Role of Communication in Employee Relationship
A healthy employee relationship ensures a positive environment at work and also helps the employees to achieve their targets at a much faster rate. People are more focussed, can concentrate better in their assignments and hence the output increases. Employees are not engaged in constant fights, are eager to help each other and do not […]
Job Role as a Driver of Employee Engagement
All of us have heard the story of 3 brick-layers who were working side by side when a passer-by asked them what they were doing. The first said – “I am laying bricks” The second said – “I am feeding my family” The third said – “I am building a cathedral” This simple story conveys […]
Compensation Management – Meaning and Important Concepts
“If you pick the right people and give them the opportunity to spread their wings – and put compensation and rewards as a carrier behind it – you almost don’t have to manage them.” — Jack Welch Most of us would have heard the term “compensation” in the context of getting paid for the work […]
The Hype and Realities of Networking in an Interconnected World and Leveraging Them
What is Six Degrees of Networking and How it Explains the Power of Interconnection We are told repeatedly that networking is the key to success in the corporate world and how many you know, who you know, and how you know them matters a lot. Indeed, right from the business schools who make a virtue […]
Linking Training Programs with Organizational Goals
It is the practice in many organizations to conduct training programs periodically for their employees. Often, these training programs are conducted to enhance on the job skills and to enable the employees to pick up valuable soft skills. Further, the training programs can be technical/job oriented or human resource skills oriented. For instance, it is […]
Labor-Management relations are the most complicated set of relations that any HR Manager has to deal with. Efficient maintenance of labor relations helps the HR Managers in developing a harmonious environment within the organization which, in turn, helps the organization in effectively achieving its goals and objectives.
Well-managed labor relations provide a competitive advantage to the organization by negating the hassles arising out of labor or union related issues and conflicts.
With increasing competitiveness and mounting pressure of accomplishing the business’s strategic goals, it has become essential for an organization to acquire an effective and dependable labor relations support. For the same, the organization may opt for the services of an HR Consulting Firm.
An HR Consulting Firm broadly covers one or many of the following aspects of labor relations as per the requirements of the organization:
A proper statutory compliance prevents unnecessary legal hassles and associated financial burden.
The practices and documents of the organization are thoroughly audited by the HR Consultant against the current legal requirements. Also, new contracts and documents can be drafted as per the legislative detailing. Proper procedures for labor terminations also require efficient working on the part of an HR Consultant as per law.
An HR Consultant, in such a scenario, provides impetus in improving the everyday dealing between the labor and management. He works towards promoting an environment of collaboration, understanding and mutual trust among the labor and management by carrying out various training programmes, discussions, facilitation workshops and joint exercises between labor and management customized to the specific needs of the organization. Thus, HR Consultants assists in improving labor-employer relations.
Labor audit and employee satisfaction surveys are crucial tools in assessing the vulnerability of the satisfaction levels of labor in the organization. An HR Consultant utilizes these tools to diagnose the chances of formation of trade union within the organization. It helps in understanding the position of the employer’s policies and processes vis-a-vis the employee’s expectations. The gaps within the existing policies and employee’s expectations are then worked upon by the HR Consultant to improve the satisfaction levels of labor, thereby contributing in avoidance of trade union within the organization.
More so, resolving grievances by resorting to such methods as mediations by HR Consultants assists in keeping up with the reputation of the organization as a responsible and employee oriented organization.
The HR Consultants work with an unbiased approach in opening up a clear and effective communication line between the concerned parties, along with putting in there valuable inputs where ever necessary to end up with an amicable and appropriate solution to the problem. Such an activity also facilitates in developing a positive labor relations environment within the organization. Further, a proactive feedback mechanism developed by the HR Consultant greatly helps in decreasing the rate of grievances among the labor.
Investing in productive labor relations is as significant as investing in any other effective business partnership. Hence, a well managed labor and union relation plays an instrumental role in dealing with the changing and challenging business propositions in current economic scenario.
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