Employees and management are the two main aspects of an organization’s success. The prevalence of significant issues and problems in employee relations will prevent the organization from achieving the goals and progress of employees. Increasing managerial skills and greater employee participation will make these communication problems possible. Overcoming destructive processes and situations in any organization will be essential. This can only be achieved by adequately implementing the employee relations process and knowing its practical steps. This article will examine the correct steps for implementing employee relations.
The physical, psychological, and practical efforts of the employer to maintain a positive working relationship between the organization and its employees or between employees each other is called the employee relations process. In other words, employee relationships create a positive atmosphere in the workplace in the hope that employees will remain loyal to the organization and participate more in their job duties.
Most successful organizations use a dedicated employee relations manager as a consultant, mediator, and problem solver. The role of the employee relations manager is to help develop mutual respect, trust, and transparency within the organization by implementing specific policies.
The process of employee relations is essential for the better management of the company’s human resources. Incomplete and imperfect employee relationships can lead to a company being discredited and tarnished despite its financial success. Therefore, understanding the importance of this process and recognizing its step-by-step guide is necessary for the organization’s management.
The employee relations process has steps followed by bilateral agreements between management and employees. Properly implementing these steps will adequately regulate relationships between employees and management in recruitment, problems encountered, and relationships with employees. The following seven steps must be followed to get the right results from the employee relations process.
The primary goal of a good manager should be to find the cause of each problem. The intelligent employer first examines the reasons for a problem because the problem may have already been solved. This will significantly help to discover patterns and behavioral changes in employees, weaknesses in management performance, and to assess communication mechanisms. Learning a pre-existing cause can make solving the problem easier and create the right and permanent solutions.
Mediation refers to providing advice to the employer through the employee relations manager. But the employer has full authority to accept or reject those offers. Mediation does not mean relinquishing the employer’s control over the organization’s status. Still, he is asked to use an informal employee relations process instead of legal proposals in the administration.
The last resort is to reach an agreement in the arbitration stage, albeit when disputes cannot be resolved by less costly means. An arbitrator must be appointed at the beginning of this step of employee relations. According to the law, this arbitrator will decide the issues between the employer and the employees and issue a final verdict if they do not consent.
A complete record of the work process through taking notes, preparing documents, and drawing down the processes involved is essential to resolving issues related to the employee relations process. This process will lead to recording work results for various actions such as conciliation, arbitration, and mediation. One of the best ways to record workflows is to take notes by mutual agreement; This work process should be recorded from the perspective of both parties to the conflict.
Referral to legal authorities may be the last step to resolving issues in the employee relations process. If the employee or employer feels the appointed arbitrator is not qualified, they may seek legal advice. Of course, employees usually value a friendly work environment because it gives them a sense of being heard and valued. This is why employees generally solve problems without getting involved in legal processes.
The main goal in employee relations should be resolving differences between human resources. Ideally, a mutual bargaining agreement between employees and management would produce a fair deal for both parties. Compromise and reconciliation are two essential parts of the employee relations process that lead to reconciliation between the parties. Management should appoint a third party as a conciliator or leave the decision to a personal decision.
When issues and complaints are raised, the final understanding of the positive or negative impact of the employee relations process will be determined. If employees are satisfied with this process, they will continue to work again with more energy. But if employees are dissatisfied with the process and its outcome, and disagreements prevail, they may resign. Whatever the product, it is better for the employer to try to protect his subordinates and deal with them intelligently.
LIFA online tools have been able to provide intelligent solutions to facilitate the process of employee relations process. Any organization with LIFA can go through these successive steps with better success and productivity. LIFA provides its technological facilities as valuable economic packages to all interested organizations and human relations managers.
With LIFA, you can create a manageable social network within the organization that will be very effective in advancing things. If you plan to deal with human relations and organize your company, Lifa is one of the best options for your organization.
Here, the basic steps of the employee relations process were examined. This process and the effectiveness of its solutions are directly related to employees and their efficiency and satisfaction. Apart from the formal process of employee relations, the presentation of informal processes is within the authority of the human relations manager. The role of the employee relations manager is very significant because the management of the company’s affairs, if only through the law, will provide a negative view of the company as a whole.
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