Employee Relations for Organization Performance..

Employee relations consist with all areas of human resources management that involves general relationship with the workforce. Working environment is a complex combination of employees from different cultures, different attitudes and different demographics etc. Hence managing human relations within the organization has become most difficult challenge that managers have to face today business environment.

In another word employee relations are known as industrial relations that concerned with contractual, emotional, physical and practical relationship between employer and employee or simply it can be described as employment relationship with development of positive psychological contract 

Figure 1: Dimensions of employee relationship

High performance rate can be achieved through giving                                                                                         

                                  preferences to human resource practices (Lewin & Peterson, 2000).

Many industries experience grievances between organization authorities and the work force. Most of the time grievances occur due to unavailability of even employees’ basic requirement. Educated, skillful and experienced employees seeks the fulfillment of at least basic requirement such as compatible salary, flexible work schedules, proper training and development and duly performance evaluation and increments.  But when it comes to employees who are not educated and employees with hesitation to leave current job due to lack of knowledge and education qualifications, tend to stick to organization disregarding how bad the situation is in the organization. There are different types of employees since it is a collection of various types of human natures hence the employee relations has become more difficult to handle and manage.

When organization always deals with negative employee relations, the employees are always working under pressure without satisfaction with what they do.

In order to perceive employee relations, management or the organizational leadership needs to emphasis on gaining employees support through;

-          Having mutual trust and confidence 
-          Allowing freedom of association 
-          Improved career and salary tracks 
-      Retirement benefits etc (Pearce & Robinson, 2009)

Employee support is the main factor of gaining higher performances and elevated organizational performance hence satisfied employees perform well for the organization.

Especially for small organizations with small workforce, managing of employee relation is quiet easy than in large organizations. Hence small organizations are aware of maintaining good employee relations and to bring remedial actions to correct negative relations.

Psychological contract is term which meets when talk about employee relations in organizations. It is a set of unwritten expectations which exist between employee and employer. Psychological contract is significant because it affect on both parties behavior in an organization.

In large organizations employees have built unions where they appoint representative of their party to discuss their problems and issues in the organizations. This is most common in organizations with large number of employees such as apparel manufacturing. But sometimes management of organizations meets difficulties to manage employee relations with unions. There is both informal and formal employee relation process. Informal employee relations processes take place when immediate supervisor of employees such as line manager or team leader handle issues of individual employees or group of employees.

Employee relation is one of major area of human resources management which is vital determinant of work place performance but unfortunately organizations in many industries have given less priority. Being most valuable asset of an organization, human resource retention and satisfaction through employee relation has significance.

  

Source: (Samwel, 2018)

In conclusion employee relation is pivotal and unlike other human resource management concepts, employee relation management consist with same theories since for positive employee relations all the management need is to keep employees happy and satisfied by providing them with expected working environment, expected salary scales, due performance evaluation and increments etc. When all factors considered together, employee relations is all about keeping employees satisfied. Satisfied employees bring more benefits towards organization by giving their maximum performance which directly enhance the productivity and overall performance of organization which affects on gaining of competitive advantage as every organization expect to have competitive advantage in the volatile and ambiguous business environment. 

References

Kessler, S. & Undy, R., 1996. The New Employment Relationship: Examining the psychological contract. London: IPM.

Lewin, R. & Peterson, D., 2000. Research On Unionized Grievance Procedures: Management Issues and Recommendations. Human Resource Management, 39(4), pp.395-406.

Pearce, J. & Robinson, R.J., 2009. Strategic Management. 10th ed. Mcgraw-Hill International.

Samwel, J.O., 2018. Effect of Employee Relations on Employee Performance and Organizational Performance-Study of Small Organizations in Tanzania. Global Journals , 18(8), pp.2249-4588.