Employee Relations and Their Consequences

-

 

Employee Relations and Their Consequences

 

 


 

Every organization's ultimate goal is to achieve its objectives and goals. Every business has its own set of aims and objectives, which can be summed up as follows:

 

·                     Increase profit margin

·                     increase efficiency 

·                     capture bigger market share 

·                     provide better customer service

·                     Improve employee training etc.

Without good and strong employee relations, achieving the above-mentioned goals and objectives will be difficult. It signifies that the organization's performance is entirely dependent on healthy and strong employee relationships. Human relations are the most significant aspect in an organization's performance and employee pleasure. Employee relations are typically focused on resolving workplace issues. Good employee relations contribute to a pleasant working environment, but they cannot be achieved without the full commitment of all employees.

According to Armstrong (2017) employee relations are the tactics and methods used by companies to engage with employees individually or collectively through their trade union.

The employee relations agenda, in general, is no longer about labor unions. Direct communication, managing organizational change, and involving and inspiring employees are all getting more attention. Work-life balance concerns and the talent war reflect a changing workforce with shifting expectations.

The role and effect of law in the employment relationship deal with the role and influence of law in determining the rights and responsibilities/rules that regulate both employer and employee behavior, which has an impact on how the relationship works out. In recent years, however, a newer paradigm in human resource management has evolved that has significantly altered the connection that was previously relied on the interplay of formal legal regulation. (Bardwell & Claydon, 2007)

According to Marchington & Wilkinson (2008), managing employee relationships is critical to an organization's success or failure, and it is viewed as important to Human Resource Management.

According to Dawson (1995), the achievement of organizational goals is dependent on the employment relationship.

Unlike in the past, today's employee relationship is a much larger idea. Previously, it was thought to be a partnership between management and labor unions. It now entails consistently improving the working environment in order to meet and satisfy the needs of employees and management. Employee morale rises as a result of an effective IR system, and the organization's culture improves. Furthermore, it will create a motivated and efficient staff by incorporating employee engagement in managerial decision-making.

The success of an organization is inextricably related to the performance of its employees. As a result, the organization's human resource department should focus on ways to improve employee performance. The corporation must establish positive relationships with its employees and resolve employee issues and grievances in a timely manner. The relationship will improve if the employees are satisfied with the answer provided by management. As I previously stated, strong IR may develop motivated employees that generate outstanding results for the company, resulting in increased productivity.

It is more vital to develop solid employee relationships in the workplace if employees are satisfied. As a result, management should pay close attention to what employees' aims and objectives are, as well as their problems and expectations from the organization. Furthermore, management should be well-informed on the organization's goals, objectives, and expectations. There should be no miscommunication between management and employees. Good salary, a safe environment, good working conditions, a promotion scheme, welfare administration, a good grievance handling system, flexible working hours, and recognition, among other things, will satisfy employees.

When it comes to implementing a good ER system, a business may face obstacles and hurdles. Inadequate salary, poor communication, lack of information and instructions, leadership style deficiencies, bad appraisal system, lack of career path and progress, poor policies and procedures, and grievance management system issues are just a few examples. Finding a solution and correctly managing the above-mentioned areas are critical to establishing strong workplace employee relations.

Conclusion

For any firm to fulfill its goals and objectives, employee relations are critical. Good employee relations can increase productivity and efficiency, and this will have a direct impact on both employees and the organization. Because of poor management decisions and company policies and processes, most organizations have failed to develop positive employee relationships. Building solid employee relations, on the other hand, is more crucial than ever because the company's performance and long-term viability are heavily reliant on it.

 

Reference

1.Available at https://www.researchgate.net/profile/Ah_Sequeira/publication/.[Accessed: 04May,2022].

2.Available at .https://nairaproject.com/projects/002.html[Accessed: 04May,2022].

3. Available at http://shodhganga.inflibnet.ac.in/bitstream/10603/75396/11/11_chapter%202.pdf[Accessed: 04May,2022].

4.Available at .https://whttp://library.iugaza.edu.ps/thesis/116745.pdfww.ukessays.com/essays/management/employer-employee-relationship.php[Accessed: 04May,2022].


Comments

  1. Dilini MBAMay 5, 2022 at 9:04 PM

    Good employee relations is important to maintain effective employee performance. Employees will be more engaged and motivated to contribute their best. It will also reduce disputes between employees and managers. Good article.

    ReplyDelete
  2. Nishantha RathnayakeMay 6, 2022 at 9:43 AM

    A healthy employee relation reduces the problem of absenteeism at the work place. Employees will be more engaged and motivated to give their best performance.Good article

    ReplyDelete
  3. ChathuraDMay 6, 2022 at 10:26 AM

    Employees who are more enthusiastic about their jobs are more productive and reduced downtime. Their workplace's morale will improve, fostering a strong team environment. More competition equals higher outcomes and performance. Really a good article.

