Premium Essay

Managing Employee Relations

In: Business and Management

Submitted By laviolak
Words 543
Pages 3
Employee relationship management is a process that companies use to effectively manage all interactions with employees, ultimately to achieve the goals of the organization. The human resources department can play a critical role in this process, both in terms of training and coaching managers and executives on how to effectively establish and nurture relationships with employees and in measuring and monitoring those relationships to determine whether objectives are being met.

A Better Way To Understand Your Customers. Discover More.www.brandwatch.com/CustomerInsight
Identifying Objectives
Employee relationship management is a general term that means a lot of different things to a lot of different people. At the outset, it is important to define what is meant by employee relationship management and, specifically, what areas of the relationship will be managed. For most companies, relationship management centers around items like attracting and retaining employees. Common measures of the effectiveness of these relationships include time to hire, turnover and employee satisfaction.

Determining Employee Needs
It is not enough to assume that a company or even its HR professionals know what is important to employees. Needs vary greatly depending on employee characteristics--age, gender, etc.--as well as the type of job being performed. It is a good idea to find out directly from employees what their needs are. You can do this in one-on-one conversations that take place informally throughout the year, during formal employee evaluation meetings and through surveys and polls that can provide a quantitative indication of employee needs.

Related Reading: How Is an Employee Evaluation Done by HR?

Balancing Work and Life Needs
There is a widespread recognition in the 21st century that effective employee relationship management requires consideration of the whole...

Similar Documents

Premium Essay

Managing Employee Relation

...relationship unlike ordinary commercial contracts. It is based on an inequality of bargaining power between the competing interests of labor and capital” Like other commercial contracts, the overall purpose of an individual employment contract is to constrain the behavior of the parties with the objective of maximizing its combined value to them over time and, in particular, to deter one party from opportunistically taken advantage of the other. Employment relationship are frequently maintained over an extended period There are numbers of difficulties inherent in the very idea of contract. Two of which arises in its underpinning assumptions. The first of these is the assumptions that the contract is an individual own, which implies that each employee has a personal contract with the employing organization, which can be called into question by the reality of most work situations. Secondly, there is the matter of an imbalance of power in the relationship, about which the employment contract is notoriously silent. This is underpinned by an assumption that the parties enter into the relationship of their own...

Words: 726 - Pages: 3

Premium Essay

Supporting Good Practice in Managing Employee Relations

...Unit: 3MER Supporting good practice in managing employee relations 1. Understand the impact of employment law at the start of the employment relationship. 1.1. Describe the internal and external factors that impact on the employment relationship Internal One internal factor that can impact on the employment relationship is employment laws and changes to employment law, for example maternity and paternity leave. New legislation enables couples to share maternity leave meaning men can take more time off work after the birth of a child. Another internal factor that can impact, is the strategy of a business. If a business needs to change its strategy for cost saving purposes it can result in reduction of staff. If a business needs to grow due to new strategy, this can result in an increase of staff, more training can become available to staff to enhance their skill sets and help the business grow. External In some cases, technological developments can destroy jobs, it can blur the separation between existing jobs and can lead to a lower skilled lower paid workforce. In these cases, the bargaining power of the employer becomes increased. In other examples, technological developments can create new jobs and make some industries more capital intensive. This increases the bargaining power of the employees. Political factors can impact on the employment relationship. Countries are now more interdependent than ever due to the reduction of trade barriers. Markets......

Words: 2320 - Pages: 10

Free Essay

Supporting Good Practice in Managing Employee Relations

...GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS GUIDANCE LEAFLET. Understand the impact of employment law at the start of the employment relationship Internal and external factors that impact on the employment relationship Internal: • Performance, pay and reward: employers should set clear and transparent targets in order to make it easier for employees to know what is expected of them. If these targets are followed employees can be rewarded and this should improve the relationship between employer and employee. • Management style: there are two types of manager: autocratic and democratic. Autocratic managers make decisions without involving the staff. This can be a good idea in some circumstances (for example the need to make a quick decision to avoid catastrophe or missing a deadline or target) but if this style is used all of the time it can be detrimental to staff motivation, commitment and well-being. Democratic managers involve staff with decision making as much as possible which means everything is agreed on by the majority of staff. This can lead to increased levels of motivation, commitment and well-being which subsequently could increase the profitability of the business. External: • Economic factors: slow economic growth or a downturn can make employees just thankful they have a job. This can put pressure on them because employers may decide to increase workload by making individuals do more work in the same time. With the fear of redundancy looming and...

