Employment Relationship
Employment Relationship
The term employment relationship describes the interconnections that exist between employers and employees in the workplace. These may be formal, contracts of employment, procedural agreements (Kessler and Undy, 1996).
The concept of the employment relationship is significant to HR specialists because it governs much of what organizations need to be aware of in developing and applying HR processes, policies and procedures. These need to be considered in terms of what they will or will not contribute to furthering a productive and rewarding employment relationship between all the parties concerned (Armstrong 2006).
Central to the Standards is that employee relations professional practitioners acquire and develop the skills to add value to the organization (Gennard and Judge, 2005).
- Making a contribution, directly or indirectly in circumstances of corporate difficulties
- Helping the organization to make progress towards its vision and its strategic goals
- Working in alignment with the organization’s mission
- Customer – focused continuous improvement.
- Personal flexibility both when reaction to change and stimulating it
- Genuinely influencing corporate strategy and contributing to the bottom line.
In the organization I’m working in always emphasized on company vision and mission at all times on induction on new joiners, and operational godliness by conducting regular training programs. And more having monthly performance reviews to monitor the outlets and the staff members are aligning with the organizational goals.
As illustrated on the figure 1.0. According to Armstrong (2006) the parties are managers, employees and employee representatives. The ‘substance’ incorporates the job, reward and career of individuals and the communications and culture of the organization as it affects them. It can also include collective agreements and joint employee relations machinery. The operation of the relationship will also be affected by processes such as communications and consultation, and by the management style prevailing throughout the organization or adopted by individual managers.
Figure: 1.0 Dimension of the employment Relationship.
Source: (Armstorng,2006)
As illustrated on figure:1.0 organization that I’m working in focuses on all these four aspects.in order to improves the process. Since the organization is a leading fast food company and its leaders works on how to rewords and counties improvement on employees and processes. And rewords and recondition are linked with employees Performances.
- Quarterly incentive for quarter targets.
- Best employee
- Education loans
- Career growth
- Culture of innovation by having Master chef events
- Process to improve.
- Employee help line to voice out any concerns related to Harassment, unfair Treatments.
The employer’s obligations include the duty to pay salary or wages, to provide a safe workplace, to act in good faith towards the employee and not to act in such a way as to undermine the trust and confidence of the employment relationship (Armstrong 2006).
Video :01 Developing good employee relations
Source :(Scottmadden ,2016)
Reference:
Armstrong, M.,2006. Performance Management key Strategies and Practical Guidelines. 3rd ed. London and Philadelphia: kogan Page Limited, pp.15-18.
Gennard, J. and Judge, G., 2005. Employee Relations. 4th ed. [ebook] The Broadway,London: Chartered Institute of Personnel and Development. Available at: <https://books.google.lk/books?hl=en&lr=&id=FuUmIixUldwC&oi=fnd&pg=PP11&dq=employee+relations+strategy&ots=HdYTcljllV&sig=VE8A_ksld5dmdizxAK0CcHQS0uQ&redir_esc=y#v=onepage&q=employee%20relations%20strategy&f=false> [Accessed 28 April 2021].
Gregory, B.T. Harris, S.G. Armenakis, A.A. Shook, C.L. (2009). Organizational culture and effectiveness: A study of values, attitudes, and organizational outcomes, Journal of Business Research, 62/2 673–679
Kessler, S and Undy, R (1996) The New Employment Relationship: Examining the psychological contract, Institute of Personnel and Development, London.
Storey, J. (1992). Developments in the Management of Human Resources. Oxford: Blackwel.
Agree with your view .A pleasant workplace relationship amongst employees creates a sound environment to increase the energy of employees in order to achieve the organizational expectations(Galer et al., 2005).Also Buckingham and Coffman (2000) has said that effective employee relations is depended on the managers’ leading and managerial practices.
ReplyDeleteYes Pernall , further Armstrong (2006), If however, the strategy for competitive advantage, or even survival, is cost reduction, the employee relations strategy may concentrate on how this can be achieved by maximizing cooperation with the unions and employees and by minimizing detrimental effects on those employees and disruption to the organization.
DeleteAgreed, Employees are the central point in every organization. If the employees work together and have a good relationship with employers the employees can achieve the tasks much quicker. Managing employee relationships is essential and precious to organizational success (Wargborn, 2008).
ReplyDeleteYes Nivethini and further Armstrong (2006),Improvements to the climate can be attained by developing fair employee relationspolicies and procedures and implementing them consistently. Line managers and team leaders who are largely responsible for the day-to-day conduct of employee relations need to be educated and trained on the approaches they should adopt.
ReplyDeleteAgreed with you Duminda. If it is a good relationship between the employee and employer, it will directly affect the growth in the organization as well. (Markos, 2010).
ReplyDeleteYes Harsha, ,Engagement, going to the heart of the workplace relationship between employee and employer, can be a key to unlocking productivity and to transforming the
Deleteworking lives of many people for whom Monday morning is an especially low point
of the week (Brown and Reilly 2008).
Employee relations is an organization's concreted efforts to maintain a better working environment for a positive relationship with its employees, employees in an organization with a strong positive employee relations are more engaged(Arimie & Oronsaye,2020).
ReplyDeleteYes Sandun, Business and organisations function best when they make their employees’
Deletecommitment, potential, creativity and capability central to their operation. Clearly,
having enough cash, and a sensible strategy, are vital. But how people behave at
work can make the crucial difference between business and operational success or
failure (Khan, 1990)
Yes Duminda as you correctly said effective management of employee relation will improve the job satisfaction in return improve the performance and productivity (Tansel and Gazîoğlu, 2014).
ReplyDeleteAgreed with you Duminda, and adding to that when the line manager’s interests are incongruent with the organization’s, the employee may respond to the opportunity for voice provided by a line
ReplyDeletemanager with behaviour that is considered valuable to the line manager, but
not to the organization (Coyle-Shapiro & Shore, 2007).