PPT on Employee Relation-1- New
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Employee relations involves managing relationships between employees and management to foster a productive work environment. It is important for reducing conflicts, maintaining harmony, and retaining talented staff. Key aspects of effective employee relations include open communication, treating employees fairly and with respect, offering feedback and opportunities for growth, and addressing employee grievances or issues that could lead to absenteeism or attrition. Maintaining good employee relations through these efforts can benefit both the organization and its employees.
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Hr ppt
The document discusses key aspects of human resource management including definitions, importance, objectives and qualities of good personal managers. It covers topics such as human resource planning, job analysis, recruitment, selection, placement, induction and types of orientation programmes. The objectives of human resource management are outlined as resource utilization, professional growth, better union-management relations, teamwork, identifying future talent and allocating the right people to jobs. Job analysis is defined as a process to identify job duties and skills required to perform jobs effectively. Recruitment aims to attract qualified candidates while selection identifies the best candidates. Placement, induction and orientation programmes help new employees adjust to their roles.
Employee relation
Employee relations refer to the relationships between employees within an organization. Healthy employee relationships are important for employees to feel comfortable, motivated, and able to work together effectively to achieve organizational goals. Maintaining positive employee relations requires transparent communication, encouraging teamwork and collaboration, and making sure employees feel valued through recognition and opportunities. Managers play a key role in modeling good behavior and ensuring information is shared openly to strengthen relationships among employees.
Employee Relations
The document discusses employee relations and outlines several key aspects of maintaining good employee relations. It discusses the importance of communication between employers and employees as well as among employees. Specifically, it outlines downward communication from employers to employees regarding training, benefits, safety, career development and other topics. It also discusses upward communication from employees to employers through feedback and performance appraisals. Finally, it discusses the advantages of maintaining good employee relations such as reduced absenteeism, improved morale and motivation, and increased productivity.
HR policies
HR policies are rules that guide employee performance toward organizational goals. They communicate intentions and translate goals into actions. Objectives of HR policies include fulfilling organizational goals, informing employees, developing duty, providing trained personnel, protecting common interests, establishing trust, and rewarding accomplishments. Policies should be clear, stable, balanced, recognize employee desires, and benefit all parties. There are functional policies for categories and centralized policies across locations. Sound policies are definite, written, reasonably stable, balanced, recognize employee desires, and benefit all.
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Employee relations, simply defined, is the relationship between employees and employers. Every company knows they need an effective employee relations strategy, but few do much about it and many are not sure how to go about forming a strategy.
Employee relations
Employee relations refer to the relationships among employees in an organization. Healthy employee relations are important for motivating employees, increasing morale, and encouraging employees to work as a single unit toward common goals. Managers, HR professionals, and employees all play roles in developing and maintaining positive employee relations through open communication, team building activities, and addressing issues before they escalate.
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employee turnover
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Hr ppt
The document discusses key aspects of human resource management including definitions, importance, objectives and qualities of good personal managers. It covers topics such as human resource planning, job analysis, recruitment, selection, placement, induction and types of orientation programmes. The objectives of human resource management are outlined as resource utilization, professional growth, better union-management relations, teamwork, identifying future talent and allocating the right people to jobs. Job analysis is defined as a process to identify job duties and skills required to perform jobs effectively. Recruitment aims to attract qualified candidates while selection identifies the best candidates. Placement, induction and orientation programmes help new employees adjust to their roles.
Employee relation
Employee relations refer to the relationships between employees within an organization. Healthy employee relationships are important for employees to feel comfortable, motivated, and able to work together effectively to achieve organizational goals. Maintaining positive employee relations requires transparent communication, encouraging teamwork and collaboration, and making sure employees feel valued through recognition and opportunities. Managers play a key role in modeling good behavior and ensuring information is shared openly to strengthen relationships among employees.
