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Managing employee relationship


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Managing employee relationship

  1. 1. Managing The Employment Relationship Case Study: Republic of IrelandBy Tantia Dian (MM EM V)
  2. 2. ...and just how well do you know your employees? ENG AGE ME NT
  3. 3. The possible Riots should you not give proper attention to them
  4. 4. Employee Employers Employee Relations
  5. 5. The Understanding The Perspectives Unitarism Pluralism Psychological EffectDiffer Across Organizations Strongly correlated with SHRM
  6. 6. Industrial RelationsCompliance, Norms, Formal Roles SHRMStrategic Integration, quality, flexibility & commitment“Employee go beyond contract, ReasonableAutonomy, Loyalty, Less Unionized”
  7. 7. Involvement & Participation Psychological ContractPartnerships Expectations beyond agreementLong – term Non material benefit:commitment employability, careers, empowerment, Work –Mutual trust & life balancerespect Strategic Implications:Shared goals Fairness, Communications, Management Style, Expectations & Attitude
  8. 8. Developments in The Employment Relationship Commitment to Company (CC) High (UC) Low (CC) The New Individualized SHRM RealismCommitmentto Union (UC) The Black Traditional Hole Collectivism Low(UC) High (CC)
  9. 9. Practical Tips in Building Employee EngagementCustomized training Follow a good programs feedback and appraisal systemHelp people build trust, pride and Give everyone clear camaraderie goalsDevelop high degrees Maintain mentor- of credibility in mentee everything that we relationships say and do Follow sharedPlay hard, party hard responsibilities towards eachEncourage community other, client and building the franchisee Stakeholders and Corporate Governance
  10. 10. Social Partnership as Recovery Strategyfrom Recession
  11. 11. The Driving Factors of Tripartite social partners: Government, Union & Employees weakestProtecting the membersAvoid solidarity gap due to the wide wage dispersionFailing union membership & increasing unemployment
  12. 12. Programme for National RecoveryMajor strategic change in the direction of employment relationshipSharp limits on payControl on expenditures and government debt
  13. 13. Why it was so Important? Psychological ContractPartnerships Expectations beyond agreementGovernment’s long term commitment Non material benefit: to improve the “Bottom up” employee’s wealth employee involvement with a “competitive edge”Partnership in component workplace as priority Strategic Implications: Fairness,Establishment of Communications, Welfare projects Stakeholders and Corporate Governance
  14. 14. The Achievements The Negative response Not representative anymore Partnership fatigueAgreement in broad terms to aprocedure for union recognition Economy UnrestDecreasing unemployment rate Increase in spending on health, education & social welfare Low inflation rate Stakeholders and Corporate Governance
  15. 15. Develop & sustain the social partnershipMajor forces: Cumulative strategic benefits; Avoiding socialunrest; Sustain economic stability Sustaining Progress: Strong re-commitment to the development of workplace partnership Stakeholders and Corporate Governance
  16. 16. The Old Social Partnerships The New Social Partnership Job for life Life long learning Performance based culture, Rigid Working Hour Family-friendly policies Traditional skill-based training Competence-based training Alternatives on disputeRigid strategy to solve disputes arrangements Stakeholders and Corporate Governance
  17. 17. Economic Competitiveness of Ireland resulted from Social PartnershipProgressive update on the labor provision act to further protect the workforceFalling unit labor costsBuilding the labor market foundationsEconomic TransformationRelatively stable industrial relations environment Stakeholders and Corporate Governance
  18. 18. Possibility of Social Partnership in IndonesiaRequires sacrifices from all sides, could not burning on theworkforce only Should go along with the multidimensional economic empowerment Stakeholders and Corporate Governance
  19. 19. Social partnership may change the shapeof nation Thank you Stakeholders and Corporate Governance