Words: 3077 - Pages: 13

Premium Essay

Supporting Good Practice in Managing Employee Relations

...A GUIDE TO SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYEE RELATIONS CONTENTS Internal factors that impact employee relations | Page 3 | External factors that impact employee relations | Pages 3-4 | Employment status | Page 4 | Employee rights | Page 5 | Legislation relating to work/life balance | Pages 5-6 | Family/parent-related legal support | Pages 6-7 | Equal pay | Page 8 | Equalities Legislation | Pages 9-10 | The psychological contract | Pages 10-11 | Fair and unfair dismissal | Pages 12-13 | Exit interviews | Pages 13-14 | Redundancy | Page 14 | Impact of redundancy | Page 15 | The following information is a leaflet giving guidance to employee relations. The information details the impact that employment law has at the start of the relationship between the employer and employee. INTERNAL FACTORS THAT IMPACT EMPLOYEE RELATIONS The Factor | The Description | The impact on the employment relationship | Pay and Benefits | Annual salaries, private health care, annual discretionary bonus, free or subsidised lunch, early finish Friday, pension, travel insurance and childcare vouchers to name but a few. | These are key when seeking to recruit new employees. People are attracted to a salary that meets their needs and that they feel is worth the job they want to do. It is beneficial if there are attractive benefits to go alongside the annual salary as it encourages motivation and loyalty and good productivity from employees. If the......

Words: 4225 - Pages: 17

Premium Essay

Hr Assessment 2 Escape to the Wild

...HR Assessment – Task 2 Outcomes 2 & 3 Escape to the Wild Report To ensure Escape to the Wild’s continued successful and profitable expansion, the Managing Director has expressed his wish for the company to take on a more Strategic approach to the way it recruits trains and promotes its employees. To implement this new strategic approach a human resource function should be introduced. The following describes four activities the human resource function will undertake in order to support the company’s expansion and success: Recruitment & Selection The purpose of recruitment and selection is to reduce the risk of poor selection and attract well qualified candidates to the job. Systematic planning and preparation will increase the likelihood of employing the right person for the job. Recruitment and selection is crucial to the organisations success and selection techniques such as psychological tests, practical tests and numeracy tests can be used to determine the best candidate for the job. Recruitment and selection activities include: employment law, job descriptions, personal specifications, advertising, applications, interviews, tests, references and acceptance/rejection letters. The implementation of a recruitment and selection process within the human resource function for Escape to the Wild would reduce the amount of work for the Finance Director and the finance section. The Finance Director would no longer have to issue all employment......

Words: 1685 - Pages: 7

Premium Essay

Mr Wilson

...Assignment Brief Managing Human Resources | | Task 1 1.1 Explain Guest’s model of HRM, 1.2 Compare the differences between Storey’s definitions of HRM, personnel and IR Practices; 1.3 Assess the implications for line managers and employees of developing a strategic approach to HRM.Further guidance notes are set out below. | Task 22.1 Explain how a model of flexibility might be applied in practice,2.2 Discuss the types of flexibility which may be developed by an organisation;2.3 Assess the use of flexible working practices from both the employee and the employer perspective;2.4 Discuss the impact that changes in the labour market have had on flexible working practices.Further guidance notes are set out below | Task 33.1 Explain the forms of discrimination that can take place in the workplace;3.2 Discuss the practical implications of equal opportunities legislation for an organisation;3.3 Compare the approaches to managing equal opportunities and managing diversity.Further Guidance Notes are set out below | Task 44.1 Compare different methods of performance management,4.2 Assess the approaches to the practice of managing employee welfare in a selected organisation;4.3 Discuss the implications of health and safety legislation of human resources practices;4.4 Evaluate the impact of one topical issue on human resources practices.Further guidance notes are provided below. | Further Guidance NotesTask 1To achieve a Pass you must explain Guest’s model......