Employee Relations
The document discusses employee relations and outlines several key aspects of maintaining good employee relations. It discusses the importance of communication between employers and employees as well as among employees. Specifically, it outlines downward communication from employers to employees regarding training, benefits, safety, career development and other topics. It also discusses upward communication from employees to employers through feedback and performance appraisals. Finally, it discusses the advantages of maintaining good employee relations such as reduced absenteeism, improved morale and motivation, and increased productivity.
HR policies
HR policies are rules that guide employee performance toward organizational goals. They communicate intentions and translate goals into actions. Objectives of HR policies include fulfilling organizational goals, informing employees, developing duty, providing trained personnel, protecting common interests, establishing trust, and rewarding accomplishments. Policies should be clear, stable, balanced, recognize employee desires, and benefit all parties. There are functional policies for categories and centralized policies across locations. Sound policies are definite, written, reasonably stable, balanced, recognize employee desires, and benefit all.
Effective Employee Relations - Meghan Fluharty
Employee relations, simply defined, is the relationship between employees and employers. Every company knows they need an effective employee relations strategy, but few do much about it and many are not sure how to go about forming a strategy.
Employee relations
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This document discusses motivation and retention strategies for employees. It defines motivation as boosting employee morale to encourage better performance. Employee motivation and retention are important for productivity, profits and success. Motivating factors include appreciation, career growth, and good working conditions. Retention involves ensuring employees remain with an organization through competitive pay, training, positive relationships, and support. Reasons for turnover include lack of growth, appreciation, trust and high stress. The document provides various strategies for motivating and retaining valued employees.
employee turnover
The document discusses employee turnover and retention management. It defines employee turnover as movement across an organization's boundaries and discusses types of turnover like voluntary, involuntary, avoidable and unavoidable. High turnover can negatively impact organizations through costs of recruitment, training and operational disruption. However, turnover can also have positive impacts like increased performance. The document then discusses strategies organizations can use to improve employee retention like competitive pay, training opportunities, work-life balance and career development programs.
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Shrm notes
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Counseling and mentoring both aim to develop trusting relationships where employees can receive advice and support. Counseling involves supervisors helping employees set goals, achieve them, and improve performance. Mentoring pairs senior employees with junior ones to share experiences, listen to concerns, and provide alternative solutions and feedback. Both processes use rapport building, exploration, and action planning to help employees understand themselves, gain insights, and increase effectiveness.
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Strategic human resource management (SHRM) involves using people strategically to achieve organizational goals. There are four main approaches to SHRM: resource-based, high-performance management, high-commitment management, and high-involvement management. SHRM requires understanding the internal and external environment, including trends in technology, organizational structure, employee values and attitudes, management practices, demographics, and international factors. The environment shapes HR strategies around skills, training, compensation, and organizational design.
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Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
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Employee relations encompass the formal and informal relationships between managers and employees. The key goals of employee relations are to gain employee commitment to organizational goals, ensure acceptance and implementation of organizational change, and resolve conflicts. Employee relations involve players such as employers, employees, unions, and public bodies. Mechanisms for managing employee relations include consultation, participation, communication, collective bargaining, and legal regulation. Employee relations are also influenced by external factors such as the labor market and government policies.
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HRD refers to helping employees continuously develop their capabilities to perform current and future roles through training, learning, and developing an organizational culture of collaboration. An organization's culture is shaped by the underlying values and assumptions held by its members, while climate refers to the conscious environment as perceived by employees. HRD climate is influenced by how important human resource development is perceived to be, the level of openness, trust, and collaboration fostered, and how well HRD mechanisms like training and performance reviews are implemented. Developing an optimal HRD climate through supportive policies and practices can facilitate employee learning and development.
Human resource strategy
The document discusses strategies for human resource management. It addresses assessing staffing needs, motivating employees, developing performance incentives, empowering managers and employees, and establishing employee benefit plans. Failure of HR strategies can result from disrupted social structures, improper job matching, or lack of management support. The summary effectively conveys the key topics and ideas discussed in the original document in 3 concise sentences.