    ReplyDelete
  4. Suresh HerathMay 6, 2022 at 11:18 AM

    Maintaining effective employee performance necessitates good employee relations. Employees will be more engaged and motivated to give their best performance. It will also lessen conflicts between managers and staff. Great work

    ReplyDelete
  5. Amila KarunarathnaMay 6, 2022 at 7:47 PM

    Good employee relations leads to Higher levels of employee engagement with their role. Greater productivity and less time lost. Morale levels throughout your workplace will rise, forging a strong team atmosphere. Good blog

    ReplyDelete
  6. Asela ThennakoonMay 6, 2022 at 9:45 PM

    Better employee relation should be maintained within the organization in order to get the maximum out put of the employees and especially important to achieve team goal. As you mentioned, Management should pay great attention to the goals and objectives of employees, as well as their difficulties and expectations from the firm.

    ReplyDelete
  7. Venushka BandaranayakeMay 6, 2022 at 9:58 PM

    An individual spends the majority of his time at work, and his coworkers are with whom he spends most of his waking hours. He can't afford to argue with his coworkers. Conflicts and misunderstandings exacerbate tensions and, as a result, reduce individual productivity. At work, many issues must be discussed, and all opinions and suggestions must be considered in order to arrive at a solution that benefits both the individual and the organization. Good Luck

    ReplyDelete
  8. Suranga Senarathne - MBA May 7, 2022 at 2:44 AM

    Maintaining optimal employee performance necessitates good employee interactions.
    Employees will be more engaged and driven to give their best performance.
    It will also lessen conflicts between managers and staff.
    Excellent article.

    ReplyDelete
  9. Amila PereraMay 7, 2022 at 7:43 AM

    As you mentioned Without good and strong employee relations achieving organizational goal will not be easy. To achieve sustainable organizational performance it is very important to maintain good employee relation. Otherwise it will causes employee turnover and poor organizational performance. Very good article.

    ReplyDelete
  10. Amila PereraMay 7, 2022 at 7:43 AM

    This comment has been removed by the author.

    ReplyDelete
  11. Anuradha Wickramasiri.May 7, 2022 at 10:57 AM

    As explained in this article, the performance of an organization's personnel is directly linked to its success. As a result, the human resource department of the company should concentrate on strategies to boost employee performance. The company must build excellent relationships with its employees and promptly settle employee issues and grievances. Good job Achala

    ReplyDelete

Post a Comment

Popular posts from this blog

Why Corporate Social Responsibility Is Becoming More Important to the Organization?

-
Image
  Why Corporate Social Responsibility Is Becoming More Important to the Organization?       Corporate Social Responsibility (CSR) is a term that refers to The organization that expects profitability provides high-quality goods and services. The consumer who expects to buy high-quality, branded goods and services at low prices. This is a transaction that occurs between a firm and a consumer, however CSR programs are not conducted for profit. It's a kind of social service. As a result, we can define Corporate Social Responsibility as a company's commitment to sustainable development through the provision of economic, social, and environmental benefits to all stakeholders. Some firms have as their primary goal the achievement of social or environmental objectives, as opposed to a business that seeks to meet its financial objectives while minimizing any harmful influence on society or the environment. These companies are known as Social Enterprises. According t...
Read more

Functions of Global Human Resource Management

-
Image
  Functions of Global Human Resource Management   Both human resource practitioners and researchers alike are concerned with the shift towards globalization of business and the resulting impact on strategic global human resource management (SGHRM) (Martin and Beaumont, 1998).   Global competition is becoming the norm and, at current growth rates, trade between nations will exceed total commerce within nations by 2015 (Daft, 1997). In industries such as semiconductors, automobiles, commercial aircraft, telecommunications, computers and consumer electronics, it is impossible to survive and not scan the world for competitors, customers, human resources, suppliers and technology (Gregersen et al., 1998). In this environment, the global human resource management becomes more important to the success of the firm, while at the same time becoming more complicated and difficult to administer (Boxall and Purcell, 2000). Human resource managers have had to rethink their duties and...
Read more

Employee resourcing and talent management

-
Image
  Employee resourcing and talent management According to the chartered institute for personnel and development (CIPD) in the UK, people resourcing, as many people who carry out work for organizations are no longer employees, is that part of personnel and development that focuses on the recruitment and release of individuals from organizations, as well as the management of their performance and potential while employed by the organization. According to Pilbeam and Corbridge (2002), ER is a key management function that includes effective hiring and firing, attracting the best candidates, reducing staff turnover, and increasing employee performance. They are equally applicable to a tiny family business as they are to a large international corporation. Staffing (recruitment, selection, retention, and dismissal), performance (performance appraisal and management), administrative (policy development, procedural development, documentation), and change management are all part of empl...
Read more