Positive employee relations pdf

A management-facing LaborLook. The core team of supervisors can be the conduit for such reporting and they should develop their own networks within their work areas to keep apprised of and report any activity. The reporting party should be thanked and not chastised for reporting seemingly insignificant items. Human Resources representatives must walk the fine line of employee advocate and management defender. Partner with your HR professionals to not only hire the right candidates for the right positions, but avoid the likelihood of hiring a union salt.

Keep your Human Resources team up-to-date with training and fully filled in on union avoidance strategies. The absence of this presence will steer employees towards outside assistance, such as a labor union or government agency. A true union-free culture should differentiate itself from unionized workers and product competitors by providing competitive wage and benefit structures.

These items should be reviewed and adjusted on an annual basis, or more, if needed. Of course, frequently communicate the benefits employees are entitled to, so there is never a question.

As we shared above, employee retention begins with the hiring process, from the initial interview through the onboarding process. Consider a Pre-Hire Orientation video that honestly describes the company, your brand, values, culture, and of course, the job and the expectations for the position. Crucial to any business is the retention of its workers. Care must be given to provide the proper wage, benefit, and career growth opportunities to all employees. Company culture plays a large part in the retention of your employees as well.

Policies and procedures should always be tailored with keeping the third party at bay. Items like skip-level meetings, spontaneous employee recognition, general employee recognition, employee involvement, company sponsored community involvement, etc. The key to a positive employee relations strategy is to establish teams that empower employees to provide feedback , input, and suggestions.

The importance of frequent and consistent feedback from your employees cannot be overstated. A workforce that knows their voices are being heard and their input is valuable is much less likely to turn to a union to express and grievances.

They know they can come to management before potential issues become bigger problems. A UnionProof culture , when managed effectively, has proven to be a valuable extension of the management team, and can facilitate problem resolution and favorably impact on the bottom line. Management visibility is essential in every union-free environment. As we stated above, an open-door policy where management is always readily available to hear from employees and listen to them is crucial to becoming an employer of choice.

An understanding attitude Good work conditions Frederick Herzberg. His study with similar results across the United States showed that while poor working conditions, show how important it is to constantly strive poor rewards, and poor relationships with to create an environment where performance supervisors might make employees unhappy, excellence is recognized and celebrated.

Extreme Dissatisfaction Achievement 42 Company policy and Recognition 31 administration 38 Work itself 22 Supervision 20 Responsibility 20 Relationship with supervisor 11 Advancement 11 Work conditions 12 Growth 7 Salary 10 Relationship with peers 7 Exhibit 2.

When employees do advance, information to do their jobs, and not trust their management and perceive multiple outlets that will allow for continu- that the company is not acting fairly, ous learning. Employee turnover can significantly drive up costs If your management team fails to make as a result of the need to recruit and train employee relations a key business issue, it is replacements. If an employee is unable to immediately felt. But make no mistake—there resolve an employment-related situation at undoubtedly will be a negative impact on work, the frequent response is to seek your organization at some point in the future.

Defending against The only question is when that day of reck- allegations of wrongful employment actions is expensive. It also distracts man- If your management team fails to make employee relations agement and employees from focusing on a key business issue, it is possible that the consequences their primary business and creates unnec- may not be immediately felt. When employees perceive filed with the Equal Employment Opportu- their workplace as unfair, they are nity Commission alleging violations of federal more inclined to seek outside resources laws in the areas of race, sex, national origin, such as a union to help protect them religion, retaliation, age, disability, and equal and to negotiate issues on their behalf pay.

Compare this with the fact that there related to employment, benefits, and were only , total charges filed during policies. Another major Unscheduled absences charges filed with the federal government, drive up the cost of doing business as a the EEOC also took action on behalf of a result of their impact on employee bene- number of plaintiffs.

It will also protect the company including those outlined below. It should also be made an employee handbook and written policies, clear, however, that the employee handbook but may also be communicated during new does not create contractual rights of hire training or by written contracts and employment.

There should be clearly written to each company employee at the time of ini- policies that prohibit harassment and discrim- tial hire. The handbook is generally set up in ination, hostile work environment, abuse, an easy-to-read form and is comprehensive in injury, damage to property, the possession of nature. Supervi- to ensure a common understanding about the sors and managers are the key link between employees and their company. Accordingly, it is very important to ensure that managers are properly trained in the key areas described employment relationship.

Companies may below. Managers should receive compete with the company for a specified training about how to communicate effec- period of time e. This is a critical their termination of employment. Managers should know how to give that the executive has a clear and contractual complete and specific assignments, pro- duty not to disclose trade secrets or share vide constructive feedback, respond to confidential information with other persons employee suggestions, and deal with con- or companies, either during or after the flict.

They should also know how to share employment term. It is essen- need to understand clearly what is tial for employees to be advised how they expected of them, as well as fully under- are doing in their jobs.

If constructively and frankly communicate managers do not understand their roles in this information to employees tend to enforcing the rules, confusion and conflict establish stronger work groups and better can result.

