In general term, labor relation refers to the relationship among the employer, employees and the government. Labor relation refers to the system in which employers, employees and their representatives and government interact to situate the ground rules for the governance of work relationship.
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.
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.
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. Balancing Work and Life Needs There is a widespread recognition in the 21st century that effective employee relationship management requires consideration of the whole employee.
That means taking steps to ensure that the employee's work-life needs are well balanced. This can occur through creative staffing that might involve part-time, flextime or even off-site work assignments. Open, Honest Communication Communication is critical to establishing strong employee relationships.
Managers must be committed to communicating regularly and honestly with employees about the issues that impact their work. The more open organizations can be, the more likely they are to establish strong relationships that lead to increased loyalty and productivity among employees and decreased turnover and dissatisfaction.
Measuring and Monitoring Results Effective employee relationship management requires ongoing attention. That means that managers and their HR departments should be alert at all times for signs of discontent, which can be subjective, as well as carefully monitoring the results of more formal assessments.
These results should also be shared with employees. Too often employees are asked to complete surveys and are not informed of the results--or what will be done with the results. Relationships Are Interpersonal Ultimately, employee relationship management requires the same skills and processes required to manage any relationship; a clear understanding of employees' needs and a desire to meet those needs is foundational.
Then steps must be taken to interact effectively with employees through a variety of communication channels, both interpersonal and formal e. Finally, measurement of the effectiveness of these efforts should be frequent and ongoing, with improvements and adjustments made when results are not showing continual improvement or satisfactory levels of performance.Goals related to employee relations, salaries and wages, workplace safety and employment processes are an essential element of HR management.
Compensation Structure Sustaining an adequate and equitable compensation structure is a primary goal for HR because it has implications for employee retention, job satisfaction and talent acquisition.
Employees are only half the team when it comes to objectives. At small and large companies alike, leadership and management play a major role in the creation of good objectives.
Once they’re created, leadership needs to clear the way for employees to attain their objectives. Employee Relations Audit An Employee Relations Audit identifies weaknesses and vulnerabilities within an organization that could result in significant employee discontent if left unchecked.
Once the audit is completed, Modern Management consultants work with management to address the weaknesses and implement programs that strengthen relations with employees.
“Employee relations’ is a common title for the industrial relations function within personnel management and is also sometimes used as an alternative label for the academic field of industrial relations. Employee Relations at the U.S.
Office of Personnel Management (OPM) provides guidance and information to Federal government agencies on the statutes, case law, and regulations for taking conduct and performance based actions.
Employee Performance Management is about aligning the organisational objectives with the employees' agreed measures, skills, competency requirements, development plans and the delivery of results.
The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance workforce.