Employee Relations

Definition

The definition of Employee relations refers to organization’s requirement to increase & manage the relationships between employers & employees. If an organization with a good employee relationship program provides fair & easy treatment to all employees & they will fully committed to their job positions & loyal to the organization. 

OR

It can be defined as those policies & practices which are concerned with the management & regulation of relationships between the organization , individual staff member & groups of staff within the working environment.

The main purpose of the employee relation is to build up strong  relationship between employee & employer through identifying & resolving workplace matters, measuring employee satisfaction & motivation.

However it is a collective relationship between employers & employees & the employee relations includes :

·         Working conditions, pay & benefits

·         Work life balance, reward & recognition

Strategies for effective Employee Relations

·      Create a good work place culture -  Employee want to feel good what they do & where they do.

·      Involving team members to organizational controls – Employee should feel important to the company.

·         Create proper communication structure to know what’s going on

·         Recognition

·         Regular meetings

·         Company events

How can positive employee relations helps for a work place;

 Organization that invest in good employee relations, it can earn more benefits to the organization.

·         Increase the employee loyalty

·         Enhanced staff motivation

·         Reduction of staff turn over

·         Growth & development of organization

·         Reduction of conflicts between employer – employee & employee –employee

·         Employee can enhance their knowledge of company practices

How ever there are some issues regarding the employee relations also can be noticed. They can mentioned as follows;

·         Adequate safety in the work place for the employees

·         Time keeping & attendance issues

·         Leave arrangement disputes

·         Hour & wage issues.

·         Conflict management

If issues arises regarding employee relation, we should know how to handle such issues,

·         Define the problem

·         Let them to express their feelings

·         Acknowledge that a difficult situation exists

·         Find common areas of agreement & there is no matter how small

·         Find solutions to safety needs.

How ever we should stop the issues regarding employee relations & increase the relationship between employer & employee. There are some tips to increase the relationships & the tips as follows;

·         Ask for their suggestions

·         Get information about the team an individual basis

·         Two way communication channels should always open

·         Listen to their opinions / arguments

·         Build relationship on common rules

·         Do not keep distance with  the team & stay with them

Referances

http://study.com

www.managementstudyguide.com

www.hraffiliates.com

http://hr.berkeley.edu

http://gethppy.com

http://small business.chorn.com

JOB DESIGN

Definition

It is the process of work arrangement or rearrangement aimed of reducing or overcoming job dissatisfaction & employee alienation arising from repetitive & mechanic tasks.

Or

It specifies the content of jobs in order to satisfy work requirements & meet the personal needs of the employee, to increasing level of employee engagements.

As a example, if an employee normally doing his/her routine job such as painting, how ever  job area may be enlarged include new tasks such as work planning , inspection, quality control & maintenance.

Importance of the job design

It’s a psychological theory & provides skill variety in job design that will increase job satisfaction & motivation. However it affects to the organization as long as  the employees enjoy the skills & perceives the addition mix of skills to be benefit to the job.

·         Motivation & commitment of employees

·      Employee relation

       Quality of work life

·         Productivity enhancement of organization

·         Special design of organization

·         Competent employee structure

Components of job design

·         Job specialization

·         Job expansion

·         Psychological components

·         Self directed teams

·         Motivation & incentive systems

·         Ergonomics & work methods

Characteristics of job design

·         Skill variety

Workers need  different ideas, skills & abilities when comparing their basic and routine work.

·         Task Identity

This means , when employee can identify & complete a piece of work with a visible output

·         Task Significance

This is the area that the job affects other people’s lives. It means that substantially improves the psychological or physical well being of others than one that has limited impact on anyone else.

·         Autonomy

It clearly said that how much the job gives the employee with freedom , independence & plan their work & the procedures involved.

·         Feedback

If employees can get the information about the work performance of them, they can have a good knowledge about their jobs & what areas to be improved to enhance the productivity.

Benefits of Job Design

·         Employee input

A good job design gives a good job feedback & employee have the option to vary tasks as per their personal , social needs & habits in the work place.

·         Employee Training

Training is a very important part of job design. With the having of training that the employees are well aware about their job demands & how it is to be done.

·         Work / Rest schedules

Job designs clearly defines the number of hours  an individual should have to work

·         Adjustments

A good job designs allows for adjustments for physically demanding jobs by minimizing the energy spent doing the job & by aligning the manpower requirement for the same.

