3.0 Management of Employee Relations An employee relation refers to the efforts of the employer to manage relationships with the employees. Organisations with successful employee relations provide fair and consistent treatment of all employees encouraging loyalty and commitment to the organisation. Programs within employee relations focus on pay benefits, work-life balance, and safe working conditions. Healthy employer relations result in preventing and resolving workplace conflicts. Typically, employee relations are a deliberate action by Human Resource Managers to ensure the most effective use of people to accomplish the company 's overall goal. An effective employee relations strategy is to adopt the employee 's as stakeholders within the business. Stakeholders are people who are committed, financially or otherwise, to a company and are affected by its success or failure. This gives the employees themselves more value 3.1 The Industrial …show more content…
Commonly Industrial Relation Systems aim to resolve conflicts within the workplace. As Human Resource Manager Amanda is required to have a proper understanding of the current laws and practices in place for employee relations. There are multiple associates involved in the industrial relations system; employers and industry associates, employers and unions, and Government bodies and legislation. Industrial Relations Legislations The federal industrial relation system is compliant with Australian employees located within Queensland. The Fair Work Act 2009 covers most Australian workplaces and consists of four bodies Fair Work Commission, Fair Work Ombudsman, Fair Work Building and Construction, and Fair Work Federal Division of the Federal Court and the Federal Circuit Court. Each state has their own act, although there 's a national system which each state must be consistent with. Situation
In this part, the task is to explain the role of the Fair Work Commission and the powers it is able to exercise in relation to this process. The Fair Work Commission is the self-governing national workplace relations tribunal and its main concern is to sustain a safety standard of salaries and working conditions, as well as other related areas such as workplace regulation and function (Australian Government, 2015).
The Merriam Webster Dictionary (2015) defines disgust as “annoyance and anger that you feel toward something because it is not good, fair, or appropriate.” Lastly it defines apprehension as “the act or power of perceiving or comprehending.” Unfortunately these words are used to quantify how employers treat disabled employees. With such contempt towards this large base of employees the question that’s inevitable is “can unions help fix the wrongs that are being committed”. During the course of this paper we will explore the issues that employees and employers are facing in the current work environment. Lastly, we will dive into the question of unions being
There has always been a certain status quo when it comes down to getting hired in todays’ society. Many people do not realize that there can be many qualities derived from those who are different than the “norm”. With the workforce rapidly growing there is a demand for acceptance that can no longer be avoided. America has become the melting pot of the world, but there is still a lot of resistance against people who do not look like the average worker. In this paper, I will analyze the different barriers faced by the “outcasts” and how companies should approach these situations.
...ir conflicts resolutions and motivations. Some measures which can help a human resource management department to impart equity would include but not limited to competitive salary, fringe benefits, career progression, gender, personal development, promotion etc are few variables which HRM require to look after to keep employees motivated. Through such measures, the companies can reduce the probability of employee dissatisfaction, non compliance with the standards and regulations and hence reduced chances of legal actions.
In today’s age it can be difficult for many to imagine a world in which applicants were denied employment for factors such as their gender, race, religion or national origin. We have grown accustomed to living in a country that provides legislative protection in the case of discrimination in and outside the workforce. Yet, this was not always the case. It has been a mere 52 years since the illegalization of “discrimination in education, employment, public accommodations and the receipt of federal funds on the basis on race, color, gender, national origin and religion.”(BL pg.98) This new set of legislation is known as the Civil Rights Act of 1964. Although it did not make amends for year of abuse and discrimination,
At my work place, each member of the team is influenced and guided by the teams overall vision and strategic direction. We do have policies and procedures, which reflect the vision and strategic direction of the team. If we look at the governments vision‘Your health, your care, your say’, one area of this vision is ‘Protection’. The importance of ensuring, that there are sensible safeguards policy in place, against the risk of abuse or neglect as risk, is no longer an excuse to limit people’s freedom. My workplace has policies and procedures, to safeguard the service users e.g. risk assessments, care plans, adequate training etc. These policies and procedures, influence the way the team meet that vision and also provide the staff
The relationship between employer and employees plays a pivotal role in the performance of the organization. Employers and employees have certain responsibilities towards each other which facilitate a fair and productive workplace. Positive work relationships create a cooperative climate with effort towards the same goals. Conflict, on the other hand, is likely to divert attention away from organizational performance.
Employment relations refer to the relationship between the employer and the employee. Employment relations are governed by the provisions of the employment contract and/or collective agreement where applicable, common law principles and legislative provisions governing specific situations. Many factors in the external environment have an effect on the employment relations within an organization, which they need to monitor and possibly adapt to the necessary changes. The external environmental factors that would influence employment relations are political, economic, social, technological, legal and environmental.
The role of today’s Human Resource Manager (HRM) is much more involved than in the past. Human Resources (HR) has ordinarily been referred to as Personnel. Formerly, the manager in this field, whether it was referred to Personnel or HR, held a narrow margin of responsibilities. Today’s HRM has the unique role of looking out for the interests of both the employee and employer. Technology, globalization and outsourcing have added a challenging twist to HRM responsibilities. Adding further to this unique challenge is the fact that many industrial and skilled labor workers as well as professionals and others belong to labor unions.
In every work place you will find employees who are happy with what they do and employees who are just there to complain and collect a paycheck. My topic for this discussion will cover job dissatisfaction.
A toxic coworker is someone who demonstrates a pattern of behaviors at work that can negatively affect others. A toxic employee is someone that is motivated by personal gain, uses unethical and mean-spirited actions to manipulate and annoy those around them. Toxic employees do not recognize respect towards others in the organization they work for or their co-workers, as far as ethics or professional conduct go. A bully is someone that repeatedly mistreats a coworker by verbal abuse, threats, intimidation, humiliation, sabotage or a combination of these. The bully is trying to place the target in a powerless position so that the bully can have control and manipulate the victim; this in turn creates a negative work environment.
Positive organizational behavior is a effective leader in the workplace, because you set up a team strength, and work with partners to achieve goals. Their success brought confidence for the workplace.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Ethics in the workplace is a very important thing to have. Without a sense of ethicality in the workplace there are many things that could go wrong. You could even end up losing a job because of a lack of ethics, or other consequences could be felt due to a lack of caring or morality. The workplace is a place that you should show respect and dignity, and a deeper sense of ethics is very important in order to uphold these senses of morality. Workplace ethics, which include such things as behavior, integrity, commitment, teamwork, and other things, are important, if not required, in most workplaces and can help to improve performance and morale for workers and employers.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.