Human Resource and Employee Relations Essay
1953 Words8 Pages
Employee Relations is an integral part of human resources. “Employee Relations involves the body of work 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 out of or affect work situations.” (www.wfnetwork.bc.edu) The human resource professional requires knowledge and understanding, but they are of a limited value if he or she lacks the competencies to apply them to solving problems. Because employees want to feel good about who they are, what they do and where they work it is important for Human Resource professionals to constantly stay up to…show more content…
Most companies have policies dealing with areas such as sexual harassment, leave of absence, drug free workplace, attendance, family and illness leave, email usage, smoking, telephone and computer usage, tuition reimbursement and professional responsibility. A procedure is much different from a policy. Procedures are step by step directions for completing a job or task. Procedure is defined as the operational processes required to implement institutional policy. Operating practices can be formal or informal, specific to a department or applicable across the entire institution. If policy is "what" the institution does operationally, then its procedures are how it intends to carry out those operating policy expressions.”(www.policy.calpoly.edu) Procedure are often drafted like : The steps for reporting sexual harassment, or complaint procedures. Rules then, are a specific guideline to replace thought. The thinking is, if you know the rules then you should always know what to do. Rules are generally comfortable and always safe. Common workplace rules include ideas such as sexual harassment and religious discrimination of any kind are forbidden and grounds for dismissal. It is very important to have proper polices, procedures and rules in place to ensure a safe, organized, and nondiscriminatory work place. However it is important that policies, procedures and rules are written to be followed by the
Employee And Labor Relations
The attainment of the strategic goals of a firm largely depends on the employees, who are part of the factors of production, and whose responsibility is to put the other factors of production into action. However, the firm’s management has a duty of ensuring that its employees remain motivated and productivity. In this regard, the Employee and Labor Relations (E&LR) sets a good a ground on which the interests of the employees and the demands of the employer are presented. E&LR is a function within the human resource department whose prime responsibility is to conduct investigations concerning matters bothering employees and limiting their productivity. It also counsels and guarantee enhancement of the employee relationships through effective communication. In addition, E&LR is concerned with averting and resolving problems that involve employees and which limit their ability to carry out their tasks. The idea is that E&LR ensures that the environment within which employees carry out their duties is conducive as possible to enhance their productivity and increase the attainment of the stipulated goals of the firm.
E&LR is further responsibility for handling disciplinary matters, for instance, sabotage, insubordination, and harassment and discrimination of other employees based on their gender, position they hold within the firm, race or ethnicity. The other role played by E&LR is ensuring that employees are recognized for the services that they provide to the firm. The idea behind employee recognition is to enhance their level of productivity and motivation, which are crucial for the growth and success of the firm. It is through E&LR that matters of employee professional and competence are discussed and strategies formulated on how the firm will achieve this factor. In other words, owing to the increased level of competition in the market, firms are obliged to establish ways through which they will retain their competitive edge. One of these ways is through improvement of employee competence and professional skills, or training the employees in the various areas they specialize, a factor that is attained through the E&LR.
Moreover, since disputes amid employers and employees are likely, mostly based on employee performance or the reward package adopted by the firm, E&LR enhances the negotiation process between employers and employees. E&LR ensures that there is a platform on which the two parties in a dispute can present their insights and establish a consensus that takes into consideration the demands of the employers and those of employees.
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