It fulfils the aspirations of millions around the globe, and makes every member a part of the universal whole and hurtles towards a chosen path and on to destiny. It involves a culture that is flexible, unique and peculiar to the specific organization or industry. It also involves administration, supervision, evaluation, performance, productivity, motivation, morale, and discipline. In short, it is the creation of a new dimension in relationship based on mutual understanding, trust, objectives, principles and routines. (Employee Relations Series)
In the course of its existence, an organization settles down to achieve its aims and targets. The most important asset of the organization is its human resource. All the activities from the initial stage of acquiring an order to execution and delivery are dependent on human skills at every level and stage. The internal activities of an organization consist not only of executing orders or rendering services, but also constantly looking after its own position and welfare, which is the welfare of its employees.
In the present economic scenario, policies and procedures relating to employee- related issues are the quick fix hire and fire routine, although enlightened management may not arbitrarily use them. There needs to be good deal of resilience and flexibility.
Policies and procedures serve as guidelines and channels of hope to an aggrieved employee or group of employees with specific grievance. The emphasis is on the fact that the management is willing to lend a ear to an employee, thereby indicating the importance of the employee as an individual in the management's eyes. The management must also make it clear to the employee that they are aware of his good record and are appreciative about it.
This emphasis on the capability and contributions of the individual helps to create a congenial atmosphere assuaging the aggrieved employee or group of employees right away. It wins the loyalty of the employee and exponentially serves to rejuvenate the employees' morale.
In the current economic and market scenario, there is less scope for white elephants and sycophants. Along with team management abilities, the people in charge are expected to endow their functions with an eye for talents and find out the aspirations of the employees under them. Understanding human resource and its potential and goals not only help employers to fathom the depth of their employees' capacities but also enable them to delegate responsibilities effectively and equip them with the means to effectively handle the day to day routines with foresight and fortitude.
The layers of the managerial hierarchy have drastically reduced after the dawn of the electronic and information era. It is more empowerment based, and even the employee in the lower rung of the hierarchy is aware of his importance in the eyes of the management and how to bargain for better prospects.
An important aspect of horizontal hierarchy is
There is something special and unique about employer-employee relationship that is not seen in any other form of relationships. The employer-employee relationship has tremendous stake and impacts a whole lot of people from the household to the customer and society at large.
Intellectuals and researchers have raised diverse concerns over the perception and views that psychological contract is a manifestation of individualised employment relationship. Despite the intensive research on psychological contract, scholars are yet to come up with a universally acceptable definition and explanation of the term psychological contract (Anderson 2001, p.
Finally this paper will conclude the essay by discussing a few key factors generating stress and its implications on human health. First of all, one needs to define what is a process theory? It is a scientific research where events occur as a result of certain inputs following a specific process lead to specific outcomes.
n to Employees 10 Risk Management 11 Conflict Management 12 Managing Diversity 12 Works Cited 14 Overview of Employee Relationship Management Employee relationship management refers to the administration and development of the association in between the employer and the employees.
In departments such as production, administration, organisation, publicizing, selling, transportation, maintenance, repairing etc, a lot of employees are needed. For any organisation to achieve its aims and goals, human capital is one of the most imperative tools.
The author states that the change regarding relationship between employees and the employer can be explored by going back to the industrial relations that resulted from the industrial revolution period. During this period, employers perceived their employees as a factor of production, which resulted in a controlled relationship between the two.
But in this case, the intent of the employer was the completion of a single project.
In course of time, the relationship did undergo change. During the second project, she was working closely with the supervisor and adhered to "company work schedules". This can be seen as a transformation in relationship from a company-independent contractor to an employee-employer relationship.