Train managers so that true individual performers. Managers should agers to understand the basic laws and understand the strengths and weaknesses regulations that govern the employment of their employees in order to determine relationship so that they have a general what assignments are reasonable to give understanding of the rights of their to each employee. Employees are at their employees. This ensures the fair treatment most productive levels when they feel of their subordinates and also protects the company from being inadvertently Managers who commit themselves to high standards of exposed to potential legal issues as a professionalism and follow stringent business ethics gain result of their actions.

Managers who commit themselves to high standards of profes- that their work is important and is val- sionalism and follow stringent business ued by their management. The key to ethics gain the respect of their people. Managers who manage understand their roles and know clearly what time wisely are most respected by is expected of them, they are better able to do employees.

It is often the case that Hiring the Right People managers are so busy that they fail to notice problems that are occurring right Pay careful attention to hiring processes and under their noses.

They are operating in a incorporate good interviewing skills and pre- reactive, rather than a proactive, mode. Open Door Policies. These are policies that employees understand key issues from the encourage employees to meet with their start of the employment relationship. Some immediate supervisor to discuss and companies even require employees to partici- resolve work-related issues.

It is a first pate in training before they begin working in step. For effectiveness, the company must their assigned departments. The mentor is the new 2.

Senior Management Review. This type of the organization. Peer Review. The aggrieved employee is Implementing a system through which par- given the opportunity to present his or ties can resolve conflict inside their company her side of a dispute to a small panel of 58 Teresa A. This method requires the use a pool of employees trained in dispute res- of a mediator who is a neutral third party olution. The method is often successful guiding two conflicting parties in explor- because employees participate in the deci- ing innovative solutions to their dispute.

Though policies and rules differ by ation, or trained external mediators who organization, peer review can be made have no perceived conflict of interest with binding on both parties or not. If it is not the company. The willingness to resolve a binding and the resolution is not satisfac- dispute through mediation should be vol- tory to the employee, the dispute can be untary. Arbitration is typically the 4. An opportunity for a neutral most formal and costly, and frequently employee within the organization to help most time-consuming, of all ADR alterna- tives.

It is a formal process similar to a court situation in that an arbitrator issues Arbitration is typically the most formal and costly, and a binding decision. In arbitration, wit- frequently most time-consuming, of all ADR alternatives. One advantage to a company in arbi- tration is that once a decision is rendered, resolve the dispute. Often the individual it is considered final, as there is no appeal is an employee relations manager who process governed by the Federal Arbitra- acts as the key facilitator.

The facilitator tion Act. Osibanjo, Inequitable pay is an indispensable The survival and prosperity of a company in the factor that occurs as a result of cost reduction turbulent and highly competitive environment of Aluko, Rigid bureaucratic structure and today depends mainly on the quality of its organizational climate Spector, and employees.

Carter and Aston the functions to be performed in engaging revealed that coercion and poor team building competent employees and promoting flexible affects corporate performance. Other mitigating organizational policies.

It is also argued that this relationship institutions. It is essential to note that equity and mentoringare not being addressed. Employee relations strategy has been universities are still prone to incessant industrial found to be an important aspect for effective and action. Though few studies have been conducted in efficient management of organizations, yet there is the Western world using other sectors, but limited little evidence for the implementation of such or no empirical studies have been conducted using strategy in the Nigerian University system tertiary institutions especially State owned especially the State owned universities.

Therefore, this Employeerelations strategy as an independent study attempts to examine whether the results variable can be influenced by other variables such achieved in the western world can be replicated as organizational policies, recognition, promotion, with a wider scope in Nigeria.

The significance of relationships between independent variables such employee relations in maintaining peace is well as organizational policies, recognition, promotion, known, but this becomes challenging where equity, mentoring and dependent variable inequality and poor implementation is on the high performance were discussed and this necessitated side.

To what extent has organizational policies H1 emotional exhaustion which are quite obvious in the and recognition H2 been impactful on employee public universities. In the Nigerian university system, employee 2. Organizations formulate and implement effective HR policies that accurately reflect their core values and philosophies; and the relationships between 2. Employee Relations future contingencies. The organizational policies mostly cover organization.

The management and co-ordination of areas like: promotional system, change human activities have become the cornerstone for management, compensation packages Pinder, achieving organizational survival. The study therefore hypothesized Mike, Some problems arise in the facilitatingemployee retention in the recent days workplace especially when supervisors correct Kaufman, et al.

Some studies Leblebici, performancesthat are below expected results. A Redmond, ; Dessler, It also ensures Study by Greenberg and Baron also that the employees have information about their indicated that recognition in terms of workers rights and are helped to resolve their poor participation in management, respect, self fulfilment performance issues or workplace misconduct.

Poor employee relation strategies adopted by employers of Hypothesis 2: Recognition has positive influence labourcan be caused by numerous factors such as on retention and performance. Equity, Employee retention and Leblebici, , poor organizational climate Performance Pinder, , poor management style Nelson, , non-supportive environment Al-Anzi, Equity is of great importance to most organizations.

When workers sense knowledgeable individual. The mentor may be an that management are treating them unfairly, they adult or young person, but have a special area of turn out to be less committed and sometimes proficiency and expertise.