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The document discusses employee retention strategies. It identifies objectives like reducing turnover and understanding how employees feel engaged. It then lists various retention strategies companies can implement at low, medium, and high levels. These include hiring the right people, empowering and recognizing employees, providing feedback, and creating a healthy work environment. The role of managers is also examined, with strategies like motivating employees, coaching, and focusing on career development. Overall, the key to an effective retention strategy is implementing the right practices to keep desirable employees committed to the organization.
Employee relationship management(erm)
Employee relationship management (ERM) refers to managing the relationships between employees and employers within an organization. ERM aims to control core issues like communication, conflict management, and employee growth. An online ERM system allows all employee information, contacts, duties, and documents like tax forms to be in one place and editable by employees. It also facilitates communication, monitors employee growth and satisfaction, ensures timely salary payments, and generates various reports to analyze productivity and performance over time. The benefits of ERM include reduced time and manual work while increasing productivity, performance, and proper communication within an organization.
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The document outlines Ganesh Turerao's exit interview. It discusses the goals of exit interviews which are to discover the employee's reasons for leaving, give positive attention to departing employees, receive feedback on compensation, working conditions, management and culture, and allow the employee to transfer knowledge. It notes exit interviews should be confidential and can be conducted face-to-face, by phone, or questionnaire. The exit interview participants, procedure, questionnaire topics and conclusion are also outlined.
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This document discusses wages and salary administration. It covers developing a pay system through job evaluation and market surveys, establishing pay structures, and administering individual pay adjustments while monitoring the system. It also discusses factors affecting compensation levels and the purpose of wages. Principles of compensation administration and different types of compensation like direct, indirect, and total compensation are defined.
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Management development plays a vital role in human resource management. Because of the changes in organizational goals, technological advancements, etc efficiency of existing managers should be updated. Management Development Programs bring efficiency in managerial personnel.
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The document discusses the role of human resources in strategic formulation. It defines strategic human resource management as effectively applying an organization's human resources to accomplish its overall strategy. Strategic HR provides a framework for achieving long-term goals by enhancing economic performance, adapting to changes, and ensuring stability with a content workforce. The importance of HR to strategic formulation includes providing competitive advantage, controlling labor costs, and effectively utilizing resources. HR contributes to strategy through performance appraisal, staffing, training, environmental scanning, and implementing resource allocation.
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The document discusses the differences between induction and orientation for new employees. Induction is a shorter process that occurs on the employee's first day to welcome them and introduce them to coworkers. Orientation is a more formal and longer process that occurs after induction and helps employees adjust to their new position and work environment over a period of weeks. The document also discusses factors that affect employee retention such as organizational culture, communication, compensation and benefits, career development opportunities, and work-life balance.
Employees engagement activities
The document discusses strategies for improving employee engagement. It provides an employee engagement framework that focuses on engagement with the organization and with one's direct manager. It also discusses the importance of strategic alignment and competency beyond just engagement. The document then lists 14 best practices for engagement, which include employee focus groups, stay surveys, banning emails for a day, and conducting hackathons/ideathons. It concludes by providing additional tips for improving engagement such as conducting remote work surveys, organizing regular sync-ups, establishing fair goals, and promoting organizational values.
Effective Onboarding for Better Retention with Jeremy York, SPHR, SHRM-SCP
Build a smooth onboarding process for better retention. Onboarding done right helps new employees acclimate to company culture, feel appreciated from the get-go, and understand their roles and how they’ll work with other team members. This leads to long-term loyalty and job satisfaction—and more productive employees! This webinar will show you the steps to creating a strong onboarding plan.
Similar to PPT on Employee Relation-1- New (20)
megaplacementinduction-151207071422-lva1-app6892 (1).pdf
megaplacementinduction-151207071422-lva1-app6892 (1).pdf
HR Strategy, Case Study - Retail Division, Banking industry
HR Strategy, Case Study - Retail Division, Banking industry
Effective Onboarding for Better Retention with Jeremy York, SPHR, SHRM-SCP
Effective Onboarding for Better Retention with Jeremy York, SPHR, SHRM-SCP
PPT on Employee Relation-1- New
- 2. Employee Relation is a broad concept. It is one of the most important functions of the Management that is taken care by HR department. HR department takes care of employee grievances, employee recognition, and boosting the morale of employees to make the working environment more healthy, live and at the same time fulfills the Management’s expectations and maintains the work culture and ethics.
