Assignment Topic: Using examples of good practice evaluate critically how HR managers can assist their organizations in maintaining the health of the employment relationship?
An employee is the person who contributes to the labour and expertise this to endeavor an employee and the hiring are done to carry out specific duties. It is the relationship that is between the individual and a corporation.
A HR manager has to manage different roles within an organization. Main function of the HR manager is towards the line function, coordinative function and executing staff function. Strategic role for the HR manager is based on three different views operator, adapter and also as an equal partner. HR manager is the one that as a specialist and also advice the heads of different functional departments. HR manager acts as the information source as he or she provides the valuable information. He also manages the labour market and labour laws. The HR manager also acts as the person who serves as the person who can keep the records in a systematic manner and as a researcher who provides certain information (Raymond M., Ann H., Jo K., 2002). One can act as the change agent who initiates the improvement in the HR practices. They also work towards introducing and implementing the changes in the organization that can help in achieving the organizational goals. Implementation and application of the HR policies and programs is initiated by the HR manager who controls and assist the line manager. The employees working in different departments have to build a connection between each other as they work as the wheels of a single vehicle and HR manger acts as the connecting link between them. They also acts as the house keeper and fire fighter who manages the safety, health, welfare of the employees and also acts as the shock absorber or trouble shooter (DeNisi, A. & Pritchard, R., 2006).
Employee relations are a concept that includes the formal processes, procedures and the channels of communication, which is in concern with the terms and conditions of employment and certain issue that are arising from the employment. This can be the form of the collective agreement or the joint regulation as it moves from the collectivism to individualism. During discussing the framework of the employee relation, it can be said that it is a formal and informal policy and practice. The development, negotiation and certain applications of the formal system applied with the rules and procedures for the purpose of collective bargaining, handling disputes and also regulating employment (Wood J, Wallace J, et al, 2004). There shall be different policies and practices for the employee involvement and communication. There are certain formal and informal processes that usually happen in the format of the ongoing interactions which is between managers and the team leaders or also the supervisors and even certain employee representatives and individuals. Under employee relations there are various parties with different roles that state management, employer’s organization, trade unions, individual managers and supervisors, HR managers, employees etc. This is a legal system and operator of the formal system (Budd, John W. and Bhave D., 2008).
No individual can work alone and live alone everyone requires certain support or guidance from their fellow workers such that they offer a brilliant idea. The relation of the employee is referring the shared form of relationship among the employees within an organization. The employees must feel healthy and comfortable while working and this would help them to give their maximum efforts towards the organization (Kaufman, Bruce E., 2004). This can also reduce the percentage of absenteeism in employees and even the employee turnover ratio will decrease. The employee must develop his skills in such a manner that he can adjust in the environment with each other and also compromise to a certain extent possible. And the employee shall enter the office with the positive thinking and energy, and they shall not make unnecessary the issue of certain small things. An individual within the organization can just spend maximum of the time with the colleagues and the fellow members with whom they spend maximum hours. Hence they must avoid the misunderstandings and conflicts if aroused (Befort S. F. and Budd, John W., 2009).
Life is really short and it is important that one enjoys each and every moment of it. Remember in an organization you are paid for your hard work and not for cribbing or fighting with each other. Don’t assume that the person sitting next to you is your enemy or will do any harm to you (Schraeder, M. Becton, J., & Portis, R., 2007). Who says you can’t make friends at work, in fact one can make the best of friends in the office. There is so much more to life than fighting with each other. Observation says that a healthy relation among the employees goes a long way in motivating the employees and increasing their confidence and morale. One starts enjoying his office and does not take his work as a burden (Torbert, W., 2004). He feels charged and fresh the whole day and takes each day at work as a new challenge. If you have a good relation with your team members you feel going to office daily. Go out with your team members for a get together once in a while or have your lunch together.
Within an organization, it is rather extremely essential to maintain the healthy relationship with the other employees and the seniors working in the same unit. There are certain factors, which will help to maintain the importance of employee relations in an organization.
- Cannot Take decisions alone: As there are many problems and issues that may arise within the organization. Hence the decisions cannot be taken alone, but the consensus of other employees and seniors is certainly required. This may certainly improve the employee relations and maintain the healthy environment (Hegewisch, A., & Gornick, J, 2008).
- Sharing of work: If the work is shared among the employees than, it certainly becomes easy to handle the work. Thus, the productivity increases and the work load are frequently divided (Budd J. W. and Bhave D., 2010).
- Healthy workplace: The workplace of the employee shall be a healthy place to survive in, as the employees has to work within the organization. By encouraging communication with other employees, it becomes necessary to encourage the healthy environment.
- Motivation: All employees must have the feeling of motivation in the company and towards the work. This sense of trust plays a significant role.
- Avoid conflicts: Also avoid the conflicts and disputes that may occur as this may encourage the fights among the individual.
