Employee Relations

Thursday, April 4, 2024

Employee Communication

Employee Communication

Employee Communication
Effective communication between management and employees within an organization is facilitated by a variety of processes and methods that fall under the umbrella of employee relations under Human Resource Management (HRM). It entails the sharing of knowledge, concepts, criticism, and expectations in order to promote comprehension, cooperation, and involvement among all parties involved. Establishing a great work environment, fostering trust, encouraging openness, and raising employee morale and productivity all depend on effective employee communication. (Chuneija, 2014)

We'll go into more detail about the significance of employee communication in HRM, as well as its essential elements and implementation tactics, in this explanation.
Employee Communication Is Important for HRM in the following aspects:

Alignment with Organizational Goals: Mission, vision, values, and strategic objectives of the organization are understood by employees when there is effective communication among them. Employee success is increased when they are aware of the organization's priorities and goals and can match their contributions and efforts properly.

Increased Employee Engagement: A feeling of ownership, participation, and belonging is fostered by open and honest communication. Employee engagement, idea contribution, and active participation in decision-making are all higher when they feel appreciated and informed.
Enhanced Organizational Culture: A key factor in determining an organization's culture is employee communication. Open communication builds mutual respect, trust, and teamwork between staff members and supervisors, creating a productive workplace where different viewpoints are acknowledged and valued.
Enhanced Performance and Productivity: Employees that get clear and regular communication are better able to comprehend their expectations and roles. Employee performance and productivity rise when they have easier access to pertinent data and tools, which helps them carry out their jobs more efficiently.(DuFrene & Lehman, 2014)

Effective Change Management: When an organization is going through a transition, such as a merger, acquisition, restructuring, or new project, communication is crucial. A more seamless transition process is made possible by transparent communication, which lowers anxieties, manages employee expectations, and gains support for change initiatives.
Improved Employer-Employee Relations: Mutual respect, trust, and credibility are developed via effective communication between management and staff. Employees are more likely to have good opinions of their employer and forge closer bonds with coworkers and superiors when they feel heard, appreciated, and respected.

Below ways could be used in day to day life to increase employee communications:

Regular Town hall meetings / Briefings
Open door policy
Employee survey
Digital communication tools
Recognition programs
Performance feedback and coaching

Building solid bonds, developing trust, and encouraging involvement inside the company all depend on good employee communication. The implementation of strategies and practices that promote open, transparent, and reciprocal communication between management and employees is a crucial function of HRM in fostering employee communication. Organizations may foster a healthy work environment where employees feel informed, respected, and empowered to contribute to the success of the company by placing a high priority on employee communication.

References:

Institute, H.L. (2022) employee communication animation, HCA Leadership institute. Available at: https://www.youtube.com/watch?v=y25Us57PDiM (Accessed: 04 April 2024).

Armstrong, M. and Taylor, S. (2017) Armstrong’s Handbook of Human Resource Management Practice I, Academia.edu. Available at: https://www.academia.edu/32280546/ARMSTRONGS_HANDBOOK_OF_HUMAN_RESOURCE_MANAGEMENT_PRACTICE_i (Accessed: 04 April 2024).

DuFrene, D.D. and Lehman, C.M. (2014) ‘Navigating change’, Business and Professional Communication Quarterly, 77(4), pp. 443–452. doi:10.1177/2329490614544736. (Accessed: 03 April 2024)

Juneja, P. (2015) MSG Management Study Guide, Objectives of Performance Management. Available at: https://www.managementstudyguide.com/objectives-of-performance-management.htm (Accessed: 02 April 2024).

Performance Management

· Performance Management

Performance Management

This is a strategic approach in a company to measure and to know weather its employees contribute to it’s goals in a effective and efficient manner. This process contains sharing clear expectations, evaluating the performance towards it sharing feedback regarding employees, rewards and constructive actions towards them also it’s benefits to both the parties organization and the employees. (Juneja, 2015-(Lockett (1992))

"In the hospitality industry where I work, performance management is a very constructive and development process for all employees, I can recall the moments when early stages of my career I was personally mentored, advised, communicated and coached regarding the expected change and aligning me with the organization's expectations." it really helped me as fresher to the industry and I am happy what I am today due to that guidance.....

