chapter 14.pptx

4-1414
14
Copyright © 2017 Pearson
Education, Ltd.
Building Positive
Employee Relations
14-1

4-1414
Education, Ltd.
14-1. Define employee relations.
14-2. Discuss at least four methods for
managing employee relations.
14-3. Explain what is meant by ethical
behavior.
Learning Objectives
14-2

4-1414
Education, Ltd.
14-4. Explain what is meant by air
disciplinary practices
14-5. Answer the question, “How do
companies become “Best Companies
to Work for?
Learning Objectives
14-3

4-1414
Education, Ltd.
I.
Define employee relations.
14-4

4-1414
Education, Ltd.
14-5
What is Employee Relations?
• Employee Relations – is the activity that
involves establishing and maintaining the
positive employee-employer relationships
that contribute to satisfactory productivity,
motivation, morale, and discipline, and to
maintaining a positive, productive, and
cohesive work environment.

4-1414
Education, Ltd.
Employee Relations Programs For
Building and Maintaining Positive
Employee Relations
14-6
Fair Treatment
o Research Insight
o Procedural Justice
o Distributive Justice

4-1414
Education, Ltd.
14-7
A New HR Strategy
at the Foxconn Plant in
Shenzhen, China
Let’s talk about it…
Improving Performance:
The Strategic Context

4-1414
Education, Ltd.
14-8
Bullying and Victimization
1. Imbalance of Power
2. Intent to Cause Harm
3. Repetition
o Verbal
o Social
o Physical
o Cyberbullying

4-1414
Education, Ltd.
14-9
Improving Employee Relations Through
Communication Programs
• Different Types
• Organizational Climate Surveys

4-1414
Education, Ltd.
14-10
Develop Employee Recognition /
Relations Programs

4-1414
Education, Ltd.
14-11
Use Employee Involvement Programs
Focus Groups

4-1414
Education, Ltd.
14-12
Employee Involvement
Let’s take a look…
Trends Shaping HR:
Digital and Social Media

4-1414
Education, Ltd.
14-13
Using Employee Involvement Teams
• Suggestion Teams
• Problem-Solving Teams
• Quality Circle
• Self-Managing / Self-Directed
Work Team
• Suggestion Systems

4-1414
Education, Ltd.
14-14
IMPROVING PERFORMANCE: HR
As a Profit Center
The Cost-Effective
Suggestion System

4-1414
Education, Ltd.
III.
Explain what is meant by
ethical behavior.
14-15

4-1414
Education, Ltd.
The Ethical Organization
14-16

4-1414
Education, Ltd.
Ethics and Employee Rights
14-17

4-1414
Education, Ltd.
What Shapes Ethical Behavior
at Work?
• Three factors combine to determine the
ethical choices we make
1. The person (bad apples)
2. Situations (bad cases)
3. Company Environment (bad barrels)
o Pressures
o Organizational culture
14-18

4-1414
Education, Ltd.
How Managers Can Create More
Ethical Environments
14-19
• Reduce Pressures
• “Walk The Talk”

4-1414
Education, Ltd.
How Human Resource Managers Can
Create More Ethical Environments
14-20
• Institute Ethical Polices and Codes
• Enforce The Rules
• Encourage Whistleblowers
• Foster The Right Culture

4-1414
Education, Ltd.
14-21
IMPROVING PERFORMANCE: HR Tools For
Line Managers and Small Businesses
Small Business Ethics

4-1414
Education, Ltd.
How Human Resource Managers Can
Create More Ethical Environments
14-22
• Hire Right
• Use Ethics Training
• Use Rewards and Discipline
• Institute Employee Privacy Policies

4-1414
Education, Ltd.
14-23
Electronic Monitoring
Let’s take a look…
Know Your Employment Law

4-1414
Education, Ltd.
14-24
Monitoring Acknowledgment

4-1414
Education, Ltd.
14-25
Monitoring
Trends Shaping HR:
Digital and Social Media

4-1414
Education, Ltd.
IV.
Explain what is meant by fair
disciplinary practices.
14-26

4-1414
Education, Ltd.
Managing Employee
Discipline
14-27

4-1414
Education, Ltd.
The Three Pillars of Fair Discipline
1. Rules & Regulations
2. Progressive Penalties
3. Appeal Process
14-28

4-1414
Education, Ltd. 14-29
Diversity Counts
Comparing Males and Females
in a Discipline Situation

4-1414
Education, Ltd.
How to Discipline an Employee
14-30
1. Make sure the evidence supports the charge
of employee wrongdoing.
2. Make sure to protect the employees’ due
process rights.
3. Adequately warn the employee of the
disciplinary consequences of his or her
alleged misconduct.
4. Have the employee sign form.

4-1414
Education, Ltd.
continued
14-31

4-1414
Education, Ltd.
continued
14-32
5. “Reasonably Related” to the efficient
and safe operation of the environment.
6. Objectively investigate the matter.

4-1414
Education, Ltd.
continued
14-33
7. “The Investigation should produce
substantial evidence of misconduct.
8. Apply applicable rules, orders, or
penalties without discrimination.
9. Maintain the employee’s right to
counsel.

4-1414
Education, Ltd.
continued
14-34
10. Keep Dignity.
11. Listen to what the person has to say.
12. Burden of Proof (employer).

4-1414
Education, Ltd.
continued
14-35
13. Get the Facts.
14. Don’t Act while angry.
15. Adhere to your company’s
disciplinary appeal process.

4-1414
Education, Ltd.
Discipline Without Punishment
14-36
• Issue an oral reminder.
• Issue a formal written reminder and
place in the personnel file.
• Give “decision-making leave”.
• Dismissal if behavior repeats.

4-1414
Education, Ltd.
V.
Answer the question, “How do
companies become ‘Best
Companies to Work For’?”.
14-37

4-1414
Education, Ltd.
Employee Engagement Guide For
Managers
• How Companies Become “Best
Companies to Work For”
• The Great Place to Work Institution
defines a great workplace
14-38

4-1414
Education, Ltd.
SAS: Great Benefits, Trust, and
Work-Life Balance
14-39

4-1414
Education, Ltd.
Google: Happiness and People
Analytics
14-40

4-1414
Education, Ltd.
FedEx: Guaranteed Fair Treatment
14-41

4-1414
Education, Ltd.
A Best Company Human
Resources Philosophy
14-42

4-1414
Education, Ltd.
14-43
What you should now know….
Chapter 14 Review

chapter 14.pptx

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to chapter 14.pptx

Similar to chapter 14.pptx (20)

Recently uploaded

Recently uploaded (20)

chapter 14.pptx