- Problem of absenteeism: If the work place is healthier then the percentage of the absenteeism will certainly reduces and even the employee turnover will descend. Thus, the employees will stop complaining against each other and will give their best (Befort S. F. and Budd, John W., 2009).
For the organization it is very important for the employees to manage the comfortable environment that manages the close coordination towards the common organizational objectives.
- Involve your team members: The employees of the organization must be actively involved in the team that may improve the relations. By this the individual may increase the responsibilities which are according to the interest and responsibilities (Budd J. W., 2004).
- Sharing of work: The individuals must share the work with each other, due to this the people tends to talk with each other. This may also increase the people to work in a comfortable and coordinated manner.
- Assigning targets: The employees must be assigned the task and they must achieve the targets within the desired time period. They must also motivate them to work.
- Arrange get-togethers: They must arrange the get together as this may increase the understanding within the employees. As during the lunch time they must try to take the lunch on a single platform at the same time.
- Effective communication: The employees must show the proper communication avoiding the confusions and misunderstandings. The communication must be relevant and precise that it attracts the listeners. Even the usage of proper words at times may improve the quality of conversation. Always try to express the words in the straightforward manners that please your boss.
- Written mode of communication: The employees must try to use written mode of communication at the higher level as this may keep higher degree of clarity. Written communication is more reliable than written communication. Different agendas, information of meetings or important issues must be circulated through email.
Employee Relationship Management refers as the one that manages the relation between various employees within an organization. This is the relationship between the employees and the employer at the same level. It is the art that effectively monitors and also manages the relations between an individual that is either of the same team or in the form of different teams. This management is the activity that helps the employee to strengthen the bonds among the employees and also ensures the healthy relations with each other. Under Employee Relationship Management, there are various activities which took place by the superiors or the management that develops the healthy relation amongst the employees and even the member of the team can extract out the best out of this relation.
An individual must have the warm relationship with his fellow members working within the organization. They must be happy and satisfied at the workplace. The employee must have the proper and sensible understanding which must match with the organization’s policies. And these are mandatory for every organization to maintain and manage them. As, all the rules and regulations must be known to the employees. If the organization found any misbehavior or misconduct in the activities they may terminate or suspend the employee with certain warnings. All the employees must be positive in nature and must be motivated to encourage the working scheme of the organization. As you remain smiling and in light mood all the employees would be attracted to communicate with you and even the leader may remain calm. In any condition if your work is getting stagnant then it’s better to move or switch the job. One must not have the habit of pretending to be good in front of the boss. This kind of habit would let you create bad name within the team members. Honesty has to pay in long run. Even the employee can be a good link between the organization and the customer as he can maintain an effective relationship. There must be a transparent form of communication. Try to use simple words while communication and does not confuse your intensions or play with the words. You must be firm and stagnant on the statements you quote. Never try to mislead or misunderstand with others. Speak politely and try to be patient and never speak rudely (Stone R, 2005).
For maintaining and managing the healthy employee relationship following factors must be considered:
- Transparency within the communication: For maintaining and managing the healthy employee relationship the employee must have the transparency in communication. Here, the single point of contact must be assigned to whom which is made responsible for handling the queries of all the members of the team and also managing the activities of the senior. Confusions are the conditions that are inbound and they may arise to the condition with the superiors along with the problems (Torbert, W., 2004).
- Encouraging group activities: An HR manager must encourage the group activities by motivating the individuals by working together in a group such that the comfort level also increases. This is considered that how much an employee talks the much he is able to know about the other person in the team (Yukl, G. A., 2006). They can work effectively by working in a group and offering the task and completing them within the deadline and seeking the help of one another. As the employee spends the maximum time within the organization, hence they must treat the employees in the form of the family members. This can be done by celebrating one others birthday and making them feel comfortable. Even the organizations can invite the family members on a certain occasion to enhance the bonding between the employee and the organization stronger.
- Assign challenging task: The HR manager must assign challenging task to its team members and must be in such a way that they feel motivated and can give the best to the organization. The responsibilities must be assigning in the proper manner and shall be divided equally. The task assigned must be appealing in nature, and no employee shall be overburdened. And even the work, which may create confusions or are monotonous in nature, shall not be assigned regularly (Sudarsan A., 2009).
- Appropriate seating arrangement: The organization must encourage the format of workstations and cubicles on the workplace rather than ensuring the individual cabins. If the persons are seating in the closed cabins, than they are tending to the cutoff from the rest of the employees in the organization. If the employee spends maximum of his time in the workstation than he or she may reduce working efficiency and the relationship with the other employees improve and improve the quality of the work by discussing with one another. They can discuss the lot of problems, issues, secrets and can share their personal feelings regarding the job, colleagues, boss etc (Hooker, H., Neathey, F., Casebourne, J., & Munro, M., 2007).
- Encouraging and Motivating employees towards work: The employees must be motivated to handle their own work and at times shall not interfere in others matter. They must also ask them to avoid politics at the work place as this may spoil the relationship amongst the employees. And even the blames at the work shall be avoided, and the backbiting must be strictly ignored at the workplace as this may spoil the organization’s environment. If, under some conditions, the conflicts arises then the employees must try to resolve it by developing a better understanding between each other.