In HRM - Goal setting theory of ( Latham and Loke 1979 ) defines and helps employees to understand priorities and skills they have to use to keep effective and to keep them motivated - Clarity, challenge, commitment and Feedback complexity are those factors.

Below are the main aspects of Performance Management:

· Goal settings – setting clear achievable goals aligned with the company’s main objectives that would grant employees clear road map at their work providing them with guidance towards the success required from them.

· Feedback and Coaching – regularly required in order to guide the employees and share, convince them regarding the required improvements to maximize their potentials. Leaders and mangers should do this critical role.

· Performance Evaluation – is the process of evaluating employees’ of their work and performance towards the set goals. This would help them to realize their areas of strengths and required areas of improvement and development, this could be done periodically as per the requirement or schedules.

· Recognition and rewards – this is one main aspect in performance management which identification and rewarding of the well performing employees happens, this aspect will motivate their mindset and keep the morale of the employees up due to formal informal praise, incentives or salary benefits they attain as a result.

· Developments and Trainings – in order to enhance the knowledge, skills and capabilities of the recognized and high potential staff giving them the opportunities, trainings and diverse development methods is the process of trainings and development, by doing this they will be individually benefited also as a whole the organization also would be.

· Performance improvement plans – At situations where employees do not meet the expected performance or results improvement plans would be implemented with set guidelines and time frames. With this mechanism less performing employees would develop their performance. As per (Juneja, 2015)

Benefits of the Performance Management:

Clearness and positioning - this process would give a clear understanding of the organization’s goals and expectations to its employees ensuring them that their individual progress would contribute to the overall success of the organization.

Improved communication – periodically feedback and guidance open up a communication among leaders and employees, facilitating dialogs and positive conversations would develop and strengthen relationships and build faith and transparency.

Improve inspiration & Engagement – recognizing, rewarding employee achievement performance and efforts would boost the morale of the employees and make them to perform better resulting a better productivity towards the organization.

Talent development and retention – by performance management employees would develop their selves with growth in their personality, career and professional life, with that employee will be more loyal towards the organization and that would reduce the retention.

Identifying high performers and areas for development: performance management would help to recognize the employees performing well. This would also help to identify the areas need improvement in order to enhance their interpersonal skills.

Legal compliance and risk management – Performance management takes the Esurance that the people are treated equally and fair manner at work environment. It will reduce the discrimination and unfair treating behavior.

(Juneja, 2015)

Performance management is a strategic process that would align individual moral with organization’s goals, this process would develop communication promote employee engagement and development giving them continuous improvement until required and expected outcome is achieved. share your thoughts how performance management would benefit further.....

References:

Author links open overlay panelJamie A. Gruman a et al. (2010) Performance Management and employee engagement, Human Resource Management Review. Available at: https://www.sciencedirect.com/science/article/abs/pii/S1053482210000409 (Accessed: 03 April 2024).

Abhinaya, T. sponenberg (2024) How to manage under performing employees and boost their efficiency: Top 7 strategies, employee-engagement/under-performing-employees. Available at: https://www.culturemonkey.io/employee-engagement/under-performing-employees/ (Accessed: 04 April 2024).

I. Kessler, . Coyle-Shapiro (2017) Human Resource Management - , Academia.edu. Available at: https://www.academia.edu/31673302/Human_resource_management?uc-g-sw=32280546 (Accessed: 04 April 2024).

Creating a positive company culture and it’s befits

Creating a positive company culture..

A company's beliefs, behaviors, and standards must be shaped in order to create a positive work culture that encourages employees to feel appreciated, involved, and driven. It includes the common values, attitudes, and behaviors that shape what it means to be an employee at work. A company's underlying principles are reflected in its positive corporate culture, which extends beyond surface-level benefits and catchphrases to permeate every facet of the business's activities. (Hogan et al., 2021)

Author, In his one of the former workplace, saw firsthand how hard they fought to create a culture that was supportive of both the employees and the company as a whole. They successfully implemented continuous improvement, diversity inflation, employee recognition and awards, and ongoing training and development strategies across the company and later they became successful in fostering a positive company culture.

