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Employee relationship management is a process that companies use to effectively manage all interactions with employees, ultimately to achieve the goals of the organization.
Employee relationship management is a process that companies use to effectively manage all interactions with employees, ultimately to achieve the goals of the organization. The human resources department can play a critical role in this process, both in terms of training and coaching managers and executives on how to effectively establish and nurture relationships with employees and in measuring and monitoring those relationships to determine whether objectives are being met.
Identifying Objectives
Employee relationship management is a general term that means a lot of different things to a lot of different people. At the outset, it is important to define what is meant by employee relationship management and, specifically, what areas of the relationship will be managed. For most companies, relationship management centers around items like attracting and retaining employees. Common measures of the effectiveness of these relationships include time to hire, turnover and employee satisfaction.
Determining Employee Needs
It is not enough to assume that a company or even its HR professionals know what is important to employees. Needs vary greatly depending on employee characteristics--age, gender, etc.--as well as the type of job being performed. It is a good idea to find out directly from employees what their needs are. You can do this in one-on-one conversations that take place informally throughout the year, during formal employee evaluation meetings and through surveys and polls that can provide a quantitative indication of employee needs.
Balancing Work and Life Needs
There is a widespread recognition in the 21st century that effective employee relationship management requires consideration of the whole employee. That means taking steps to ensure that the employee's work-life needs are well balanced. This can occur through creative staffing that might involve part-time, flextime or even off-site work assignments.Open, Honest Communication
Communication is critical to establishing strong employee relationships. Managers must be committed to communicating regularly and honestly with employees about the issues that impact their work. The more open organizations can be, the more likely they are to establish strong relationships that lead to increased loyalty and productivity among employees and decreased turnover and dissatisfaction.
Measuring and Monitoring Results
Effective employee relationship management requires ongoing attention. That means that managers and their HR departments should be alert at all times for signs of discontent, which can be subjective, as well as carefully monitoring the results of more formal assessments. These results should also be shared with employees. Too often employees are asked to complete surveys and are not informed of the results--or what will be done with the results.
Relationships Are Interpersonal
Ultimately, employee relationship management requires the same skills and processes required to manage any relationship; a clear understanding of employees' needs and a desire to meet those needs is foundational. Then steps must be taken to interact effectively with employees through a variety of communication channels, both interpersonal and formal (e.g., intranet site, employee newsletters, etc.). Finally, measurement of the effectiveness of these efforts should be frequent and ongoing, with improvements and adjustments made when results are not showing continual improvement or satisfactory levels of performance.
OBJECTIVES OF THE STUDY
• To study the relationship between employees and management.
• To identify the employees attitudes towards the management.
• To understand the relationship between employers and employees.
• To Analyze the employee relationship management .
• To study of the how to maintain the good employee relations.
NEED OF STUDY
A company will benefit only from Employee Relationship Management technologies if there are clear guidelines and rules of how these technologies should be used. A culture that values the employee must pervade the organisation before these technologies can begin to make a positive contribution. Without a clear management adoption of employee centered values these technologies can become a destructive force which spread a negative morale rather than a positive one. Employee relationship management tools breaks down the dependency on hierarchical command and control systems and introduces more and more a self organizing culture of employees that are networked to collaborate on.points.of.need.
Technology can definitely assist but old style interpersonal skills and conflict resolution techniques are still forming the baseline requirements for effective Employee Relationship Management.
Data collection method
1. Primary data
Primary data are those data which are collected directly from the field for first time, which is original in character. This was obtained by the personal interview with managerial staff, office staff and workers of the firm.
2. Secondary data
Secondary data, is data collected by someone other than the user. Common sources of secondary data for social science include censuses, organisational records and data collected through qualitative methodologies or qualitative research. Primary data, by contrast, are collected by the investigator conducting the research.
Secondary data analysis saves time that would otherwise be spent collecting data and, particularly in the case of quantitative data, provides larger and higher-quality databases that would be unfeasible for any individual researcher to collect on their own.
1. Organizational brochures
2. Company records
3. Reference books
4. Internet
5. Government publications
6. Magazines
SCOPE OF THE STUDY
Human resources are the important factors of production, for the development of any organization. It has become a perquisite to develop the Human Resource. Human Resource development aims to involve the upgrading of skills, acquiring and extending knowledge and the overall development of the human aspect in the organization.
