Employee Relations Activities

Employee trade ining activities be those whose objective is to create an atmosphere of trust, respect and cooperation. The typically objective is to provide an atmosphere in which all employees burn down accomplish their jobs to the best of their abilities and creatively contribute to the organization.All Human resources decisions should by destination directed. Consequently, employee dealings activities should be designed and managed to help achieve specific objectives. Employee dealing activities affect efficiency, in that potential reasons for performance problems are confronted and help is offered to exterminate them. When the problem is an individual employees behavior, employee assistance and encroach resolution carcass seek constructive solutions. If the problem is the organizations behavior, employee management committees or other two way conversation forums mickle identify practical changes that will remove the problem.Much employee relations is designed to s end the inwardness that the organization is a concerned institution that will help protect, assists, and deal fairly with all it members.The typical decisions that managers face in designing employee relations programs includeCommunication How best can we convey our philosophy to employees and rob their opinions/suggestions on work issues?Protection Are there aspects of the workplace that venture the wellbeing of employees?Assistance How shall we respond to special needs of specific employees?Cooperation To what fulfilment should decision making and control be shared?Discipline and conflict How shall we deal with it?An employee handbook is a necessary part of communication an employee relations program. The handbook sets out the rules and policies within which employees and managers mustiness operate. How the organization sets wages, allocates training, and promotions opportunities, what services it provides, and what it contain from employees is discussed in the handbook . Obviously, merely writing a handbook is not enough. It must by continuously updated, publicized to employees, and supervisors must be thoroughly well-known(prenominal) whit it, since they are the ones who translate policy into action. Handbook provide communication in only one direction.Many organizations have formats for providing communication from employees to supervisors and managers. These can range from speak up and open door policies, work profit suggestions systems, to sensing sessions, opinion surveys, or conflict resolution procedures. Unfortunately, there is distinguish that there is a growing communications gap between employees and solve management. Messages that managers think they are sending arent being received by employees.Every managers and employee wants a healthy and safe work environment. Pr correcttion programs instruct many forms. They include redesigning jobs to diminish hazardous conditions, conducting, safety training programs, even offering pay b onuses for good safety records.Safety hazard are those aspects of the work environment, which have the potential for immediate and sometimes violent suffering to employee. Examples are lost of hearing, or eyesight, cuts, sprains, bruises, broken bones, burns and electric shock.wellness hazard are those aspects of the work environment that slowly and cumulatively whizz to deterioration of an employees health. Typical causes include physical and biological hazards, cyanogenic and cancer causing dusts and chemicals, and stressful working conditions.Many of the policies and programs discussed in this chapter can go a long way to prevent discipline issues from arising. prevention should be the objective of all organizations. However, when problems arise, having procedures in place to deal with ravishment can help safeguard the rights of all concerned. There are quaternary elements to assure adherence to generally acceptable work rules of such a system.