Words: 615 - Pages: 3

Premium Essay

Human Resources

...Human Resource Function Human Resource Function Recruitment Retention Recruitment Retention Employee Relations Employee Relations HRIS HRIS Compensation/Benefits Compensation/Benefits Compliance Compliance OD OD Workplace Safety Workplace Safety Labor Relations Labor Relations Staffing Staffing Health and Welfare Health and Welfare Healthstream/Education Team Healthstream/Education Team Retirement Plans Retirement Plans Organizational Development Organizational Development RISEN RISEN Wage/Salary Administration Wage/Salary Administration Halogen Halogen MBTI MBTI HR Function Primary Activities and Roles within HSHS 1.) HRIS: Human Resource Information System – Oracle PeopleSoft * Producing electronic pay stubs * Inputting compensation and salary information * W-2, W-4, 1095C Electronic Consent/Forms * Uploading/downloading of benefits after open enrollment * Monitoring life event changes * Inputting and monitoring change in status (FT, PT, PRN status) * Inputting new hire information, * Updating and maintaining current personnel information 2.) Employee Relations * Measuring job satisfaction * Measuring colleague engagement scores * Administering and implementing employee recognition programs * Handling complaints and resolving workplace conflict * Handling......

Words: 1410 - Pages: 6

Premium Essay

Management

...happens when you bring together people who are committed to making a difference - they do! At work for a healthier world. | Posted Position Title | HR Director, Turkey and Central Asia (TCA) | Career Level | Experienced | Function | Human Resources | Function Segment | HR Client Support | Location | Turkey | City | Istanbul | Relocation Assistance | No | Role Summary/Purpose | The HR Director,TCA provides tactical and strategic Human Resource leadership and generalist oversight for the region team across the Turkey and Central Asia region for Healthcare | Essential Responsibilities | • Providing leadership, direction and expertise for the full scope of HR functions including: salaried and non-salaried employee relations, employee compensation,...

Words: 704 - Pages: 3

Premium Essay

Bands of Hr Profession Map

...and value to me are (for definition see over page): | I have this interest because… | I will develop my knowledge in this area in the following ways: | 1 | | | 2 | | | 3 | | | Professional Area | | MSc HRM Modules | 1 | Contemporary Issues in Human Resource ManagementThe aim of this module is to introduce the student to the theory and practice of human resource management and to critically examine contemporary local, national and international issues that impact on the changing role and function of human resource management. | 2 | Managing Change and Organisational LearningThe module aims to develop knowledge and skills with regard to organisational change and the design, delivery and evaluation of learning and development. | 3 | Recruiting and Retaining EmployeesThis module explores recruitment, selection and retention of employees. As such it explores policies, procedures and benefits that promote employee satisfaction and commitment including flexible work strategies, diversity management, induction, and...

Words: 1109 - Pages: 5

Premium Essay

How the Hr Department ‘Supports’ Your Organisation

...attention of the ‘Board of Directors’. How the HR department ‘Supports’ Your Organisation October 2014 Contents 1. Introduction 2. HR Function 3. HR Activities – Supporting Strategy 4.1. Recruitment 4.2. New Employee’s 4.3. Employee Relations 4. HR – Supporting Line Managers & Staff 5.4. Maternity Pay / Leave 5.5. Retirement / Pensions 5.6. Maintain A Safe Working Environment 5. Conclusion 1. Introduction Further to the recent organisation re-structure forecasting the closure of the HR department, the following report has been created to highlight the importance of the HR activities and the support it offers within the organisation. This report highlights how certain HR functions can save the business a considerable amount of money. Although the HR department doesn't increase revenue, it can add to the bottom line through cost saving measures, therefore it is crucial your HR department, along with its skilled HR professionals survives this planned re-structure and its existence remains in place for the future. 2. HR Function The Human Resources (HR) function is concerned with the issues of managing people within the organisation. It develops, advises on and implements policies relating to the effective use of personnel. Their aim is to ensure that the organisation employs the right balance of staff in terms of skills and experience, and that training and......

Words: 1034 - Pages: 5

Premium Essay

Human Resource Management

... A HR department that runs efficiently and is effective will have a clear understanding of its functional roles. Some of the functional roles of the HR department are Recruitment, Performance Evaluations, Compensation and Benefits, and being a Resource for Employees. In the past human resources functioned only as an administrative department, responsible for payroll, processing applications, and managing employee benefits like life insurance and providing medical coverage. In the 80’s HR departments started evolving into a strategic partner that helped the company map out the direction it wanted to go. The main function of HR is to create a strong bond between the employer and employee. Conflict Resolution is an important and complexed function of the HR department. An Employee Relations Specialist has to often play the roles of mediator, advocate, and judge. The HR department needs a representative that is familiar with labor and employment law who will investigate and resolve employment issues. Conflict Resolution is a great tool used to strengthen the employer-employee relationship. Employers have the responsibility to provide a safe work environment for their employees. There should be safety personnel in HR that will provide training on how to use dangerous equipment and make sure the companies follow the laws and regulations that govern the use of hazardous materials and equipment. Nice and comfortable work stations should be available to all employees, it......