It takes real effort, dedication, and consistency from both management and staff to foster such a culture. There are several components creates a positive company culture:

Clear Vision and Values: A strong corporate culture is founded on a vision and values statement that serve as a guide for behavior and decision-making at all organizational levels. Employees who are aware of and in line with these principles have a feeling of direction and purpose, which strengthens the bonds among coworkers.

Effective Leadership: A company's culture is greatly influenced by its leadership. Teams are inspired by leaders that set a good example, communicate openly, and provide attention to the welfare of their employees.

Open communication: offer assistance and direction, and acknowledge the contributions of their staff members to create the tone for a healthy work environment. further Establishing trust and encouraging cooperation within a company requires open communication. Workers should be at ease discussing their thoughts, worries. (Hogan et al., 2021)

Diversity & Inclusion: Fostering a positive workplace culture requires embracing diversity and inclusion. Diverse viewpoints, ideas, and experiences are brought to the table by a diverse staff, which fosters creativity and innovation. Organizations can recruit top talent and boost employee morale and productivity through them cultivating an inclusive atmosphere where all employees feel appreciated and respected would help to develop a diversity and inclusion.

Work-Life Balance: Sustaining a positive work-life balance is essential to the happiness and well-being of employees. A positive workplace culture values personal time and pushes staff members to give self-care and family responsibilities a top priority. In addition to lowering stress and burnout, flexible work schedules, remote work choices, and encouraging policies all help to promote a better work-life balance.

Constant Learning and Development: Promoting a positive workplace culture requires investing in the professional development of employees. Giving them training opportunities, career advancement directions, mentorship programs to enhance their skills would show the organization's commitment to its employees' success.

(Partners, 2024)

Let us now examine the advantages of developing a positive workplace culture:

Enhanced Job Satisfaction and Employee Morale: A positive workplace culture fosters a sense of fulfilment and belonging among staff members, which raises morale and job satisfaction. Employees are more driven to deliver their best job and take pride in their profession when they feel respected, supported, and appreciated.

Increased Employee Retention: Loyalty and commitment among staff members are fostered by a healthy workplace culture, which lowers turnover rates. Employees are less inclined to look for chances elsewhere when they are content and engaged. This leads to financial savings on hiring, training, and acclimating new employees.

Improved Performance and Productivity: Innovative, dedicated, and highly productive workers are the backbone of any organization. Collaboration, innovation, and accountability are fostered by a positive corporate culture, which enhances output and results for the organization. When workers are given the opportunity to own their work and make a positive impact on the organization, they are more motivated to produce excellent work.

Improved Hiring and Talent Acquisition: A company with a positive culture attracts top talent and establishes itself as an employer of choice. Prospective workers are more likely to decide to join an organization if they perceive it to value staff members, provide a positive work environment, and have prospects for advancement. Stronger talent pools and a competitive edge in the market are the outcomes of this.

Improved Brand Reputation: An internally and externally favorable brand reputation is a result of a positive corporate culture. Content workers become into brand promoters, spreading the word about their great experiences and drawing in clients, collaborators, and financiers

Increased Creativity and Innovation: Taking chances, trying new things, and being innovative are all encouraged by a positive workplace culture. Employees are more inclined to think creatively and come up with original solutions to problems when they feel encouraged and empowered to express their ideas and take initiative. The organization is positioned for long-term success and competitiveness thanks to this innovative culture that encourages creativity and constant improvement.

Improved Team Dynamics and Employee Relations: Employee collaboration and good relationships are fostered by a great business culture. Team members are more successful in cooperating to accomplish shared objectives when they have mutual respect and trust. This spirit of cooperation and camaraderie fosters a positive work atmosphere where everyone is treated with respect and feels valued.

