Module 1: Background Influences On Employee Relations Requir

Module 1 Backgroundinfluences On Employee Relationsrequired Material

Module 1 - Background INFLUENCES ON EMPLOYEE RELATIONS Required Material 16mm Educational Films. (2016). The rise of labor unions [Video file]. Retrieved from . (16 mm Educational Films, 2016) Abrahms, A. (2017). Could Employee Choice End Labor Unions’ Influence? Retrieved from . Benge, V. (2017). Internal and External Factors That Impact Employment Relationships. Retrieved from Eastern Gateway CCTS. (2015). Information literacy: Why is it important? [Video file]. Retrieved from . Employee Relations Slide Presentation. Retrieved from Kemp Little (2011). The Rise of Social Media and the Impact on the Employment Relationship. Retrieved from . Assignment Preparation Resource Material Cornell University. Distinguishing scholarly journals from other periodicals. Retrieved from Cornell University. Evaluating web sites: Criteria and tools. Retrieved from Cornell University. How to critically analyze information sources. Retrieved from Flynn, P. (2015, May 29). How to create an awesome slide deck [Video file]. Retrieved from McMillan, D. (2012, September 12). Life after death by PowerPoint [Video file]. Retrieved from Scholarly References and Resource Information. Retrieved from . University of California Berkeley. Critical evaluation of resources. Retrieved from Wienot Films. (2011, May 9). How to give an awesome PowerPoint presentation [Video file]. Retrieved from Optional Material Adding Speaker Notes. Retrieved from Childress, A. (2017). How to Add Speaker Notes to PowerPoint in 60 Seconds. Retrieved from Hall, Brian (Feb. 4, 2011). NLRB creates pre-emptive strike unfair labor practice. Employer Law Report . Retrieved from Microsoft (2018). Record a slide show with narration and slide timings. Retrieved from National Labor Relations Board website, retrieved from Redsteer, A. (2017), Chron. Factors Influencing Strategic Employee Relations. Retrieved from Society for Human Resource Management. Browse SHRM’s monthly publication, HR Magazine (available through ProQuest in the Trident Online Library) for pertinent HR topics. Also visit the SHRM website, , for membership information as well as for information on HR topics (some do not require paid membership for access, others do). Discussion: Influences on Employee Relations Previous Next Google Images Please answer the questions below. Use question and answer (Q&A) format for your response; in other words, include the original question along with your answer in the reply. Within your post support your responses with information from at least two reputable sources (library and/or web-based) and provide the full citation at the end. Use APA format for your references. Include your own personal experiences, if applicable. 1. What position/positions in your organization are accountable for workplace relations in your organization? What impact do they have? What programs are in place to impact relations at work? Provide specific examples. 2. If you were an HR manager in a private-sector organization, what key programs would you implement to improve employee-employer relations? Why? 3. How would you determine the added value of your programs?

Paper For Above instruction

Effective employee relations are fundamental to organizational success, influencing productivity, morale, and overall workplace environment. In any organization, specific roles hold accountability for managing workplace relations and implementing programs that foster positive interactions between employees and management. As an HR professional or organizational leader, understanding these roles and initiatives is crucial for cultivating a culture of trust, communication, and mutual respect.

1. Accountability for Workplace Relations

In most organizations, the Human Resources (HR) department assumes primary responsibility for employee relations. HR managers and specialists oversee the development and implementation of policies, procedures, and programs designed to foster healthy workplace interactions. They serve as mediators in conflicts, ensure compliance with labor laws, and advocate for employee needs. For example, HR might implement employee assistance programs (EAPs), conduct regular employee engagement surveys, and facilitate communication channels such as suggestion boxes or team meetings. These initiatives can significantly impact workplace harmony by addressing grievances early, promoting transparency, and encouraging employee participation in decision-making processes.

Additionally, line managers and supervisors play a vital role in day-to-day employee relations. They are often the first point of contact for employees and can influence workplace culture through their leadership style. For instance, a supervisor who emphasizes open communication and recognizes employee achievements can improve morale and trust. Some organizations also establish dedicated employee relations committees or teams that focus on specific issues such as diversity, inclusion, or conflict resolution, further supporting positive relations across different organizational levels.

2. Key Programs for Improving Employee-Employer Relations

If I were an HR manager in a private-sector organization, I would prioritize several key programs to enhance employee-employer relations. Firstly, I would implement comprehensive onboarding and continuous training programs that focus on organizational culture, communication skills, and conflict resolution. These programs help new employees integrate smoothly and establish expectations for respectful and collaborative behavior.

Secondly, establishing a robust employee recognition program would be vital. Recognizing employees' contributions through awards, public acknowledgment, or tangible incentives fosters a positive environment and shows that management values their efforts. For example, monthly "employee of the month" awards or peer recognition systems can motivate employees and reinforce desired behaviors.

Thirdly, I would promote open communication platforms, such as town hall meetings, digital suggestion boxes, and regular pulse surveys, to ensure employees feel heard and involved in organizational decision-making. These platforms facilitate transparency, build trust, and enable management to address concerns proactively.

Furthermore, implementing flexible work arrangements, such as telecommuting or flexible hours, can significantly improve work-life balance, leading to higher job satisfaction and loyalty. These programs demonstrate organizational commitment to employee well-being, which directly impacts relations and retention.

3. Determining the Added Value of Programs

Assessing the value of employee relations programs requires a combination of qualitative and quantitative measures. Surveys and feedback forms are essential tools to gauge employee satisfaction, engagement levels, and perceptions of organizational support. For example, before and after surveys can measure changes in employee morale or perceived organizational fairness.

Key performance indicators (KPIs), such as turnover rates, absenteeism, productivity metrics, and grievance resolution times, can provide quantitative data on program effectiveness. A decrease in turnover or absenteeism after program implementation, for instance, signifies improved relations and employee commitment.

Another method involves conducting focus groups or interviews to gather in-depth insights into employee experiences and suggestions for improvement. Regularly reviewing these data sources allows organizations to adjust and enhance their programs, ensuring continuous value creation.

Ultimately, the added value of employee relations programs is reflected in a more engaged, satisfied workforce, reduced conflict, and improved organizational performance. These benefits underscore the importance of strategic program design, ongoing evaluation, and responsive management practices.

References

  • Benge, V. (2017). Internal and External Factors That Impact Employment Relationships.
  • Flynn, P. (2015, May 29). How to create an awesome slide deck. Video file.
  • Kemp Little. (2011). The Rise of Social Media and the Impact on the Employment Relationship.
  • Society for Human Resource Management. (2019). Factors Influencing Strategic Employee Relations.
  • University of California Berkeley. (n.d.). Critical evaluation of resources.
  • Wienot Films. (2011, May 9). How to give an awesome PowerPoint presentation. Video file.
  • Childress, A. (2017). How to Add Speaker Notes to PowerPoint in 60 Seconds.
  • Abrahms, A. (2017). Could Employee Choice End Labor Unions’ Influence?
  • Eastern Gateway CCTS. (2015). Information literacy: Why is it important?
  • National Labor Relations Board. (2018). NLRB creates pre-emptive strike unfair labor practice.

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