- 3. Employee has many issues within the organization that contributes below given conflicts so organization needs to focus on Employee Relations :- •Frequent absenteeism •Unhealthy relationship with the employer or immediate boss and colleagues. •Lack of concentration on work. •Frequent breaks, or long break hours. •Coming frequently late to office. •High attrition rate. •Hostile environment on floor •Not meeting deadlines •Poor target achievement. •Disinterest in the job profile •Need’s promotion. •Need’s Salary hikes, bonus and other incentives. •Discrimination and Favoritism among employees. •Dissatisfaction with the work and organization. Thus due to above given issues the work suffers a lot, company has to bear loss and it creates unhealthy work environment which is neither beneficial to management nor the employees.
- 5. •To creates healthy and balanced relationship within the organization as well as among the employer & employees. •To foster’s work culture that is live, challenging and dynamic. •To boost the confidence, morale level, encourages employees to give their 100%. •To brings out inner potentials, creativity and make employees come out with new innovative ideas and opinions. •To treat all the employees fairly without any discrimination and favoritism. •To develops more coordination and better communication to avoid conflicts in the organization. •To encourages employees participation in decision making, seminars, learning and culture programs.
- 6. •To makes employees more responsible and focused towards their task and make them feel their importance and their contribution towards the organization. •To make employees more productive, efficient, skilled and proficient in their work. •To help employees to be more flexible so that they are ready to take extra additional responsibilities as an when need arises. •To maintain work culture where employees feel that work place is their Second Home which is stress free, with better infrastructure .
- 7. •It maintains harmony at the work place. •It maintains healthy relationship among all the staff, boss and colleagues. •It reduces absenteeism. •It reduces attrition rates. •It can retain more talented employees. •It reduces cost on training due to low attrition rate. •It improves moral level of employee’s and makes them more responsible. •It increases quality and productivity of work. •It encourages more creativity, new innovative techniques and ideas from employees.
- 8. •It can meet deadlines and 100% target before and on time. •Management and Employee’s both are satisfied. •It enhances optimum utilization of all the given resources. •Better Time management and its utilization. •Reduces unnecessary cost on hiring employees from outside as it can get good talent from within the organization. •It makes employees stress free, enthusiastic, more focused towards the work and management's expectations. •When work culture is good, employees are excellent, quality is outstanding it attracts more client’s, new business, challenging projects and more profits to the organization.
- 9. Following are the ways to maintain better and healthy employee relation:- •Have one to one session in a month where employees can come out with their personal and professional problems. •Give positive feedback in front of all the staff members for the excellent job done.
- 10. •If employees work extra hours company gives overtime to the employee. •Bonus & Ex-gratia •Health insurance, Personal accident policy •Leave. •Company provide Training programs for the employee. •Motivation Scheme •Harassment committee formed for woman as per Vishakha Guidelines •Suggession scheme •360 Degree Performance Appraisal System •Administration things (For Ex. Id Cards) •Implementation on biometric system
- 11. •Birthday Greetings. •Soft skill training should be conducted on regular basis to make employee’s more confident, skilled and proficient in their work.
- 12. •Award , Reward system to those employees who has completed 5 years, 10 Years, 15 Years, 20 Years, 25 Years in the company. • Structured Induction Programme and feedback should be given on the same. •Retirement programme. •We will follow the SOP – Standard Operating Procedure. •Proper Recruitment Process •Certificates can be given for excellent performance. •Manpower Planning
- 13. So a well planned Employee Relations is a key to success for healthy environment, balanced relation where employer & employee both are completely satisfied and finally to avoid all the conflicts at work place to get desired results to reached the organizational goals.