Human Resources Management
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Human Resource Management
8/7/2014
Tran Ngoc Phuong Thanh
ID: 1330273
“Good practice” in employee relations - Communication
I. Introduction
Nowadays, the concept of role of human in organizations is changed and also the organizational strategies are set up not only for profitability but also for their employees’ satisfactory. Because, likely HR area’s view, human – here is employee – is one of major assets / resources of organization. In contrast, in the past human in the organization was viewed as tools or manual machines. Therefore, keeping the employee relations in good (or best) status is one of important strategies to use those “resources” effectively and efficiently.
Following to The Chartered Institute of Personnel and Development (CIPD), the term of “employee relations” is described as an underlying philosophy, along with necessary attitudes and skills, rather than a specific management function or well-defined activity. Besides, the page Office of Human Capital Management (OHCM) stated that Employee Relations involves employer-employee relationships that contribute to satisfactory productivity, motivation, and morale, whereas the page Management Study Guide (MSG) proved that Employee relations refer to the relationship shared among the employees in an organization. To me, the exact description of employee relations is relationships between employer-employee and as well as between employees in an organization. If this relation has “good practice”, the organizational productivity or profitability would be increased significantly throughout the contributions of individuals in that organization. So, what’s description of “good practice” in employee relations in today’s work organizations? Actually this term is changed between past and present but how and why? This’ll be interpreted in the following. The main idea I would like to focus here is the way to conserve the “good practice” in employee relations. That is communication within...
8/7/2014
Tran Ngoc Phuong Thanh
ID: 1330273
“Good practice” in employee relations - Communication
I. Introduction
Nowadays, the concept of role of human in organizations is changed and also the organizational strategies are set up not only for profitability but also for their employees’ satisfactory. Because, likely HR area’s view, human – here is employee – is one of major assets / resources of organization. In contrast, in the past human in the organization was viewed as tools or manual machines. Therefore, keeping the employee relations in good (or best) status is one of important strategies to use those “resources” effectively and efficiently.
Following to The Chartered Institute of Personnel and Development (CIPD), the term of “employee relations” is described as an underlying philosophy, along with necessary attitudes and skills, rather than a specific management function or well-defined activity. Besides, the page Office of Human Capital Management (OHCM) stated that Employee Relations involves employer-employee relationships that contribute to satisfactory productivity, motivation, and morale, whereas the page Management Study Guide (MSG) proved that Employee relations refer to the relationship shared among the employees in an organization. To me, the exact description of employee relations is relationships between employer-employee and as well as between employees in an organization. If this relation has “good practice”, the organizational productivity or profitability would be increased significantly throughout the contributions of individuals in that organization. So, what’s description of “good practice” in employee relations in today’s work organizations? Actually this term is changed between past and present but how and why? This’ll be interpreted in the following. The main idea I would like to focus here is the way to conserve the “good practice” in employee relations. That is communication within...