Employeel Relations

8/3/2019 Employeel Relations

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Employee Relations These are practices or initiatives for ensuring that

employees are happy and productive.

What it does? It takes care of employee grievances, employee

recognition, and boosting the morale of employees.

It helps to make the working environment more healthy,

live and at the same time fulfills the managementsexpectations and maintain the work culture and ethics.


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Industrial Relations(IR) andEmployee Relations(ER) arerelated terms. IR is

concerned with therelationship betweenmanagement and workers

and the role of regulatorymechanism in resolving any

dispute.


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Employee Relations is amuch broader concept. Itinvolves maintaining a work

environment that satisfiesthe needs of individualemployees andmanagement. Improvingemployee morale, building

company culture, conveyingexpectations.


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Parties to IR

Employer EmployeeRelations

Employers

EmployerAssociations

Courts andTribunals

Employees

EmployeeAssociations

Government


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Healthy and Balanced relationship To creates healthy and balanced relationship within the

organization.

Employees Personal Confidence To boost the confidence, morale level and encourages

employees to give their 100% performance.

Fair and Trustworthy Management To treat all the employees fairly without any discrimination

and favoritism.

Employee Friendly To develop more coordination and better communication to

avoid conflicts in the organization.


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Contd..

Productivity To make employees more productive, efficient, skilled and

proficient in their work.

Best Place to work To maintain work culture where employees feel that work

place is their Second Home which is stress free, with betterinfrastructure and other additional facilities like Gym, foodcourts, music while having coffee in rack room.

Medical Needs To maintain health of employees by providing medicalfacilities, health check ups on regular basis so that theyfeel that special attention and care is given to them.


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It maintains harmony at the work place.

Healthy relationship among all the staff, boss and colleagues.

It reduces absenteeism.

It reduces attrition rates.

It can retain more talented employees.

It improves morale level of employees and makes them more

responsible.

It increases quality and productivity of work.


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Communication Have one to one session in a month where employees can

come out with their personal and professional problems.

Reward Employees can be rewarded by giving monetary rewards,

gift vouchers.

Team Building Exercise Employer can keep party and dinner for the staff members

once in a month so that it makes the bond more strong.

Appreciation If employees work extra hours overtime should be paid or

bonus can be given for hard working.


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Knowledge Sharing ( Presentation ) Seminars should be conducted to increase their knowledge

and inner potentials.

Annual event Annual events should be conducted where employees can

participate and show their talents.

Promotions Internal job promotion should be encouraged at regular

interval, so that employee get opportunity to grow withinthe organization.

Training to communicate well Soft skill training should be conducted on regular basis to

make employees more confident, skilled and proficient intheir work.

Contd..


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Internal Factors Attitude

Management Employee/Unions

Conflict differences of opinion between management and unions. (

How much ? )

Decision Making The extent to which management wants absolute authority

to enforce decisions.


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Value of Union Its Domination

Its Present & Future strengths

The extent to which handling of disputes or grievancesexist within the company.

The prosperity of the company and the degree to whichit is expanding.


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External Factors The militancy of unions.

The effectiveness of union and its officials.

The authority and effectiveness of employers associations.

The extent to which bargaining is carried out.

The employment and pay situation.


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CommunicationThe core IR programme is the personal manual.The manual sets out the rules & policies withinwhich managers and employees must operate.


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RelationsRelationships with employees may be improved

though joint consultations. Relationships withunions or staff associations may be developed

through collective bargaining and other IRprocedures or by improving the operation ofexisting procedures.


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CompetenceManagers and supervisors need to develop

competence in handling IR. Suffice it is to say thata training programme must be conducted afterassessing the training need of the managers andsupervisors. Negotiation skills must form a part ofthe training offered to the managers. Training mustnot be confined to the managers and supervisors

alone. Union leaders and employees must also beassociated with the programme, as they are asmuch a party to conflict managers or supervisors.


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Discipline and conflictIf both employees as well as employersadhere well to well laid out norms, disputewill not occur. Where a conflict occurs, themanagement must resolve it. There are set ofprocedures to resolve disputes.


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Industrial disputes essentially refer to thedifference or conflict between employers andemployees.

Disputes arises because ofwage demands,union rivalry, political interference, unfairlabour practices, labour laws and others.


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Whatever may be the cause of industrialdisputes, the consequences are harmful tothe all stakeholders the management,employees, economy, and the society


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CollectiveBargaining

GrievanceProcedure

Code ofDiscipline

Arbitration

Conciliation

Adjudication

Disputessettlement

ConsultativeMachinery


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So a well planned Employee Relations is a key to success forhealthy environment, balanced relation where employer &employee both are completely satisfied and finally to avoid allthe conflicts at work place to get desired results to reach theorganizational goals.

Conclusion


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Thank You

Employeel Relations

Documents

Transcript of Employeel Relations