- Avoid partialities: To maintain a healthy relationship, partialities must be avoided. Rather everyone at the workplace must be treated as equal and give them proper respect and privacy. There must be a limit to every kind of interference as the excess of a friendly nature shall be avoided (Hegewisch, A., 2009).
For a better employee, maintaining a proper employee relationship is valuable as this may have a positive frame of mind. And the disputes, misunderstandings, unhealthy relations shall be avoided as this may make the work more burdened.
There can be many issues that may act as the great challenge to the organization to overcome. These challenges must be understood in the proper manner and there are many ways to overcome these:
- No team can have members of same sex: Female employees may also be the member of the team but they may not sometimes feel comfortable with the male counterparts. During the informal meetings the male members shall keep awareness that they must not speak anything which may embrace females.
- Difficult to meet the expectations of employees: It is very difficult for the organizations to always fulfill the expectations of the employees. The monetary benefits of the company may exceed the company’s budget. As the company refuses to increase the incentives or perks this may spread a negative impression in the minds of employees. The team leader must prepare a plan for the incentives after discussing with the team members (Hegewisch, A., & Gornick, J, 2008).
- Issues of partiality: as per the human tendency, we usually support the one who is in our favor and speaks for our benefits. For instance, an organization named Jerry music academy. The owner of organization Jerry usually goes with one of his employee Patrick. But Patrick was the one who has the liberty to take frequent leaves. Jerry never said him anything but this was basically not acceptable deed, even the other employees working over there were unhappy with this partiality (Hegewisch, A., 2009).
- Cannot change the thought process: Being an employee at the organization, if the employee has created any misunderstanding than, it becomes hardly very difficult to change the thought process. Even sometimes you speak anything very casually but the person may misinterpret it or misunderstand it and an issue may arise (Yukl, G. A., 2006).
- Superior may not always be in touch with the team members: There may be a condition that the team leader has to move for an urgent meeting, when the members of the team may fell into a problem. During such conditions the employee must not feel neglected or ignored. Thus, it is the duty of superior to contact to the team members, as he gets free.
- Be realistic: Try to offer them leave on the birthday or anniversary. Even you should ask the employees to stay back in the office late, yet you know that he has to attend a party. By understanding other problem well, you may receive more respect (DeNisi, A. & Pritchard, R., 2006).
- Befort S. F. and Budd, John W., 2009, Invisible Hands, Invisible Objectives: Bringing Workplace Law and Public Policy Into Focus, Stanford University Press.
- Budd J. W. and Bhave D., 2010, “The Employment Relationship,” in Sage Handbook of Handbook of Human Resource Management, Sage.
- Budd J. W., 2004, Employment with a Human Face: Balancing Efficiency, Equity, and Voice, Cornell University Press.
- Budd, John W. and Bhave D., 2008, “Values, Ideologies, and Frames of Reference in Industrial Relations,” inSage Handbook of Industrial Relations, Sage.
- DeNisi, A. & Pritchard, R., 2006, Performance appraisal, performance management, and improving individual performance: A motivational framework. Management and Organization Review, 2(2),253-277.
- Hegewisch, A., & Gornick, J (2008) Statutory Routes to Workplace Flexibility in Cross-National Perspective Institute for Women’s Policy Research: Washington DC
- Hegewisch, A., 2009, Flexible working policies: a comparative review. Equality and Human Rights Commission: Manchester
- Hooker, H., Neathey, F., Casebourne, J., & Munro, M., 2007, The Third Work-Life Balance Employee Survey: Main Findings Employment Relations Research Series No. 58, Department of Trade and Industry: London
- Kaufman, Bruce E., 2004, Theoretical Perspectives on Work and the Employment Relationship, Industrial Relations Research Association.
- Raymond M., Ann H., Jo K., 2002, “Gender, part-time employment and employee participation in Australian workplaces” Employee Relations, Vol. 24 Iss. 2 Pp. 129 – 150
- Schraeder, M. Becton, J., & Portis, R., 2007, A critical examination of performance appraisals. The Journal for Quality and Participation,20-25
- Stone R, 2005, Human Resource Management, 5th edition, John Wiley and Sons, QLD Australia.p 412-414
- Sudarsan A., 2009, Performance appraisal systems: A survey of organizational views. The Icfai University Journal of Organizational Behavior, 3(1),54-69.
- Torbert, W., 2004, Action Inquiry: the Secret of Timely and Transforming Leadership, San Francisco, CA: Berrett-Koehler Publishers.
- Wood J, Wallace J, et al, 2004, Organisational Behaviour:A global perspective, 3rd edition, John Wiley and Sons, QLD, Australia.p 355-357.
- Yukl, G. A., 2006, Leadership in Organizations. Upper Saddle River, NJ: Prentice-Hall.
Academic Research Writing Arm of Global Research Services.