(Juneja, 2014)

In summary, cultivating a positive workplace culture is critical to promoting worker satisfaction, engagement, and organizational achievement. Organizations can achieve several advantages, such as heightened morale, productivity, retention, and innovation, by fostering a work environment that is founded on unambiguous ideals, proficient leadership, transparent communication, and employee empowerment. In today's dynamic business environment, investing in company culture is not only the ethical thing to do for the welfare of employees, but it's also a strategic necessity for attaining sustained growth and competitiveness.

How ever as a conclusion I recommend to have a proper positive company culture employer expectations and employee expectations should be catered in a well respective manner.

References:

Juneja, P. (2014) MSG Management Study Guide, Employee Relations - Importance and Ways of Improving Employee Relations. Available at: https://managementstudyguide.com/employee-relations.htm (Accessed: 01st April 2024).

Hogan, S.J. et al. (2021) Expanding competitive advantage through organizational culture, Knowledge sharing and organizational innovation, Expanding competitive advantage through organizational culture, knowledge sharing and organizational innovation. Available at: https://www.sciencedirect.com/science/article/abs/pii/S0160791X2100110X (Accessed: 2nd April 2024).

Partners, L.E. (2024) 5 characteristics of a positive workplace culture, LBMC. Available at: https://www.lbmc.com/blog/characteristics-positive-workplace-culture/ (Accessed: 01 April 2024).

Employee well-being in Employee relations

Employee well-being – in Employee relations.

The term "employee well-being" describes the contentment and physical, mental, and emotional well-being of workers in the workplace. It includes a range of factors related to a person's experience at work, such as their general quality of life, work-life balance, psychological well-being, and physical and mental health. Workplace culture, job design, work environment, organizational policies, and management techniques are some of the elements that affect employee well-being. Employers who put employee well-being first understand how important it is to provide a welcoming and encouraging work environment where staff members may flourish both personally and professionally.

Advantages of Well-Being Workers in Employee Relations:

Enhanced Worker Engagement and Contentment: Workers who perceive their company to be supportive and valuable are more likely to be engaged and content with their work. Putting employee well-being first creates a productive workplace where staff members are inspired to give their all and support the growth of the company. Higher retention rates result from engaged workers' greater dedication to their positions and decreased propensity to look for possibilities elsewhere. (Armstrong & Taylor, 2014)

Enhanced Performance and Productivity: Enhancing employee well-being can result in increased performance and productivity. Employees are better able to focus, concentrate, and carry out their job obligations when they are in good physical and mental health. Organizations can assist individuals in realizing their full potential and achieving peak performance by addressing workplace stressors, fostering a work-life balance, and offering sufficient resources and support.

Decreased Presenteeism and Absenteeism: Putting employee well-being first can help lower presenteeism and absenteeism in the workplace. Healthy employees are less likely to take unscheduled time off work due to illness or burnout. When workers feel supported in managing their workload and striking a healthy work-life balance, they are also less likely to report sick to work or face other personal difficulties, which lowers the risk of presenteeism.

Increased Employee Loyalty and Morale: Workers who perceive that their employer is concerned about their welfare are more likely to exhibit greater levels of loyalty and morale. Employees are more likely to be dedicated to the mission and objectives of their company when they feel appreciated and supported.

A positive organizational culture: is one in which employees feel appreciated, supported, and respected. This can be achieved by placing a high priority on employee well-being. Workers in companies that put employee well-being first typically exhibit greater levels of trust, cooperation, and camaraderie.

Improved Communication and Employee Relations: Promoting employee well-being can enhance communication and employee relations inside the company. Employees are more inclined to be open and honest in their communication with management and coworkers when they perceive that their organization is concerned about their welfare.

(Juneja, 2014)

Considering employee well being towards the employees of an organization is not always costly for the organization. I have come across certain circumstances where top leaders of the organizations consider and listen to minor requirements of the lowest laborer categories and winning their loyalty to the organization. similar manner employers loosing their loyalty and expected productivity in not considering employee well being in the respective organization.

Example: Enabling employees a rest room , canteen in an organization premises can be a employee satisfaction factor.

Not enabling an employee parking facilities or locker facility at an organization can be a dissatisfying factor regarding the employer.

