This question is interesting for those who work in HR. The word ER is often heard, but it is not easy to understand. So, I will break it down into sections to help you understand this topic.
Employment Relationship
People who do HR work often do employee relations. At their core is the relationship between the workforce and the employer. Employee relations are about the relationship between employees and their business. They are interested in dealing with conflicts that may arise between individual workers and staff.
Employee involvement and participation (EIP) mean; What and how a company communicates its employees, how employees are involved in the business, and what is happening on their involvement.
This practice of employee relations further explores how employees and their organizations interact with each other in 4 different areas. These 4 different areas are:
1. The economic perspective
This employment relationship represents a deal between an employer and an employee. Workers offer their labor at a fixed rate. In today's free market, the most popular skills are the ones that earn the highest wages. People with little or no skills are paid less.
2. The legal perspective
The International Labor Organization (ILO) defines "employment" as the term "employer" in a legal context that is widely used in countries around the world. It refers to the relationship between the two of them. As such, there are definite legal "rights and responsibilities" between the employer and his employees.
3. The social perspective
Employees often work together in social situations. There are many employees around the world who work as virtual teams in global businesses. It doesn't matter what the location of an employee is. These social connections create a team spirit.
4. The psychological contract
Contracts cover the legal aspects of workers 'and employers' relationships. These agreements do not say anything about the emotional state of the relationship. Psychological contracts give employees an emphasis on the beliefs they hold about their job and the terms they work for. Psychological contracts can be bargaining. These are short-term plans that do not take into account the loyalty of employees. Long-term relationships are also possible, depending on the employees' emotional commitment.
HR professionals should increase employee engagement at work. Such engagement depends on regular communication with employees.
The "Employee Voice" is part of a workforce that communicates between companies and employees. Due to the influence of trade unions and declining membership, the voice of the working masses has become more important.
Organizational working groups
When it comes to Employee Relations, you need to talk about these organizations as well. There are many types of organizations that have a direct impact on employment relationships. No matter how different the countries are. Trade unions; Employer organizations or "trade associations"; There are at least 3 types of organizations that represent the government.
"Trade unions" - Trade unions operate through collective bargaining for the benefit of their union members.
"Employer" or "trade associations" - Legal advice; We provide training and other assistance.
“National bodies” - Organizations that represent the government use the labor laws that apply to employers and workers. Provides advice and guidance on resolving labor disputes and other employment issues.
Employee Relations Players
Here let me tell you a little bit about the difference between employee relations (ER) and Industrial relations (IR). While the ER is emphasizing the relationship between employer and employee, The main difference is that IR emphasizes the relationship between employers and unions. But there are exceptions. Some companies work with unions; some do not. Businesses that do not work with such unions, in one way or another, find a person who will represent the interests of the employees. They form themselves and work together.
HR professionals often represent their business; Negotiations with trade union representatives are common. Therefore, HR professionals need to be proficient in collective bargaining. Trade unions represent wages and salaries for their members. Overtime pay Working hours This is because they often come to negotiate rules and regulations for training and holidays.
HR professionals will be able to build working relationships with union officials who will be sitting with them at the negotiating table. Negotiations are more productive when participants share the practical foundations of consideration and mutual respect.
The “Aspiration Grid”
Company negotiators, including HR professionals, often use this aspiration grid to determine the position of the participants in the negotiation. These visual aids help the facilitators to see more clearly the various issues that need to be negotiated. For example, in the increase of wages and pensions; these are set to "ideal", "real" or "fallback" positions.
HR professionals involved in negotiating such deals need to have strong negotiation skills. They need to be sensitive to the feelings of others. HR representatives should handle all grievance procedures regarding their employees. HR staff Or you can be involved in negotiating to resolve disputes between employees and the business.
Workplace Cooperation and Conflict
Workplace conflicts can have many consequences, including loss of trust and loss of respect among colleagues. In such situations, it is not easy for teams to do their job well. Companies need grievance procedures to reduce workplace conflicts and reduce their negative impact. Companies can be more efficient when employees work with managers. Collaboration often comes in many forms, and employees and managers need to share an opinion.