Mentoring is a systematic process for Aluko, , therefore we hypothesized that: transferring formal and informal knowledge, cognitive support and the psychosocial support Hypothesis 3: Equity has positive influence on observed by the receiver as appropriate to work, retention and performance. Numerous studies 2. While these mentoring relationships ; Demet, ; Dessler, pointed that can produce positive developmental and employees feel motivated when they perceive organizational outcomes, it can sometimes fail due consistent promotional opportunities.

This study therefore hypothesize that: which significantly influence their attitude to work. Three 3 theories class theory, realization of organizational objectives invisible. In involvement theory and equity theory were order to ascertain the relationship between examined. According to Marx, labour process refers to the 2. Labour is here an interaction between the person who works and the Mentoring has become a predominant factor of natural world such that elements of the latter are career and professional development in both the consciously altered in a purposive manner.

Hence public and private sector. The labour process is production and feel part of the organization when sometimes loosely termed "work organization". The they perceive there is equality between their inputs theory largely focuses on class struggles between and the resultant output.

Hence, equity theory has bourgeoisie employers and proletariat actually examined the relationship between employees. This struggle becomes predominant employees work behavior and employment where management of the organizations are trying relations.

Equity theory explains that employees to maximize profit and reduce cost; on the other cognitively make comparison of their inputs hand, employees striving to improve their standard knowledge, skills, abilities, time, energy, of living and condition of work. The struggle qualification, experience, etc into an organization between these classes if not properly controlled and with that of comparable person or persons similar harmonized ultimately leads to workplace conflict. By One major aspect of Marx class theory that fully implications, where employee perceives a wide gap elucidates the subject matter under study is what he between input and output in terms of pay inequality, termed the pre-alienated worker.

He opined that at such organizations may be a victim of increased the point of alienation, the worker is only directed insecurity, anxiety, low organizational commitment, not by self but by organizational forces which he high labour turnover, low productivity and does not have controlled over.

Theory of Involvement 4. The ideology of Astin centered on the significance of employee involvement. He sees involvement as a This study is descriptive in nature using survey strategic means of facilitating almost all the aspects research design. He identified three components of management of a Public State university in South- employee involvement which includes informative West, Nigeria.

The population of the state involvement, involvement with management, and university is Using Mason formula, involvement with other co-worker.

By implication, was adopted as the sample size. Therefore, two this theory implies that, the more involved an hundred and twelve questions copies of the employee is with the organization, the higher questionnaire were administered to both academic likelihood of employee retention. In order to cope and non-academic members of Lagos State with the changing competitive environment, University, South west, Nigeria and only one Roberts, Thomas and Bartram contended hundred and thirty-six copies of the that organizations need to engage people who are questionnaire were valid and used for this study, capable of being both managers and leaders in the yielding sixty-four 64 percent of the total way they influence, mentor and develop others in questionnaire administered.

The structured questionnaire for the survey 3. Stacy Adams, a workplace and behavioral respondents while the second section contained psychologist in adduced that equity theory fifteen 15 items out of which the employment shows how a person views fairness in regard to relation strategy items were adapted from social relationships. A person identifies the amount Armstrong However, the independent of input gained from a relationship compared to the variables organizational policies, equity, career output, as well as how much effort another person development and mentoring ; moderating variables puts forth.

Equity Theory suggests that if an employee retention, satisfaction and involvement ; individual thinks there is an inequality between two and dependent variable performance were adapted groups or individuals, the person is likely to be from literature reviewed and each item was based distressed because the ratio between the input and on 5-Likert scales ranging from strongly agree 5 the output are not equal which will lessen to strongly disagree 1.

The procedure result of the motivation and lead to decrease job commitment by reliability statistics test based on standardized items the party which feels cheated. Hence, the work place relationships would be decided by the degree of Responses were analyzed with the use of Statistical equity provided by the conditions of work.

Further, the higher the observed variables and also regression between the number of the indices of indicators, the acceptable dependent and independent constructs of the study. Other informative indices that measure the close association between the model and the data 4. The male gender constituted In terms of relevance, that exists between the observed and expected the age distribution of the respondent could be said values.

Obtained scores are therefore compared to be adequate for this survey. In addition, Furthermore, This shows that the respondents are was achieved as shown in Table 2. It is Table 2 displays the model fit summary for the evident in the coefficient scores obtained that close survey. The parameter results obtained from the survey are contrary to the estimate as depicted in Figure 2 indicates that earlier studies in which positive and significant promotion is the most significant predictors of relationship were identified between organizational performance with aid of the mediating variable policies Demet, ; Albrecht, ; Dessler, retention.

When recognition goes up by 1 standard and performance. By implications, since deviation, retention goes up by 0. When mentoring goes up by 1 standard sick days, insufficient provision of conference deviation, retention goes up by 0. When promotion goes up by 1 standard procedures and policies regarding career and deviation, employee involvement goes up by 0.

When equity goes up by 1 could be responsible for low performance. When organizational policies go up by 1 standard deviation, employee 5.