Let's all consider employee wellbeing and develop a good and positive organizational culture in our respective organizations.

References:

Armstrong, M. and Taylor, S. (2014) Employee engagement, Employee engagement Page 193. Available at: https://e-uczelnia.uek.krakow.pl/pluginfile.php/604792/mod_folder/content/0/Armstrongs Handbook of Human Resource Management Practice_1.pdf?forcedownload=1 (Accessed: 03 April 2024).

Lparsons, H.D. (2024) Why workplace culture matters - professional & executive development: Harvard DCE, Professional & Executive Development | Harvard DCE. Available at: https://professional.dce.harvard.edu/blog/why-workplace-culture-matters/ (Accessed: 02 April 2024).

In conclusion, there are many advantages for both employees and companies when it comes to employee well-being, which is an important component of employee relations. Organizations may enhance employee engagement, contentment, productivity, and retention by putting employee well-being first. This will create a great work environment and promote long-term business success....

Reduce Employee turnover in Employee relations

Reducing turnover and Employee relations

Statistics on General Employee Turnover

What percentage of employee turnover is ideal? An organization's workforce will have a 18% turn over as an average each year.

An organization should anticipate losing 6% of its workforce on average as a result of force reductions or employee terminations.

Voluntary turnover is more significant when it comes to retention, even while involuntary turnover is helpful in creating broad recruitment strategies to ensure the talent pool is vast enough to fill unfilled positions. Businesses loss of 13% occur annually due to the turnover among the workforce…

(Oracle NetSuite.com, 2022)Mark Holliday

Employee turnover refers to the number of employees leave an organization vs number of employees replaced by new hiring. This aspect is crucial since it effects productivity, morale and overall performance of the organization.

A company's ability to succeed can be negatively impacted by high turnover numbers, which can result in high hiring expenses, a loss of institutional knowledge, and lower employee engagement. Success and sustainable growth depend on identifying the reasons behind turnover and putting mitigation measures in place.

Employee turnover is caused by a number of issues, such as job discontent, a lack of possibilities for professional growth, inadequate pay and benefits, incompetent management, and mismatches in organizational culture. Workers may quit in search of greater opportunities elsewhere, particularly if they feel underappreciated or unsupported in their current position. Personal factors like moving or family obligations might also have an impact on turnover rates.

Source:(Controller, 2023)

Reducing turnover requires significant investments in employee interactions within the human resource management (HRM) function. The management and improvement of the relationship between employers and employees is the scope of employee relations. It is the duty of HRM specialists to set up procedures and policies that support efficient communication, peaceful settlement of disputes, and worker involvement. Positive relationships and timely resolution of issues are two ways that HRM may contribute to the development of a productive workplace where staff members feel appreciated and inspired to stick around.

Employee Relations in HRM and Turnover Control

One of the most important aspects of human resource management (HRM) is employee relations, which helps to reduce employee turnover. Cultivating a happy work atmosphere, encouraging open communication lines, and immediately addressing employee issues are the main focuses of effective employee relations tactics. HRM may reduce turnover by addressing underlying issues that may contribute to employee unhappiness by promoting a culture of trust and transparency.

By putting in place thorough recruiting and selection procedures, HRM can assist reduce employee turnover. HRM can lessen the possibility of early turnover brought on by misalignment by selecting applicants who share the organization's values and culture. Furthermore, HRM is crucial to the successful onboarding of new hires, making sure they feel encouraged and involved right away.

Additionally, HRM specialists are responsible for putting in place performance management systems that offer

HRM is in charge of planning and executing benefit and pay plans for staff members. HRM can lower turnover rates by attracting and keeping top people with competitive pay, benefits, and incentives.

In HRM, employee relations play a critical role in reducing turnover by cultivating a happy workplace, encouraging candid communication, quickly resolving issues, and offering chances for development. HRM can foster a positive work environment where employees are inspired to stick around and contribute to the success of the company by placing a high priority on employee engagement and well-being.

