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November 19

November 19. Positive Employee Relations. The Course: HRM Activities. Global HRM. HR planning. Retain. Attract. Job designing. Employee Relations. Motivate. Hiring. Career Planning. Training. Benefits. Paying. Rewarding. Evaluating.

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November 19

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  1. November 19 Positive Employee Relations

  2. The Course: HRM Activities Global HRM HR planning Retain Attract Job designing Employee Relations Motivate Hiring Career Planning Training Benefits Paying Rewarding Evaluating

  3. Learning Objective – at the end of this topic, you should be able to: • Explain positive employee relations to a manager and how it can contribute to business goals. • Describe the three types of employee relations programs, how they differ and the goal of each. • Explain why managing the communication process is key to positive employee relations • Justify the importance of employee assistance programs in helping employees deal with personal problems that may interfere with job performance. • Distinguish the role of employee relations representative, relative to supervisors and top managers in maintaining a positive employee relations culture in a firm.

  4. Positive Employee Relations exists when: • Employees are treated fairly and consistently, with dignity and respect • Employees have a channel to voice their concerns and grievances • Employees have assistance on dealing with job or personal problems that affect their work • Employees are informed of changes in business that affect them • When there is two-way communication between employee and employer

  5. Positive Employee Relations Will Result in: • A well informed and confident work force • High employee commitment to the firm • Timely resolution of employee problems • Less grievances and complaints • Suggestions on ways to improve operations • Trust in management • High morale among employees

  6. Three General Types of Employee Relations Programs • Information Dissemination Programs • Employee Feedback Programs • Employee Assistance Programs

  7. Roles and Responsibilities in Employee Relations • Employee Relations Representatives or officers a. internal consultant to supervisors b. an objective advisor to employees c. an expert on communication issue 2. Supervisors – recognize when help is needed 3. Top managers – set up philosophy, policies, and serve as role models

  8. The Communication Process within an Organization Noise Communication Channel Sender (Encodes Message) Receiver (Decodes Message) Feedback Noise

  9. Communication is Key to Positive Employee Relations • Keep message clear and simple • Repeat it many times • Use multiple channels • Feedback to ensure message received is same as message sent

  10. Information Dissemination Programs • Employee Handbook • Benefits • Important rules and procedures • Employee rights and responsibilities • On going Communications • Memos – changes in policies/procedures • Financial statements and business plans • Newsletters and Bulletin Boards • Electronic methods • Email • Intranet • Informal methods • MBWA • Beer parties

  11. Employee Feedback Programs • Employee Attitude Surveys • Appeals Procedure • Open door policy • Speak up program • Suggestion systems and recognition programs • “Email to the top”

  12. Excerpt from an Employee Attitude Survey To what extent are you satisfied with... Highly Satisfied Satisfied Highly Dissatisfied 1. my pay and bonus 2. my benefits —overall 3. my chance to get a promotion or a better job 4. having a sense of well-being on the job 5. the respect and recognition I receive from management 6. my job security 7. the morale of my division 8. the degree of responsibility and autonomy I have in doing my work 9. the opportunity to have my ideas adopted 10. working with highly talented capable people 11. interdivisional cooperation and communication 1 1 1 1 1 1 1 1 1 1 1 2 2 2 2 2 2 2 2 2 2 2 3 3 3 3 3 3 3 3 3 3 3 4 4 4 4 4 4 4 4 4 4 4 5 5 5 5 5 5 5 5 5 5 5

  13. International Comparisons of Employee Satisfaction Where Workers Are Happy 100 82% 72% 66% 65% 58% 53% 43% Percent Satisfied with Company as an Employer 31% 0 Mexico U.S. Singapore Japan

  14. In Class Exercise 10: The problem in the use of email in developing a positive ER (Does Email Decrease Employee Productivity?) Read case 13.2 on page 452, chapter 13 Answer these questions: • What kind of communication is suitable for the use of email in developing a positive ER? • Based on the communication process, what should be done to ensure effective communication on email? • What kinds of training should be given to employees and managers on the use of email? Outline the learning objectives of such a training program and propose the content.

  15. Employee Appeals Procedure • Also known as “due process” – a procedure to allow for employee to have a fair hearing about an outcome • Fair procedure is often more important than a fair outcome • Employees are willing to accept an unfair outcome if the procedure is fair • This is known as “Procedural Justice”

  16. Employee Assistance Program (EAP) A company-sponsored program that helps employees cope with personal problems that are interfering with their job performance.

  17. An Employee Assistance Program Step 1 Step 2 Step 3 Step 4 Problem solved, employee con- tinues to work Problem solved; employee con- tinues to work or, if on leave, returns to work EAP counseling • Identify troubled • employee • Self- • identification • Supervisor • identification Treatment Employee refuses to seek help and is terminated if problem has a significant nega- tive impact on work Treatment un- successful; employee is terminated

  18. Possible candidates of EAP: • Excessive absenteeism patterns: • Unexcused and frequent absences • 4. Tardiness and early departures • 5. Problems with co-workers • 6. Causing injuries to other employees through negligence • 7. Poor judgment and bad decisions • Unusual on-the-job accidents • Deteriorating personal appearance • Inappropriate discussion of personal problems • with customers

  19. Thinking Questions on Developing Positive Employee Relations • What is employee relations and why is it important for a company? • Employee relations sometimes deal with very sensitive issues. How can such matters be handled well by supervisors and ER officers? • What are the major approaches for developing a positive employee relations culture? • What is procedural justice and how does it relate to an appeal procedure? Why is it important? • Why do most companies have an Employee Relations Representative? Isn’t it the supervisor’s job to deal with employee relations?

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