporate goals. Therefore, adequate employee relationship principles make the employees aware of the expectations of the management and the organization as a whole from its people, thus promoting the business (Farnham, 26). Thus, employee relationship management refers to the administration and development of the association between the employer and the employees (Robbins, 346). Employee relationship management plays a vital role in the management of issues that could impact the satisfaction of the employees, which might have a subsequent effect on the productivity of the employees and the overall organizational culture. Hence, the goal of effective employee relationship management is to enable two-way communication between the employees and the employers which ultimately plays a pivotal role in mitigating cases of conflicts among the employees. An efficient employee relationship management program encompasses all the issues and problems that may exist between the employer and the employees (Gennard, & Judge, 76). As such, the report seeks to review and discuss three aspects of employee relationship management namely employee communication strategy, employee attraction and recruitment as well as employee induction, training and development. The report also looks at how each of the above mentioned aspects impacts on the culture, legal compliance and obligation to employees, and the management of risk, conflict and diversity of Jim’s Cleaning Company. 1.1 Employee Communication Strategy The costs to a business organization due to inefficient employee communication are very high. This is because inefficient communication between the management of the organization and the employees could lead to communication gap which might result in low employee morale and competence of the business. Basically, communication serves four major functions in the organization which include the following: control, motivation, emotional expression and information (Robbins, 328). Therefore, effective employee communication has a strong positive association with employee understanding, since apt, pertinent and precise communication assist in the process of comprehension of corporate strategies as well as goals by the employees (Gennard, & Judge, 2000). This section of the report looks at how employee communication strategy impacts on each of the aspects discussed below Jim’s Cleaning Company. 1.2 Culture The employee communication strategies practiced at Jim’s Cleaning are meant to motivate them as well as to inspire them to put optimum effort in their performance towards the attainment of the set organizational goals. In order to facilitate growth and development of the organization’s culture, Jim’s Cleaning adheres to two way communication between the employees and the management so that they share the same vision and values for the organization where the employees can highlight their problems which can be solved immediately. All these initiatives by the company results in a comfortable and supportive work culture in Jim’s Cleaning (Jim’s Cleaning Group, “About Us”). 1.3 Legal Compliance and Obligation to Employees Jim’s Cleaning frequently assesses the company’s policies as well as procedures so as to make certain that the policies are recent and relevant. The health and safety and the work policies of Jim’s Cleaning are regularly reviewed to ensure that the policies meet its legal obligations and these updated policies are regularly communicated to all the employees. Jim’s Cleaning attempts to provide a safe workplace environment to its employees. The company also organizes workshops and training for the employees to develop their skills as per requirement (Jim’s Cleaning Group, “About Us”). 1.4 Risk Management Organizations have to face numerous challenges in dealing with their employees which may pose legal threats to the organization if they are not adequately addressed. Jim’s Cleaning incorporates effective communication strategies that are meant to deal with any risk that may arie during its operations. As per the employee relation and communication strategies, the management of Jim’s Cleaning discusses performance issues with the concerned employee and attempts to resolve the problems in a timely approach. This approach prevents situations when an employee files litigation against the organization for his abrupt dismissal. Jim’s Cleaning also takes into consideration employee concerns such as requests for flexible working provision conditions in a bid to avoid any sort of discrimination under the federal legislation (Jim’s Cleaning Group, “About Us”). 1.5 Conflict Management Conflicts and problems can arise amongst the employees or between the employees and their employer. Basically, effective communication between the two parties involved is used to solve the disputes or conflicts that may arise between the mentioned parties. The management of Jim’s Cleaning believes that efficient communication begins with hearing and comprehending the issues and concerns of the employees. Jim’s Cleaning always attempts to visualize the scenario through the eyes of its employees before starting the communication process with them. This is the basic characteristic of Jim’s Cleaning’s strategy of employee relations. The company is contemplating the idea of providing the employees proper training for conflict resolution in order to avoid disagreements and clashes amongst the various employees (Jim’s Cleaning Group, “About Us”). 1.6 Managing Diversity Jim’s Cleaning, like most organizations has to realign itself time and again given that it has to focus on new technologies, new procedures as well as new approaches of performing activities, in order to become innovative. However, no organization can accomplish innovativeness if its employees without proper communication strategies in place. Jim’s Cleaning follows an employee relation strategy of supporting and encouraging the employees to reach their utmost potential by offering them adequate information in addition to comprehensible communication of the company’s expectations from the employees. This had enabled the company to fulfil and manage the diverse service requirements of their numerous offered products (Jim’s Cleaning Group, “About Us”). 2.0 Employee Attraction and Recruitment It is necessary for organizations to ensure that their employees are comfortable and satisfied with their place of work. When the employees feel good about their employer, then they act as representatives for the business organization and instigate the process of employer branding (Grobler, 140). Employer branding would ascertain the identity of the business organization as an employer providing constructive working ambiance. The significance of employer branding can be substantiated by the fact that majority of job aspirants consider organizational culture and work environment in addition to remuneration, as important aspects while looking for job opportunities (Deb, 206). 2.1 Impact of employee attraction and recruitment on culture at Jim’s Cleaning The strategy of employee attraction and recruitment has a strong bearing on the culture of the organisation. Efforts to attract the best candidates with the best culture fit into the organization are made at Jim’s Cleaning. All these initiatives by the company results in a comfortable and supportive work culture in Jim’s Cleaning (Jim’s Cleaning Group, “About Us”). 2.2 Legal Compliance and Obligation to Employees All the company policies are regularly assessed to ensure that they conform with culture of the organization. The culture at Jim’s Cleaning is regularly reviewed to ensure that it complies with the legal obligations that shape the operations of the company. The company strives to make sure that its cultural values shape the operations and conduct of all the employees (Jim’s Cleaning Group, “About Us”). 