Module 11 Employee Relations

Module 11
Employee
Relations
Module 11
Employee Relations
Employee relations refer to the working relationship that exists and develops
between employees (both individually and collectively) and the management
of an organization.
It determines how these two parties interact with each other when determining
terms and conditions of employment, during dispute negotiation and
resolution, and throughout day-to-day operations.
Management is responsible for developing and implementing po licies
designed to ensure that this relationship is appropriate for achieving
organizational objectives.
The objectives of employees and employers are diametrically opposed.

Employers are attempting to obtain the highest profit margin possible whilst
employees are trying to achieve the highest wage level possible. A conflict of
interest is bound to occur!
The role of the Human Resources Manager is to ensure that a harmonious

relationship develops between the management and the employees of an
organization.
The HR Manager must ensure that the organizational objectives are achieved
and that the employees are fully aware of these goals and objectives and the
role that they play in achieving them.
The HR Manager is responsible for ensuring that all aspects of the
employment cycle for each individual employee is administered effectively
and efficiently.
The HR Manager must ensure that the state of employee relations is also
measured regularly and any remedial action taken as soon as possible to
prevent, in the first instance, or, to limit the length of any industrial disputes.
The evaluation of the current state of employee relations may be made by use
of specific Key Performance Indicators (KPIs) or by the conduct of an
employee relation's audit.
The state of employee relations can be measured by: -

• the level of absenteeism.
• the level of employee morale.
• the level of employee participation in the decision-making process.
• the level of productivity.
• the number and length of industrial disputes.
• the level of staff turnover.
Role of human resources manager in employee relations
- Communicate,
- Monitor training,
- Provide motivational strategies,
- provide an appropriate culture
Conflict between Management and employees

Conflict between management and employees is bound to occur. The HR
Manager must work to prevent such disputes and conflict from occurring so
that there is minimal disruption to workplace activities and so that there is
minimal performance gap. A proactive stance to dispute and conflict
resolution must be taken by the HR Manager.
Types of Conflicts
The forms that this conflict may take include:

- strikes by employees
- bans on commencement of work sites and boycotts on continued work
- stop work meetings
- go slow' and 'work to rules' conditions imposed by employees
- demarcation disputes between unions
- lock-outs by management
- picketing of workplaces
- disciplinary action taken by management
Proactive Strategies
The HR Manager can avoid such disputes if the following action is taken.
Management should:
- educate employees about the goals and objectives of the organization
- communicate to all employees the changes taking place in the workplace
- motivate and maintain enthusiasm amongst employees
- understand employee needs and listen to what they are saying
- develop a collaborative atmosphere and culture between employees and
management
- establish committees with representatives of management and employees t o
discuss local issues
- promote a change culture amongst employees develop more team
strategies within the workplace
Application of Management Styles
A HR Manager should adopt a participative management style if the talents,
skills and diversity of the organization's workforce are to be fully utilized.
This management style is conducive to higher levels of employee satisfaction
and empowerment. Such a level of employee involvement will ensure greater
ownership of the decisions by employees and develop a harmonious
relationship between employees and management.
There are many skills that the manager should exhibit if the state of employee
relations is to be improved within an organization
- PEOPLE SKILLS
Verbal communication skills
Listening skills
Body language skills
'Soft' people skills
Interpersonal skills
- TRAINING SKILLS
Supervising skills
Meeting skills Team
building skills
Evaluating skills
Appraising skills
- DECISION-MAKING SKILLS
Dispute/conflict resolution skills
Problem solving skills
Mediating skills
Negotiating skills
Delegating skills.

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Module 11

The objectives of employees and employers are diametrically opposed.

The role of the Human Resources Manager is to ensure that a harmonious

The state of employee relations can be measured by: -

Conflict between Management and employees

The forms that this conflict may take include:

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