There are many companies there relationship is not good that's why employees are quit from the organisation. Our employee relationship affects our sense of well-being, health and motivation to go in to work at all. It is both an employer's responsibilities, and in their interest, to ensure that employees work in a positive atmosphere because relationship with the management can either maximize or minimize productivity and cause or prevent stress and fatigue.
RESEARCH
Research and experimental development is creative work undertaken systematically to increase the stock of knowledge, including knowledge of humanity, culture and society, and the use of this stock of knowledge to devise new applications. It is used to establish or confirm facts, reaffirm the results of previous work, solve new or existing problems, support theorems, or develop new theories.
RESEARCH DESIGN
Research design is considered as a "blueprint" for research, dealing with at least four problems: which questions to study, which data are relevant, what data to collect, and how to analyze the results. The best design depends on the research question as well as the orientation of the researcher. Every design has its positive and negative sides. In sociology, there are three basic designs, which are considered to generate reliable data; these are cross-sectional, longitudinal, and cross-sequential.
LIMITATIONS
Every project has its own limitations and some of those that have
encountered during this study are:
Limited time duration for the study was the major limiting factor.
The study was limited by capability, experience and knowledge of the
researcher in the field.
Respondents opinion was influenced by many factors which are relevant to
the study.
The interaction with the staff was less because of the security and tight rules
of the company.
Employee Relationship Management (ERM)
“Employee relationship management” is a term that refers to relationship development and management between employers and their employees. There are a lot of different issues that can affect employee satisfaction, which has a direct result on employee productivity and overall corporate culture. Employee relationship management can be driven by using employee surveys to directly engage your employees in the issues that are most important to them.
People in organisations interact with each other during work, formally and officially as well as socially and informally. During the course of interaction, relationships develop, which are invisible connecting links, coloured by emotions of love, hate, repulsion, respect, fear, anxiety and so on. These are usually mutual but not necessarily reciprocal. If A hates B, it does not follow that B hates A. It is possible that B loves A and even sympathizes with his thoughts.
Relationships imply feelings for each other. They may be positive (friendly, wanting to be close) or negative (unfriendly, wanting to be distant). Relationships always exist between interacting persons. There is no neutral point. Indifference is not neutral. Indifference tends to be negative.
Relationships influence behaviours at work. Expectations of each other, perceptions of the intentions of either, distributions of assignments, readiness to conform or to rebel, enthusiasm to contribute, etc., are to some extent outcomes of these relationships. Attitudes and motivations influence, and are influenced by, the nature of these relationships.
Employees are among an organization’s most important audiences with the potential to be its most effective ambassadors.
Employee Relations are practices or initiatives for ensuring that Employees are happy and are productive. Employee Relations offers assistance in a variety of ways including employee recognition, policy development and interpretation, and all types of problem solving and dispute resolution.
Once there was a time when “Employee Relations” meant labor relations everywhere around the world. Negotiate. Orchestrate. Dictate. HR professionals helped negotiate collective bargaining agreements. The provisions of that contract defined the relationship between management, unions, and workers.
Today, Employee Relations is a much broader concept. It involves maintaining a work environment that satisfies the needs of individual employees and management. Improving employee morale, building company culture, conveying expectations.
An effective employee relation involves creating and cultivating a motivated and productive workforce. People are generally motivated from within, but what can you do to help foster the type of environment where employees thrive, enabling your company to outperform the competition
“Employee Relations” starts with determining the type of workplace the company wants. It starts by considering what the company wants its employees to say about working for the company. In a competitive market, it is important to that employees don’t feel that they might be treated more fairly elsewhere. After all retention is one of the major functions of HRM.
By considering what the company wants employees to say about working for it gives shape to the company’s culture. The company culture conveys organization’s core values to its employees, customers, vendors, and community.
Traditionally Employee Relations programs were centeredaroundlabor union relations. Today, Employee Relations does not necessarily involve unions. However, it does involve cultivating the leadership style and workplace practices that help make union organizing activities a less attractive option for employees.
Employees in such organisations develop attitudes very different from those in another organisation that does not make any such distinction and is more secular in its policies. These different attitudes will be reflected in their behaviours outside the organisation and will either strengthen or weaken the social fabric. An organisation in which authority is highly centralised and does not allow its people enough discretion, will develop among its people tendencies for dependency and inability to take responsibility. These tendencies are handicaps in their roles as parents or citizens. The extent of concern shown for the effect of working conditions on employees’ health has an impact on the society, not merely in terms of general health and costs on medical care, but also in terms of the kind of activities that the members of the society participate in.