Referances.

www.whatishumanresourse.com 

www.smallbusiness.chron.com

www.coursehero.com

www.superfriends.com

www.managementstudyguide.com

Psychological contracts

Early 1960s psychological contract concept originated  & later developed by American academic Denise Rousseau. It describes & includes the understandings ,informal arrangement , mutual beliefs , commitments & perception that exist between an employee & employer. May 19 , 2017

What is Psychological Contract….

An unwritten set of expectations or promises that are exchanged between the parties in an employment relationship. These parties can be employers, directors or higher grade authorities, individual employees or their colleagues.

Or else

Completeness or incompleteness of organizational relationships in term of mutual understanding obligation, expectation & promises.

As a example employer promises over salary increment or promotion

What are the contents of Psychological Contract….

Employee promised	Employer promised
Working as a hard worker	Pay attractive salary with his/her performance
When required should work extra hours	Job security
Should have to work with new ideas	Promotional opportunities
Protect & enhance company reputation	Attractive package of benefits
Should be loyalty to the organization	Training & development opportunities
Giving good service/ courteous to customers & colleagues.	Recognition for innovation & new ideas

Different between employment & psychological contract

Employment contract	Psychological contract
Written	Unwritten
Legal status are there	No legal status
Explicit	Implicit
Don’t tell more things about what people actually do at work	Tell most things about what people actually do at work

Types of Psychological Contract

·         Transactional :  Economic base clear expectations that the organization  will compensate the performance delivered & punish inappropriate acts.

·         Relational : Emotional base that underlies expectations of shared values & respect & support in the interpersonal relationships.

·         Balanced : Informal expectations between people that result in each side receiving some benefits from others

Advantages & disadvantages of psychological contract

Advantages	Disadvantages
It gives an understanding of situation in the organization to employee.	No agreement or written contract & there is a doubtful that can be considered a contract all.
It helps to identify the reasons of the staff turn over.	It can be a complicated concept & it goes beyond with other contracts  such as job satisfaction & organizational commitment.
It can evaluate employee response changing context of careers.	Violation of the contracts clearly mentioned that broken promises.
Helps to make sense of current employment relationship.

References:

www.alchemyformanagers.co.uk

www.slidesshare.net

www.ukessaays.com

www.hrzone.com

EMPLOYEE ENGAGEMENT

Definition

Employee engagement is the commitment which the employees feel enthusiasm about their jobs, committed to their organization’s goals & values, motivated to achieve the organizational success.

However Kevin Kruse from Forbs.com says “Employee engagement is the emotional commitment the employee has to the organizational & its goals.

However the employee engagement activities are important because it gives support not only to the organization but also very important to the overall growth of the employees.

Importance of the employee engagement

Employee engagement strategies are prove the followings as the importance;

•          Reduction of staff turn over
•          Improvement of efficiency & productivity
•          Good customer service & retain customer at a higher rate
•          Happiness of the employees both personal & work lives

Employee engagement have both advantages & disadvantages & depend on the implementation of employee participation in different processes of policy & decision making.

Advantages & disadvantages of employee engagement

Advantages	Disadvantages
Employee motivation	Regular updates are to be given
Greater employee commitment	Need proper training
Working capacity will be increased	Difficult to keep every one happy
Increased the productivity	Communication complexity
Decision making process will be very effective	Boundary between manager & employee
More & better ideas

However actively disengaged employees cause disruption & dissatisfaction within the organization. Even actively engaged employees also can experience decreased motivation if the overall team level of engagement failures. However few actively disengaged employees can have a net negative effect on the organization.

Employment engagement strategies

•          Provide guide lines for success
•          Recognize good work
•          Maintain two way communication
•          Provide a sense of purpose
•          Should be fair & realistic

According to Gallup(2013) there are three (03) strategies to accelerate employee engagement are;

•          Select the right people & managers
•          Develop employees’ strength
•          Enhance employees’ well being

How to improve employee engagement

•          Provide nice environment to work well
•          Asking for feed back
•          Hold regular social gathering
•          Encourage the flexibility
•          Promote to taking breaks

There are several engagement activities are available for motivate the employees

·         Involve employees in to the business planning process

·         Create knowledge sharing culture at the organization

·         Encourage & provide learning opportunities

·         Create the picture about future opportunities

 Finally that the employees play a crucial & important role in the  long term success of the organization as overall performance is a result of employees’ enhanced productivity, which is an outcome of motivation , satisfaction & engagement.

Reference:

www.engagement.multiplier.com Dec 5,2018

www.onpointcounsaltingllc.com Aug 12,2019

www.tolmanandwiker.com

www.researchgate.net