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Monday, March 11, 2019

Employee Relations Activities

Employee transaction activities are those whose objective is to create an atmosphere of trust, respect and cooperation. The typically objective is to provide an atmosphere in which all employees tidy sum act their jobs to the best of their abilities and creatively contribute to the organization.All Human resources decisions should by aspiration directed. Consequently, employee traffic activities should be designed and managed to help achieve specific objectives. Employee transaction activities affect efficiency, in that potential reasons for performance problems are confronted and help is offered to discharge them. When the problem is an individual employees behavior, employee assistance and scrap resolution organization seek constructive solutions. If the problem is the organizations behavior, employee management committees or other two way talk forums dejection identify realistic changes that will remove the problem.Much employee relations is designed to send the cap acity that the organization is a concerned institution that will help protect, assists, and merchandise fairly with all it members.The typical decisions that managers face in designing employee relations programs includeCommunication How best can we convey our philosophy to employees and call for their opinions/suggestions on work issues?Protection Are there aspects of the workplace that venture the wellbeing of employees?Assistance How shall we respond to special needs of specific employees?Cooperation To what uttermost should decision making and control be shared?Discipline and conflict How shall we deal with it?An employee handbook is a necessary part of communication an employee relations program. The handbook sets out the rules and policies within which employees and managers moldiness operate. How the organization sets wages, allocates training, and promotions opportunities, what services it provides, and what it attend from employees is discussed in the handbook. Ob viously, merely writing a handbook is not enough. It must by continuously updated, publicized to employees, and supervisors must be thoroughly acquainted(predicate) whit it, since they are the ones who translate policy into action. Handbook provide communication in only one direction.Many organizations have formats for providing communication from employees to supervisors and managers. These can range from speak up and open door policies, work advance suggestions systems, to sensing sessions, opinion surveys, or conflict resolution procedures. Unfortunately, there is recount that there is a growing communications gap between employees and twitch management. Messages that managers think they are sending arent being received by employees.Every managers and employee wants a healthy and safe work environment. Pr rasetion programs dupe many forms. They include redesigning jobs to diminish hazardous conditions, conducting, safety training programs, even offering pay bonuses for goo d safety records.Safety hazard are those aspects of the work environment, which have the potential for immediate and sometimes violent misuse to employee. Examples are lost of hearing, or eyesight, cuts, sprains, bruises, broken bones, burns and electric shock.wellness hazard are those aspects of the work environment that slowly and cumulatively plump to deterioration of an employees health. Typical causes include physical and biological hazards, venomous and cancer causing dusts and chemicals, and stressful working conditions.Many of the policies and programs discussed in this chapter can go a long way to prevent discipline issues from arising. cake should be the objective of all organizations. However, when problems arise, having procedures in place to deal with intrusion can help safeguard the rights of all concerned. There are tetrad elements to assure adherence to generally acceptable work rules of such a system.

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