Corporate Corruption and the HRM Function: Legal, Ethical, and Moral Perspectives
February 12, 2025
Career management is conscious planning of one’s activities and engagements in the jobs one undertakes in the course of his life for better fulfilment, growth and financial stability. It is a sequential process that starts from an understanding of oneself and encompasses occupational awareness. An individual’s career is the sole source of one’s natural expression […]
Though there are several methods of collecting job analysis information yet choosing the one or a combination of more than one method depends upon the needs and requirements of organization and the objectives of the job analysis process. Typically, all the methods focus on collecting the basic job-related information but when used in combination may […]
The Asian Juggernaut Aspiring entrepreneurs around the world have several opportunities both within their countries as well as in overseas destinations. With the opening up of many Asian economies, western entrepreneurs can now invest in countries such as China and India along with Indonesia and Thailand in addition to the latest entrants Vietnam and Cambodia. […]
We have explored quite comprehensively the objective and process of competency based, now we come to the point where it would be interesting to explore how competency based assessment can be linked to organizational process and how it can influence the traditional methods. Let us begin with the starting step of the employee’s life cycle […]
Recessions and downturns are part of a normal business cycle. When business is booming, corporations tend to hire more people than they need. This is the reason why these same corporations are later forced to lay off some of their employees during periods of recession. However, layoffs are seen as being inherently negative. Companies that […]
Literally speaking employee relations consists of all those areas in Human resource Management that involves general relationship with the workforce. This may be in the form of collective or mutual agreements that leads to the formation of trade unions or through policies and procedures for employee engagement and communication.
The increased growth of workforce diversity has led to a need for continuous changes in HR practices and policies. Managing human relations has become the most difficult challenge that the managers are facing today.
Conflicts within the organization, small or large have become inevitable. This can be overcome by developing sound interpersonal and conflict management skills within you.
Furthermore employee relations strategies are made in order to overcome these problems. These strategies define the objectives of the organization to manage its relationships with employee and all other organizations. These strategies are aimed at enhancing the overall quality of employee management and ensuring their participation and continuous improvement.
Establishing and maintaining harmonious relationships with employees, managers need to develop skills that focus on interpersonal communication and conflict management. In addition to this, they need to define and establish such policies and procedures that go well with the diversity of workforce.
It is evident that maintaining diverse workforce and understanding their psychology has been emerged as one of the biggest challenges for managers. The impact of globalization can be seen on every organization and in every part of the world.
In today’s times, it is really the toughest business for managers to deal efficiently with employees. Failing to do so can result in high attrition rate. To retain and get the maximum output from them, managers need to improve their skills such as active listening, effective communication, acceptability, adaptability, decision-making and conflict management. These are the core skills that supervisors and managers can use tactfully to resolve conflicts among employees or between employees and organization.
However developing or improving above mentioned skills does not guarantee a smooth and conflict-free working environment because conflict is the hard core truth that can not avoided fully. It is but natural to have conflicts and clashes where different people from different backgrounds and cultures come together and work. Still, we can focus on developing these skills in order to manage employee relations to the extent possible:
Working with diverse workforce, understanding their psychologies, needs and requirements requires tremendous amount of effort as well as interaction. It is the first step to break the ice and move ahead in a positive direction. It helps managers create a peaceful working environment in the organization.
A manager should avoid jumping straight to the conclusion, making hasty decisions and boosting the ego of one party. This can lead to bigger or never ending conflict.
Effective communication, efforts to reach to the truth and making right decisions are some of the qualities that a manager needs to possess to resolve the conflicts among employees forever.
Employees are the most important assets of any organization-big or small. Managing employee relations effectively can help organizations achieve their goals faster.
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