Words: 551 - Pages: 3

Premium Essay

Rupees

...responsibility of line managers in various HRM activities To examine the variations in line managers’ involvement in various HRM activities, and To out the differences in their involvement based on • Nature of business, • Ownership of the organisations, and • Length of service of line managers Questionnaire Design • Procurement – Human resource planning, recruitment, selection and placement • Performance appraisal – designing performance appraisal system, driving appraisal process, evaluating employee performance, and performance counseling • Training – New employee orientation, assessment of training needs, nominations to training programmes, and training evaluation • Internal Mobility – career planning, transfer decisions, and promotion Questionnaire Design • Compensation – Salary decisions, incentive payment and employee benefits and services • Employee Relations – grievance handling, discipline management, managing absenteeism, managing attrition and employee...

Words: 534 - Pages: 3

Premium Essay

Employees Relations Program

...Employee Relations Program HRM531 PR – Human Capital Management in Puerto Rico University of Phoenix May 8, 2012 Employee Relations Program According to Mondy (2007) to ensure that workers with the proper skills and experience are available at all levels, constant and concerted efforts are required to maintain good internal employee relations. Internal employee relations comprise the human resource management activities associated with the movement of employees within the organization. These activities include promotion, transfer, demotion, resignation, discharge, layoff, and retirement. Discipline and disciplinary action are also crucial aspects of internal employee relations. In addition an employee’s relations include a compensation program, a dispute resolution program, a performance management program, and a labor relations program. For employees one important aspect is to be properly compensated; that is been paid according to his productivity and performance, and to value the KSA she or he brings to the organization. A method of accomplishing this is by ensuring salaries are competitive when comparing with other companies or competitors; linking their performance with a rewards system, and rewarding those employees who meets productivity goals. All these efforts promote enthusiasm, high performance and productivity. At a minimum good compensation program will attempt to keep quality employees from leaving the company. Another important aspect of an......

Words: 667 - Pages: 3

Premium Essay

History of Hrm Writting Assignment

...History of Human Resource Management The history of Human Resources Management (HRM) principles can be traced back to the primitive time. Knowledge of hunting, gathering, safety, and health was recorded passed down from one generation to another. Between 1000 and 2000 B.C. more advanced HRM functions began to develop. In 1115 B.C., an early version of employee screening tests was being used by the Chinese. Ancient Greek and Babylonian civilizations, ages before medieval times, established the apprentice system, another example of early HRM (HRM, n.d., para.4). Over the years, HRM has been known by different names, “from personnel to industrial relations to employee relations to human resources” (HRM, n.d., para.5). Human resource by far is the best title given for managing your most valuable resource, humans. During the industrial revolution the need for an organized form of HRM emerged as the manufacturing process evolved from the cotton gin to the factory assembly lines. Companies in the United States developed new recruitment methods of attracting and retaining their best workers, as result of the economic shift from agricultural based to industrial based. As a result of the industrial revolution HRM were needed to help immigrants adapt to their new jobs and the American way of life (HRM, n.d., para.6). Immigration increased considerably between the 1880s and 1940s, resulting in a stable flow of low skill and low cost employees. Due to the......

Words: 798 - Pages: 4

Premium Essay

Human Relations

...Human relations are important in achieving success working with others. The skill of effective communication and the ability work well with people is a key to successful human relationships. If a company p creates a work environment where the employee gets what they want and the company prospers they have created a win-win work environment. This will lead to a successful a business and a positive working environment. A supervisor must know the total person he is employing. They must realize that the employees have a life outside of work and it will at times affect his job performance. The understanding that can be provided to the employee can make that employee feel appreciated and mainly understood. There are many things that can be done to improve human relation skills smiling, calling people by their names, admitting fault and making a sincere apology, helping other out with a positive attitude, being optimistic and most important is think before react or say something. A major challenge in a human relations job is managing a crisis situation. Balancing multiple priorities is a major cause of stress, noted Amy B. Ferguson, former strategic counsel to Louisiana Economic Development and now principal, Ferguson Freelance, New Orleans. “The most stressful part is coaching a client to achieve balance between the internal need to act thoughtfully and strategically and the external pressures of the media’s never-ending news cycle,” Ferguson said. “This was particularly......

Words: 597 - Pages: 3