Important Issues in Employee Relationship Management
Employee Relation is a much broad concept. It is one of the most important function of the management that is take care by HR department. ER department takes care of employee grievances, employee recognition, and boosting the morale of employees to make the working environment more healthy, live and at the same time fulfils the management’s expectations and maintain the work culture and ethics.
Employee has many issues within the organization that contributes below given conflicts so organization needs to focus on Employee Relations :-
1. Hinders work productivity and quality.
2. Frequent absenteeism.
3. Unhealthy relationship with the employer or immediate boss and colleagues.
4. Lack of concentration on work.
5. Frequent breaks, or long break hours.
6. Coming frequently late to office.
7. High attrition rate.
8. Hostile environment on floor.
9. Not meeting deadlines
10. Poor target achievement.
11. Disinterest in the job profile.
12. Need’s promotion.
13. Need’s Salary hikes, bonus and other incentives.
14. Discrimination and Favouritism among employees.
15. Dissatisfaction with the work and organization.
Thus due to above given issues the work suffers a lot, company has to bear loss and it creates unhealthy work environment which is neither beneficial to management nor the employees
Functions of Employee Relationship Management
Following are the Important Functions of Employee Relationship Management
To creates healthy and balanced relationship within the organization as well as among the employer & employees.
1. To foster’s work culture that is live, challenging and dynamic.
2. To boost the confidence, morale level, encourages employees to give their 100%.
3. To brings out inner potentials, creativity and make employees come out with new innovative ideas and opinions.
4. To treat all the employees fairly without any discrimination and favoritism.
5. To develops more coordination and better communication to avoid conflicts in the organization.
6. To encourages employees participation in decision making, seminars, learning and culture programs.
7. To makes employees more responsible and focused towards their task and make them feel their importance and their contribution towards the organization.
8. To make employees more productive, efficient, skilled and proficient in their work.
9. To help employees to be more flexible so that they are ready to take extra additional responsibilities as an when need arises.
10. To maintain work culture where employees feel that work place is their Second Home which is stress free, with better infrastructure and other additional facilities like Gym, food courts, music while having coffee in rack room.
11. To maintain health of employees by providing free medical facilities, health check ups on regular basis so that they feel that special attention and care is given to them.
Advantages of Good Employee Relationship
1. It maintains harmony at the work place.
2. It maintains healthy relationship among all the staff, boss and colleagues.
3. It reduces absenteeism.
4. It reduces attrition rates.
5. It can retain more talented employees.
6. It reduces cost on training due to low attrition rate.
7. It improves moral level of employee’s and makes them more responsible.
8. It increases quality and productivity of work.
9. It encourages more creativity, new innovative techniques and ideas from employees.
10. It can meet deadlines and 100% target before and on time.
11. Management and Employee’s both are satisfied.
12. It enhances optimum utilization of all the given resources.
13. Better Time management and its utilization.
14. Reduces unnecessary cost on hiring employees from outside as it can get good talent from within the organization.
15. It makes employees stress free, enthusiastic, more focused towards the work and management’s expectations.
16. When work culture is good, employees are excellent, quality is outstanding it attracts more client’s, new business, challenging projects and more profits to the organization.
How to Maintain Good Employee Relations
Following are the ways to maintain better and healthy employee relation:-
1. Have one to one session in a month where employees can come out with their personal and professional problems.
2. Give positive feedback in front of all the staff members for the excellent job done.
3. Employee’s can be rewarded by giving monetary rewards, gift vouchers.
4. Regular health check ups should be conducted and concession can be given to certain limit for him/her and family.
5. Movie tickets can be given where one can enjoy with their family on weekends.
6. Once in 6 months free holiday tour tickets can be given to chill.
7. Employer can keep party and dinner for the staff members once in a month so that it makes the bond more strong.
8. Marriage Anniversary / Birthday cards and gifts can be given to the employee. He /She should be given permission either to take leave and spend quality time with his family on that special day.
9. If employees work extra hours overtime should be paid or bonus can be given for hard working.
10. Should arrange staff picnics.
11. Life insurance, health insurance should be given for their safety.
12. Seminars should be conducted to increase their knowledge and inner