Human resources management
Employee relations activities are those whose objective is to create an atmosphere of trust, respect and cooperation. The typically objective is to provide an atmosphere in which all employees can perform their jobs to the best of their abilities and creatively contribute to the organization.
All Human resources decisions should by goal - directed. Consequently, employee relations activities should be designed and managed to help achieve specific objectives. Employee relations activities affect efficiency, in that potential reasons for performance problems are confronted and help is offered to remove them. When the problem is an individual employee's behavior, employee assistance and conflict resolution system seek constructive solutions. If the problem is the organization's behavior, employee management committees or other two - way communication forums can identify possible changes that will remove the problem.
Much employee relations is designed to send the message that the organization is a concerned institution that will help protect, assists, and deal fairly with all it members.
The typical decisions that managers face in designing employee relations programs include:
Communication - How best can we convey our philosophy to employees and solicit their opinions/suggestions on work issues?
Protection - Are there aspects of the workplace that threaten the wellbeing of employees?
Assistance - How shall we respond to special needs of specific employees?
Cooperation - To what extent should decision making and control be shared?
Discipline and conflict - How shall we deal with it?
An employee handbook is a necessary part of communication an employee relations program. The handbook sets out the rules and policies within which employees and managers must operate. How the organization sets wages, allocates training, and promotions opportunities, what services it provides, and what it expect from employees is discussed in the handbook. Obviously, merely writing a handbook...