As per Henderson 2017 an organization can use different kinds of flexibility types to keep employees attract to the company, Functional flexibility, Numerical Flexibility and Financial flexibility are some of them that would offer different kind of flexible work methods that could attract employees into an organization.

To address high turnover, organizations need to be proactive in boosting employee satisfaction and retention. This may involve conducting frequent satisfaction surveys, offering competitive compensation packages, providing opportunities for professional development and career advancement, fostering a positive work environment, and implementing effective performance management procedures in order to identify areas for improvement. Companies can cultivate a culture that recognizes and appreciates employees' dedication and longevity by placing a high priority on employee engagement and well-being.

References:

NetSuite.com, M.H. (2022) General Employee Turnover Statistics, Oracle NetSuite. Available at: https://www.netsuite.com/portal/resource/articles/human-resources/employee-turnover-statistics.shtml (Accessed: 03 April 2024).

Pathak, A. (2024) A guide on how to calculate the employee turnover rate, Nurture an Engaged and Satisfied Workforce | Vantage Circle HR Blog. Available at: https://blog.vantagecircle.com/how-to-calculate-employee-turnover-rate/ (Accessed: 03 April 2024).

Santhosh (2023) Employee turnover: Definition, causes, and strategies to improve them, CultureMonkey. Available at: https://www.culturemonkey.io/employee-engagement/employee-turnover/ (Accessed: 03 April 2024).

Joshi, S. (2023) Employee turnover ratio: Reasons good employees quit their jobs, FactoHR. Available at: https://factohr.com/employee-turnover-ratio/ (Accessed: 03 April 2024).

Jefferson Hansen (2023) The hidden cost of employee turnover: Strategies for reduction, The Hidden Cost of Employee Turnover: Strategies for Reduction. Available at: https://www.award.co/blog/cost-of-employee-turnover (Accessed: 02 April 2024).

Controller, C. (2023) How having a high employee turnover affects your business: Complete controller, Complete Controller | America’s Bookkeeping Experts. Available at: https://completecontroller.com/how-having-a-high-employee-turnover-affects-your-business/ (Accessed: 02April 2024).

Wednesday, April 3, 2024

Increasing employee engagement and its benefits

Increasing engagement

Increasing engagement and its benefits.

Increasing people engagement in an organization is a challenging process, yet it will result in increasing productivity, bringing out innovative ideas and results and making a positive work place culture. Employee engagement is the emotional link and commitment employees show towards their work, work mates and the organization as a whole. Below let’s discuss how employee relations makes an effect on the employee and employer in various manner.

Benefits of Employee engagement-

· Enhance productivity – employees engaged will be more focused, more interested, devoted towards their work as a result efficiency and more productivity can be seen from their performance. Also willingness of these people to perform extra mile in order to perform organization’s goals will be more.

· Improved performance – when engagement is more in work, possibility of job improvement, high performance would be more and this would result seeking opportunities for growth and development.

· Increase Innovation: engaged employees share more creative ideas, solutions, ideas for development.

· Enhance Job Satisfaction – It will give them a feeling of being valued recognized for their contributions that will increase morale and overall Job satisfaction. Result with reducing of turnover.

· Stronger Employee relationships: Increasing engagement develops more stronger bond among employees and their colleagues building team work, and friendship that will support and uplift colleagues developing a helpful and positive work environment.

· Positive organization culture: developing engagement will create a positive organizational environment with faith, transparency and open communication also these employees will be ambassadors of the company’s culture.

(M. and Taylor, S. (2017)

Impact On Employee Relationship

Trust and communication – Having proper employee relations will create more mutual trust and open communication among employees and employer, with this interpersonal relationship will be more built in a better manner.

Collaboration and teamwork – Engaged employees will have more collaboration with their peers sharing their work-related experiences in order to achieve common organization goals.

Recognition and Appreciation – is involved when engagement of employees highlighted. Employee contributions and extra work is appreciated.

Conflict resolution – engagement employees will be a good source to control conflicts withing the organization.

