HRM-Employee Relations
HRM-Employee Relations:
Hagos
& Zewdie (2018) suggest that the progress of any organisation is hinged on
the input made by the employees. Essentially, employees are involved in the
utilisation of other resources such as technology, finance, information and
other managerial tools in the accomplishment of organisational goals and
objectives (Arimie & Oronsaye, 2020).
Employee
relations is described as organisation's concerted efforts to maintain a
conducive working environment for a positive relationship with its employees
through communication (Tewari & Kumar, 2019). Employee
relations concepts to maintain the relationship between employees and the
organisation as explained in the Video 1, by Gregg Lindberg (2017): Fairness
and consistency in treatment, effective communication and documentation of
employment actions.
Video
1: HR Basics: Employee Relations.
(Source:
GreggU. 2017)
Employer-employee
relations is concerned with the provision of information to employees with
regards to the objectives of the organisation so that they have a clear understanding
of the direction of management (Nikoloski et al, 2014).
Five
main components of employee relations have been identified by Arimie & Oronsaye (2020):
· Emotional
Intelligence
· Self-Awareness
· Empathy
· Trust
· Conflict
Resolution
In addition to all
above employee relations also have a direct connection with job satisfaction (Stangrecka & Bagieńska, 2021). Satisfaction
with work is one of the main indicators of the quality of working life,
considering its impact on the attitude of employees to work (Navarro et al,
2018). When communicating with employees, use of upward communication will adding
value to the relationship (Handel & Levine,
2004).
Management and employee
relation can be maintained with the help of unions, where there is a common
channel of information passing. If the organisation is more open and has a good
connection with the workers they can directly communicate with employees (Nesbit, 2016).
Jim Riley (2020) explains in
the video 2 regarding the advantages of effective employee relations. Main
advantages are:
·
Increased empowerment and motivation.
·
Employees high commitment to
the objectives and strategy of the business.
·
Better decision making due to
insights and experience of employees taken into account.
·
Lower risk of industrial
disputes.
Video 2: Employer – Employee
Relations.
(Source:
Tutor, 2020)
To
enhance human connection in the organisation, it is essential that employers
create an effective system of communication that encourages understanding and
learning (Shaheen et al, 2017). A bottom-up approach to decision making. Employers
should create a culture of trust, cooperation and sense of belonging in the
organisation (Stangrecka & Bagieńska, 2021).
Corresponding
to Stallard (2009) analyses have shown that employees in an organisation with
strong positive employee relations are more engaged, efficient in the
performance of their duties, and less likely to leave the organisation for
another.
References:
Arimie, J. & Oronsaye, A. (2020) ‘Assessing Employee
Relations and Organizational Performance: A Literature Review’, International
Journal of Applied Research in Business and Management, 1(1), pp. 1–17.
doi: 10.51137/ijarbm.2020.1.1.1.
Handel,
M. & Levine, D. (2004) The effects of new work practices on workers, Industrial
Relations (43). pp. 1–43.
Hagos, B. & Zewdie,
S. (2018). A Literature Review on the Effects of Employee Relation on Improving
Employee Performance. International Journal in Management and Social Science,
6(4), 66–76.
Navarro, Y., Rodríguez, C., López, M.,
& Salgado, G. (2018) Psychological Coping with Job Loss. Empirical Study
to Contribute to the Development of Unemployed People. 15, 1787.
Nesbit,
P. L. (2016) ‘A model of the contemporary employment relationship: The impact
of ICT on work arrangements and the perceived value of human capital’,
(September 2008).
Nikoloski,
K., Dimitrova, J., Koleva, B., & Kacarski, E. (2014). From industrial
relations to employment relations with focus on employee relations. International
Journal of Sciences: Basic and Applied Research, 18(2), 117–124.
Shaheen, A., Fais Bin,
A., & Abdul, R. (2017). Employee engagement on employee relations with
supervisor and employee performance relationship in developing economy:
Critical analysis with PLS-SEM. Saudi Journal of Business and Management
Studies, 2(4A), 389–398.
Stallard,
M. L. (2009). Fired Up or Burned Out: How to Reignite Your Team’s Passion,
Creativity, and Productivity. HarperCollins Leadership.
Stangrecka, B. &
Bagieńska, A. (2021) ‘The role of employee relations in shaping job
satisfaction as an element promoting positive mental health at work in the era
of covid-19’, International Journal of Environmental Research and Public
Health, 18(4), pp. 1–19. doi: 10.3390/ijerph18041903.
Tewari, U. and Kumar, P.
(2019) ‘Employee Relations At Workplace : Panacea for’, 6(1), pp. 54–57.
Employee relations has replaced industrial relations as the name for the employer-employee interaction. Employee relations is recognized as focused on both individual and group connections in the workplace, with a growing emphasis on direct forms of representation and assisting line managers in developing trust-based relationships with employees.(Rachel, 2021)
ReplyDeleteKavan, In addition to what you have mentioned, Reilly and Brown (2008) noted that the terms ‘job satisfaction’, ‘motivation’ and ‘commitment’ are generally being replaced now in business by ‘engagement’ because it appears to have more descriptive force and face validity.
DeleteThe literature on e-HRM is growing, including a book edited by Gueutal and Stone (2005) in which, mainly American, scholars present a good overview of e-HRM research to date, and try to bridge the gap with e-HRM practice. Despite these signs of a growing literature base, research on e-HRM is still in its “youth-phase”.
ReplyDeleteAgree with you Khalid, E-HRM is a system for the planning, implementation and application of information for both networking and supporting at least two individuals in their shared performing of HR activities. Using an E-HRM system is a way of implementing HR strategies, policies, and practices. The E-HRM system supports the HR function to satisfy with the HR needs of the organisation through web-technology-based channels (Ruel et. al., 2004).
DeleteThe unions plays the role, accepting, promoting or rejecting certain HRM practices, and that of the overall employee relations environment is being assessed in terms of either “the union substitution effect” or the “mutual gains” hypotheses. Further, one of modern industrial relations hypothesis is that unionism has been replaced by alternative non-union forms of voice and communication through the adoption of HRM practices (Gaston, 2012)
ReplyDelete.
As an example, according to Budd et al (2010), upward communication can be used to keep the communication channels open with out union involvement.
DeleteAgreed. Employee relations is to manage both relationship with employer and employee to achieve optimum level of productivity. Employee motivation taking preventive measures to develop the employee relation with organization(Michael, 2005).
ReplyDeleteWith reference to Wilkinson et al (2010) good employee relations will help in job satisfaction which will directly improve productivity. Hence achieving optimum level of relationship is better for both employer and employee.
DeleteAgree with your content. Research defines work climate as employees’ psychological assessment of the work environment with their perceived values (Burke et al, 1992). Gelade and Ivery (2003) have confirmed that HRM plays a vital role in shaping this climate by giving the employees a sense of their work climate.
ReplyDeleteYes Chathuri, good work environment will give motivation and satisfaction to the employee, in return the organisation will benefit in productivity (Tewari & Parveen, 2019).
DeleteAgree, as per Sanders (2010) many studies have indicates that employees who have mutually respectful relationships with their employers are more likely to be happy, loyal and productive in the long-run.
ReplyDelete