Attitudes toward common conflicts may include:
"Pluralist" - In this sense, people recognize that the most important thing for the company may not be the most important thing for the employees. They agree that trade unions have a legitimate role.
"Unitarist" - In this sense, people view conflict as "disruptive and unfaithful." Trade unions are not welcome.
"Interactionist" - In this sense, people see conflict as a mechanism that promotes innovation.
These industrial conflicts can have major economic consequences. 2012 In August, the UK lost 10,000 working days due to layoffs. Hyundai has lost 1.7 trillion pounds in manufacturing due to protests in South Korea. Companies lost much of their revenue during the strike. Labor practices have tarnished the image of corrupt corporations. Potential customers may choose not to buy from strikes and burdened companies.
Employment Termination
Companies often fire employees by firing them. Employees also quit their jobs voluntarily and quit their jobs on their own.
There must be a reason for dismissing an employee of the company in order to be legal. The most common causes are:
- Misconduct: For example, money laundering.
- Capability: For example, an employee may not be able to perform his / her duties properly; Or you may be constantly sick; Absenteeism
- Redundancy: For example, when an employer closes a factory or works When there are no more vacancies.
- Legal restrictions: For example, a taxi driver may be fired for driving illegally; Or for other valid reasons in line with other business needs.
Regarding all layoffs and other employee relations (ER) issues; HR professionals need to be aware of two important requirements.
Legal imperative: HR professionals must abide by all laws that apply to employers and employees.
Ethical imperative: HR professionals must adhere to their professional ethics.
Strategy
Line managers often have direct contact with executives who make strategic decisions. HR professionals tend to keep themselves cool about strategic planning. That is about to change. Today, the professional focus of HR is focused on "strategic HRM" and turning HR executives into business partners.
There are 2 types of HR strategy.
- The “universalist approach” - This approach to employee ownership; It deals with HR practices, including participation and empowerment.
- Teamwork and cross-utilization - This is an emergency approach. This approach requires flexible HR to adapt to business conditions.
In a modern and fast-moving economy, HR professionals' strategies should include contingency plans. This helps to align HR planning with the company's business strategy and greatly improves the "reactive and fire-fighting approach" found in many HR businesses. This contingency approach focuses on the key elements of Employee Relations (ER) "policies and procedures". To implement this strategy, HR requires all employees to interact passionately with the company and to effectively engage with their employees through their work.
Measurement
Corporations are perfect for understanding their business and planning wisely. Rely on verifiable information. Many companies evaluate employee engagement levels in the workplace. Companies use specific metrics to ensure that top recruits are recruited. Many corporations and HR professionals conduct in-house surveys on employee data. Survey designs are designed to be clear and concise. Related It should always be there for the long term in accordance with the needs of the company.
To prepare for the "Employee Attitude" survey, the following steps should be taken: Questions must be organized in a logical way.
- Organize the questions for the appropriate sections.
- Keep the question format short and concise.
- Count the pages.
- Create compelling questions.
- Design your questions with answers or answers.
- Rate the quality ratings from "Best" to "Lowest".
In addition to surveys, HR professionals can do all they can to find out about employees' opinions and attitudes by conducting exit interviews and focus groups. However, some remain skeptical about the validity of the information obtained through these methods. Some participants in Focus Group and Exit Interviews are concerned that their open answers may later intimidate them and endanger their current or future employment. Surveys tend to be more anonymous because they are anonymous.
The Future of HR
For business planning and management, HR needs to have its own place in the Executive Table. HR professionals can contribute to the profitability of their company by implementing informed employee relationship (ER) policies and practices. HR should always support the relationship between employees and line managers and stand up for employees when appropriate. Employees are irreplaceable stakeholders. By working to build productive employment relationships, HR professionals can help keep their company strong.
Now, the question of what "Employee Relations" is explained. The key is the relationship between employees and employers Yes. Between employees and their business; We have to deal with conflicts that may arise between individual workers and staff.