Employee satisfaction and Loyalty - with higher level of employee satisfaction and loyalty they will reduce the turnover by staying with the organization for longer durations

Following strategies will help to increase employee engagement:

· Leadership support and involvement- making employees involvement and obtaining their feedback. Communicating openly to them in clear manner regarding company’s goals expectations. Create avenues and chances to provide their ideas and implement their good requests.

· Recognition rewards & Professional Development: Recognize employee commitments and achievements formally and informally and offer them incentives and rewards for further progress. Giving them opportunities to build them and be more professionalized by mentorships trainings and workshops

· Work -life balance – Help employees to have work life balance supporting to their requirements and necessities of their personal life.

· Team building and social activities – organizing social activities and community service events to build up bonds and relationships among colleagues and employees and to frostier their team building and one mindset to work together.

Conclusion: By recognizing the befits and outcome of employee engagement on the organization and employees HRM experts can plan their strategies long-term and short-term manner.

The organization’s success, productivity and positive working culture could be achieved and developed in a proper manner if proper employee engagement is practiced tactically.

Referencing:

(2011) Workplace policies and procedures. Available at: https://thepeopleindairy.org.au/wp-content/uploads/2019/02/workplace_policies_procedures_v1.pdf (Accessed: 03 April 2024).

Bailey, C. et al. (2015) Employee engagement, NHS, Evidence synthesis, Narrative review, University of Greenwich. Available at: https://gala.gre.ac.uk/id/eprint/14895/ (Accessed: 03 April 2024).

Douglas, S. and Roberts, R. (2020) Employee relations age and the impact on work engagement, Strategic HR Review . Available at: https://www.emerald.com/insight/content/doi/10.1108/SHR-05-2020-0049/full/html (Accessed: 03 April 2024).

Luthans, F. and Peterson, S.J. (2002) Employee engagement and manager self‐efficacy, Journal of Management Development. Available at: https://www.emerald.com/insight/content/doi/10.1108/02621710210426864/full/html (Accessed: 03 April 2024).

Robertson, I.T. and Cooper, C.L. (2010) Full engagement: The integration of employee engagement and psychological well‐being, Leadership & Organization Development Journal. Available at: https://www.emerald.com/insight/content/doi/10.1108/01437731011043348/full/html (Accessed: 03 April 2024).

Leave your ideas down what more ways employee engagement could be done in an organization........

Establishing Policies and Procedures

Establishing Policies and Procedures!

There is a high Importance in Establishing policies and procedures in Employee relations within Human resource management

This will help to develop a productive work environment, will make a foundation to manage employee conduct and to resolve conflicts. In maintaining compliance with legal requirements in an organization policies and procedures play a major role. Also establishing policies and procedures would develop and implement employees work towards company’s goals and strategies effectively, this will also control discrimination and unfair treatments among colleagues, leaders in an organization.

Karl Marx's theory of human resource management provides insights into the dynamics of power, exploitation, and class conflict within a organizations. It emphasizes the need of fair treatment, equitable resource allocation, and tackling systemic inequities in order to achieve social justice and employee empowerment, altering existing HR processes to be more egalitarian.

To define further the importance of Establishing Policies and procedures, lets go through the following..

Importance of policies and procedures

Risk Management: Having well defined and explained policies associates with employees, workplace problems like harassment at work place, discrimination and politics among co-workers, more relevant things such as safety hazards and breaching of data at workplaces can be avoided.

Legal compliances: Avoiding or minimizing legal disputes and consequences, policies and procedures ensures an organization adhere and follow labor laws, regulation and any other concerned requirements.

Employee Guidance: A policy will offer a clear instruction on required behavior from the employees, it will also make them aware of their rights, expected responsibilities from them, further the penalties of non-compliance to policies and procedures also would be communicated with a guide line.

Consistency: when it is come to Policies and procedures it should be followed, employees should follow and adhere to them in consistency manner.

(Scarlett Hing - Employment Hero Australia, 2011)

Components of policies and procedures:

Policy Scope and Purpose: Explain the frame of the policies and its purpose to the organization and the employees, how those will address and the planned outcome from them.

Policy Statement: Presenting and displaying a summarizing declaration that articulates the organization's stance or position on the subject matter covered by the policy.

