Centralization of the employee relations (ER) function is becoming more common, with a decline in decentralized models. Industries like pharmaceuticals and technology heavily rely on centralized ER, while others take a mixed approach. ER is also focusing more on metrics and analytics to drive cost savings and determine the actual costs of grievances. Workplace safety will be a growing priority for ER, especially preventing sexual harassment, as the #MeToo movement has encouraged more employees to report such issues.

1. International Human
Resource Management
(KMBHR05)
Trends in Employee Relation
DR. POOJA TIWARI
ABES EC, GZB
AKTU, LUCKNOW
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

2. Employee Relations
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

3. Emerging Trends in Employee Relation
Centralization of the ER function: ER has traditionally been organized using one of the three
models – decentralized, centralized, and mixed. Centralized design refers to an ER team that is
responsible for managing employee relations issues and conducting investigations across the
organization. The team does not have to be geographically centralized. The mixed ER model
relies on a centralized team for managing some or most of the employee relations cases and
investigations with field representatives (HR professionals) to manage some employee relations
issues. In the decentralized model, employee relations issues are managed within specific
functions or verticals by ER and HR professionals. A recent survey by HR Acuity suggests a shift
towards the centralization of the ER function. The survey report noted a year over year decline
in the number of organizations using a decentralized approach for employee relations. Industries
like pharmaceuticals and technology were found to be heavily dependent on the centralized
model, while other industries like finance, insurance, and healthcare took the mixed approach to
ER.
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

4. Cont…
An increasing focus on metrics and analytics: Like other HR functions, ER is also becoming more
data-driven and outcome driven. Organizations are increasingly focusing on cost, root cause, and
tracking metrics to drive continuous improvement. By analyzing key trends, ER teams can also
benefit from significant cost savings and determine the actual cost of grievances and litigation.
In 2019, the ER function will increasingly rely on prescriptive and predictive analytics to predict,
mitigate and even prevent ER issues from blowing up.
Workplace safety will be in the spotlight: 2017 and 2018 brought to light numerous new
allegations of sexual harassment in the workplace. The #MeToo movement gathered momentum
and raised uncomfortable questions about ER practices in the organizations affected. ER
professionals could expect more employees to open up and report sexual misconduct and be
ready to act in anticipating employees’ public allegations. Building awareness of anti-harassment
laws isn’t going to be enough, ER professionals will need to proactively create an environment in
which all employees feel safe.
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

5. Cont..
1. Trade union decline
2. Window on practice
3. Collective bargaining and industrial action
4. Current trends in employee relations as mentioned in Torrington, et al. (2008) seems to show
that the cultural aspects have changed the relation in where employees and employers attitudes
have developed that forms a relation of partnership (Torrington, Hall and Taylor, 2008).
5. Due to the changing environment and factors such as, labour market competition,
globalization, low barriers of trade, technologies and the trends of trying to develop and
provide all customer needs and wants as they request it have led the organizations to negotiate
and focus with in terms of how each can add value to one another through exchange of services.
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

6. Thank You
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW