Employee Relations in 21st Century
INTRODUCTION
Employee Relations can be explained asset of activities concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals which arise due to work related or non work related issues. As we look back towards the history it is obvious that various sorts of industrial related conflicts take place within or outside the work places due to various reasons. The conflicts between the management and the ordinary employees can be identified as one common situation which takes place regularly.
In the globalized world today with the related heavy competitiveness prevailing in the business world, much attention is given towards the employee relationship as if not handled properly outcome may be disastrous to any business organization. It is one of the major responsibilities of the management to be aware of this principle and do everything possible to maintain healthy employee relationship with the employees. There are many researches which indicate the importance of employee relationship and underneath benefits of the same to the institutions. In simply the secret behind most of the highly successful organizations is their satisfied, motivated and enthusiastic human resource and this status is achieved with the practice of highly effective employee relationship activities.
The responsibility of maintaining healthy employee relationship primarily lies with the hands of the management but employees too has a major role to play as it has to be a collective game plan in order to achieve win win situation for both the employees as well as the institution. The management should have better understanding on how to correct poor performance and employee misconduct. In such instances, progressive discipline and regulatory and other requirements must be considered in
Employee Relations can be explained asset of activities concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals which arise due to work related or non work related issues. As we look back towards the history it is obvious that various sorts of industrial related conflicts take place within or outside the work places due to various reasons. The conflicts between the management and the ordinary employees can be identified as one common situation which takes place regularly.
In the globalized world today with the related heavy competitiveness prevailing in the business world, much attention is given towards the employee relationship as if not handled properly outcome may be disastrous to any business organization. It is one of the major responsibilities of the management to be aware of this principle and do everything possible to maintain healthy employee relationship with the employees. There are many researches which indicate the importance of employee relationship and underneath benefits of the same to the institutions. In simply the secret behind most of the highly successful organizations is their satisfied, motivated and enthusiastic human resource and this status is achieved with the practice of highly effective employee relationship activities.
The responsibility of maintaining healthy employee relationship primarily lies with the hands of the management but employees too has a major role to play as it has to be a collective game plan in order to achieve win win situation for both the employees as well as the institution. The management should have better understanding on how to correct poor performance and employee misconduct. In such instances, progressive discipline and regulatory and other requirements must be considered in
Bibliography: 1. Armstrong M (2009), ‘Handbook of Human Resource Management Practice’, 11th Edition, Kogan Page 2. Dessler G (2009), ‘Human Resource Management’, 11th Edition, Prentice Hall 3. Michael J (2009), ‘Human Resource Information Systems’, SAGE publications 4. Dave Ulrich (2005), ‘The HR Value Proposition’, HBS Press 5. [Accessed 3rd July 2011]