2.3 Risk Management In order to deal with cases of risk management that are likely to emerge during the operations of the organization, Jim’s Cleaning thoroughly screens the employees during recruitment in order to ensure that they possess the desired qualities of the people who can work for the company. Issues related to employee performance as well as their needs are dealt with before they degenerate into troublesome problems which may be difficult to deal with. The company also provides its new recruits with induction trainings so as to provide them knowledge regarding the policies as well as procedures of the company (Jim’s Cleaning Group, “About Us”). 2.4 Conflict Management Conflicts often arise as a result of misunderstanding among employees with regards to tasks and positions expected to be held within the organisation. In order to avoid the emergency of such situations, the management of Jim’s Cleaning believes that effective recruitment strategies are ideal given that the best employees will be selected. If the right people are attracted to the company, there are likely chances that they will share the same vision with the organization and will show their commitment to it. This will greatly minimize the chances of conflicts happening in the company. In order to avoid any form of disagreement and conflicts among the members of the employees, the management has put structures in place that allow the employees to interact in a cordial manner (Jim’s Cleaning Group, “About Us”). 2.5 Managing Diversity Like any other organization, Jim’s Cleaning recruits employees from a diverse background and this entails that they have different cultural values. However, efforts are made during the recruitment exercise to ensure that the organisation caters for the needs and interests of groups from different cultural backgrounds in a bid to create a sense of belonging to the organization among them. This had enabled the company to fulfil and manage the diverse service requirements of their numerous offered products (Jim’s Cleaning Group, “About Us”). 3.1 Employee Induction, Training and Personal Development  In order to sustain themselves in such a competitive environment, organizations require to train as well as develop their employee workforce for enhanced business performance (Deb, 206). In order to bring about innovative strategies in an organization so as to produce new product and service offerings, the skills and expertise of the employees have to be improved and upgraded continuously. Thus, employee induction, training and personal development strategies at Jim’s Cleaning are meant to fulfill various aspects of the organisation. 3.2 Culture The culture practiced at Jim’s cleaning is meant to foster training and development of the employees so that they are in a position to keep pace with the changes that may take place in the environment in which they operate. In order to facilitate the growth and development of the employees’ skills so that they become proficient in accomplishing the company’s objectives, they are provided with proper training and development. Training and development is meant to improve the knowledge of the employees so that they can meet the new demands of their respective tasks in the organisation. Such initiatives have bore fruit with regards to the creation of a supportive work culture in Jim’s Cleaning (Jim’s Cleaning Group, “About Us”). 3.3 Legal Compliance and Obligation to Employees In terms of induction, training and personal development of the employees, Jim’s Cleaning has measures in place that are meant to ensure that all the strategies are in compliance with the legal obligations of the company to the employees. Things such as safety and health are often given priority by the organisation. During training and development procedures, Jim’s Cleaning attempts to provide valuable information to all the employees so that they are not exposed to dangers that can pose a threat to their safety. Training and development is meant to equip the employees with required knowledge in a bid to minimise the chances of lawsuits that can be filed as a result of unprecedented injuries or job losses (Jim’s Cleaning Group, “About Us”). 3.4 Risk Management Jim’s Cleaning is faced with risks just like any other organization. Though risks are inevitable in any organisation, their impact can be dealt with if there are effective strategies put in place. Jim’s Cleaning employees adequate measures that are meant to deal with reduction of such risks and these mainly involve training and personal development so that fears among the employees are allayed. Issues related to performance are addressed through training and personal development since the employees will be able to gain the required skills to deal with different situations they may encounter during their operations. Risks are minimised through constant improvement of the competencies of the employees (Jim’s Cleaning Group, “About Us”). 3.5 Conflict Management Conflicts are usually a result of misunderstanding among the employees and their management over issues such as job expectations as well as tasks. In order to reduce this particular type of conflicts, the management at Jim’s Cleaning is of the view that if the employees are given adequate training and personal development, they will be aware of what is expected of them hence will put optimum effort in their performance. Clashes of this magnitude can be reduced through providing the employees with knowledge as well as a free platform to share their knowledge which promotes mutual understanding which in turn limits chances of unnecessary conflicts which are counterproductive (Jim’s Cleaning Group, “About Us”). 3.6 Managing Diversity Through training and development of the employees at Jim’s Cleaning, workers from a diverse cultural background are given the opportunity to freely interact as well as to share their knowledge. If the members of the organization are better positioned to share their ideas and knowledge, it becomes easier for the management to deal with various issues that can affect their performance since they will be sharing a common understanding of the goals and objectives of the company. It can be noted that no organization can accomplish innovativeness if its employees are not properly trained and posses upgraded skills and knowledge. Jim’s Cleaning follows an employee relation strategy of supporting and encouraging the employees to reach their utmost potential by offering them adequate training. This had enabled the company to fulfil and manage the diverse service requirements offered (Jim’s Cleaning Group, “About Us”). Works Cited Australian Human Rights Commission, “Human Rights”. September 27, 2011. About Human Rights, 2011. Business Victoria, “Employing or Hiring People”. September 27, 2011. The Basics, 2011. . Deb, Tapomoy. Strategic Approach to Human Resource Management Atlantic Publishers & Dist, 2006. Print. Dessler, Gary. & Varkkey, Biju. Human Resources Management Pearson Education India, 2009. Print. Farnham, David. Employee Relations in Context CIPD Publishing, 2000. Print. Gennard, John. & Judge, Graham. Employee Relation CIPD Publishing, 2005.Print. Grobler, Pieter. Human Resource Management. 3rd Edition. London. Thompson. 2003. Print. International Labour Organization, “Sources of Regulation”. September 27, 2011. Industrial and Employment Relations Department, 2010. Read More