Definitions: Inform and mention a summary of terms and conditions used in the policies to make people aware of them with understanding and adherence.

Roles and Responsibilities: Specify the roles of diverse shareholders entangled in implementing and enforcing the policy, including managers, HR personnel, and employees.

Procedures: Draft the step-by-step methods for executing the policy, including who to approach how to raise and report the violations, and how the disciplinary actions result on the violation.

Review and Revision: Establish a schedule for a periodic review and update of the policy to ensure its importance and usefulness over the time.

Compliance of Enforcement: Due consequences if the noncompliance of the policies and procedures and disciplinary measures.

Development and Application Procedure:

Identify Needs: Prioritizing which are the policies and procedures required to be addressed, then accessing and viewing thoroughly the organization’s requirements and objectives along with them.

Research and Benchmarking: going through the relevant areas subjected to the policy conduct research to identify best practices, legal requirements, and industry standards relevant to it.

Drafting: Building teamwork with relevant investors and obtaining their feedback, ensuring alignment with organizational goals and values will help to draft policies and procedures efficient manner positioning with organizations’ goals and objectives.

Overviewing & Approval: getting policies and procedures drafted inspected by legal HR parties, top management. Thereby highlighting the modifications required as need to address facts and required compliances.

Communication: creating awareness of the approved or changed policies explaining the employees through orientations, guide books, online sources such as emails, portals and other conveying methods.

Training: Provide training to employees and managers on the new policies and procedures, giving an idea of its purpose, necessities, and allegations.

Implementation: Methodically used to start the policies and procedures, seeing them applied along with challenges or concerns raised by colleagues.

Evaluation: Steps used to measure the performance and application of Policies and procedures.

Challenges in Executing Policies and Procedures:

Resistance to Change: due to work environment, work load, comfortable work phases, habits and fear less understanding employees might resist to accept new policies and procedures.

Communication Gap: Inadequate communication about policies and procedures can lead to misunderstandings, confusion, and non-compliance among employees.

Enforcement Issues: Varying enforcement of policies by managers can undermine their credibility and lead to insights of preference or unfair treatment towards them.

Resource Limitations: Limited resources budget, time frames and work environments may affect the development and accepting an enforcement of policies and procedures.

Legal Risks: Possibility of failing to fulfil legal requirements, regulation of the company, risks and liabilities.

Training and Education: Enabling training to superiors and employees regarding the content and allegations of the policies, addressing to their queries and concern in clarifying and explaining also is a main requirement need to do in executing the policies and procedures.

References:

(2011) Workplace policies and procedures. Available at: https://thepeopleindairy.org.au/wp-content/uploads/2019/02/workplace_policies_procedures_v1.pdf (Accessed: 03 April 2024).

Fleming, S. (1970) Fleming, Síle, eDoc.ViFaPol. Available at: https://edoc.vifapol.de/opus/volltexte/2009/1110/ (Accessed: 03 April 2024).

Kairu, J.W. (2014) Challenges of implementing human resource strategies in the Civil Service in Kenya, UoN Digital Repository Home. Available at: http://erepository.uonbi.ac.ke/handle/11295/75743 (Accessed: 03 April 2024).

Kelly, M. (no date) Why it’s important to have policies and procedures: 4 reasons, GAN Integrity. Available at: https://www.ganintegrity.com/blog/why-its-important-to-have-policies-and-procedures/# (Accessed: 03 April 2024).

Papadopoulou, E. (2023) The importance of policies and procedures, Polonious. Available at: https://www.polonious-systems.com/importance-of-policies-and-procedures/ (Accessed: 03 April 2024).

Conclusion:

Establishing policies and procedures is a challenging task that need to be planned carefully considering many aspects. Above discussed points gives the main factors to be done and initiated in this process.

Yet the challenges could be overcome and if the continuous commitment towards improvement of the policies and procedures can be focused in an organization environment, well designed HRM teams can initiate this building and implementing efficient modern Policies and procedures. Please share your valuable thought in establishing policies and procedures....