Freshers can use this to analyse the ER with respect to emotional quotient and relationship to IR.More emphasis is on Discipline and grievance handling. FEEDBACK IS WELCOMED,especially on which topics should be added.

1. Rajani Jha
Jha.rajani@gmail.co
m
Employee Relations
Importance, effects, reasons, IR, applications

2. Agenda
 Definitions/Actors
 Factors- culture, communication, policies and procedures, employee empowerment
 Trade unions and employee relations
 Labor laws & Employee relations
 Grievance handling
 Disciplinary procedure
 Conflict management
 Employee relations in diverse workforce and MNC
 Action Plans

3. Employee relations
◦ Employee relations, known historically as industrial relations, is concerned with the
contractual, emotional, physical, and practical relationship between employer and
employee.
◦ 4 pillars of ER:
1. Open communication
2. Show Recognition
3. Constant feedback
4. Invest in your employees
◦ Improving employee relations:
1. Stop micromanaging
2. Don’t play favorites
3. Collect ideas from teams
4. Share the company vision

4. Maslow Hierarchy
of needs

5. Factors
 Culture
 Communication
 Employee empowerment
 Rewards & Recognition/Punishments
 Conflict

6. Solutions
1. To deal with Trade Unions, Contractors, labours , IR managers should minimize the use of
jargons and they should try to communicate in simple language and if possible try to
communicate in local language to avoid any confusion.
2. Review different labour laws, civil laws and consult with the company’s legal representative to
assure if the company is in compliance with all of these regulations.
3 .Always try to listen closely to the employee’s concern. It is not always necessary
to give judgment or suggestions and to enforce certain policies, which are not in law.
4. Sometimes to settle down dispute, An IR manager can take the decision on the basis of their
intuition.
5. Job rotation policy or transfer of the workers are the another way to settle down the dispute
among the workers or employees.
6. They should not try to check the workmen to form unions or groups, which may lead to
aggression among them.

7. Grievance
U
N
S
A
T
I
S
F
I
E
D
W
O
R
K
E
R
Work with Grievance
Immediate Superior
Department Head
Grievance Committee
Higher Management for Revision
Voluntary Arbitration
Verbal Referring
Union may ask for
voluntary
arbitration
Time limit for
answering 7 days
Time limit for
answering 3days
Time limit for
answering 48 hrs
Decision binding on both parties

8. Discipline
 Discipline is the process of training a worker so that he can develop
self-control and can become more effective in his work.
Objective:
 To obtain a willing acceptance of the rules, regulations and procedures
of an organization so that organizational goals may be attained.
 To impart an element of certainty despite several differences in
informal behaviours pattern and other related changes in an
organization.
 To develop among the employees a spirit of tolerance and a desire to
make adjustments.
 Morale and effectiveness
 2 Types- Enforced; Self- Discipline

9. Disciplinary Action Procedure

10. MCGregor Hot Stove Rule
Strike when hot- immediate
Warning
Consistency
Impersonal

11. Managing Diversity
When we fail to manage diversity, employee relations issues can arise. Some
ways to mitigate these types of issues are:
 Develop clear anti-discrimination policies and enforce them consistently
and fairly
 Promptly investigate any complaints by employees
 Learn the art of de-escalation, especially around issues of diversity
Immediate Actions
 Examine your workforce
 Assess your managers’ skill sets
 Review your comp plan
 Explore the forms of workplace currency in place at your organization