Employee Relationship.

Contemporary Employee Relationship.

'The approaches and methods adopted by employers either collectively through their trade unions or Individually’(Armstrong,2017).

Why need a relationship between employer and employee.

Both employer and employee have expectations , legal rights and responsibilities .Employees expect that Employers will treat them reasonably ,fairly, and consistently .Security of employment, good working condition, healthy and safe work environment ,terms and conditions of employment are considered by the employees and if these expectations are not met they have a right to pursue  grievance .Employer  expect that employees will perform their tasks and duties in satisfactory manner and also expect they ‘will do what they are told without costing too much’(Armstrong ,2017). ‘If an employees performance is not satisfactory employer have right to take appropriate action’(Henderson,2017).

The impact of management styles on employee relations.

Most researches highlighted that there is a significant impact that management style can have on employee relations and critically influenced  work place relation of the organization and also it influence the human resource development ,particular recruitment ,training ,pay bargaining and interpersonal relationship at the work place.

How to build employee relation at the work place.

01.Voice of employees.

Employees should have freedom to express their ideas on the organizational culture, changes and issues to the employer. when they have a way to communicate their issues and innovations to the management it will help to improve  employee engagement  and psychological contract with the employment. Employer can implement the most innovative ideas for the betterment of the organization.

02.Rewarding and Recognition.

There should be a rewarding and recognition system to the organizations .it will enhance employees motivation and they engage with their duties and responsibilities ,Due to this motivation and engagement  efficiencies will increase ,performance gradually increased and organization will be more profitable .Employee relations will improve and employee turn over will decreased.

03.Employee development.

Employee training and development policy is  future of the organization. Through a proper training and evolution program employees’  personnel life as well as carrier life should be developed. According to  maslows’s  theory There should be hierarchy of the organization and it should be open and achievable to all qualifiers to improve employee revelations organizational development.    

References

 Timo, N. and Davidson, M., 2005. A survey of employee relations practices and demographics of MNC chain and domestic luxury hotels in Australia. Employee Relations, 27(2), pp.175-192.

MacMahon, J., 1996. Employee relations in small firms in Ireland: an exploratory study of small manufacturing firms. Employee Relations, 18(5), pp.66-80.

Gaertner, K.N. and Nollen, S.D., 1989. Career experiences, perceptions of employment practices, and psychological commitment to the organization. Human relations, 42(11), pp.975-991.

Agarwala, T., 2003. Innovative human resource practices and organizational commitment: An empirical investigation. International Journal of Human Resource Management, 14(2), pp.175-197.

Ramsay, H., Scholarios, D. and Harley, B., 2000. Employees and high‐performance work systems: testing inside the black box. British Journal of industrial relations, 38(4), pp.501-531.

Armstrong, M., 1980. Human resource management practice.