EMPLOYEE RELATIONS

Employee Relations

Table of Contents

Introduction2

Loss due to lack of employee relations3

Discussion & Analysis4

Discipline or self-intersection of diverse disciplines4

Theory of employee relation5

Major School of thought of Labor relations7

Employee Relationship Management8

The scope of industrial relations10

Conclusion11

Employee Relations

Introduction

What are the strategies to strengthen links and improve relationships between employees. What are the risks if not implemented. Communication is present in all walks of life, in all human relations and organizational. This requires that HR departments have policies, tools and communication resources to be able to create, maintain and enhance liaison relationships between the various agents of corporate life. Thus, it will help generate a better quality of organizational life and encourage the membership to it. Proper management of internal communication is central to the strategy of any organization. The communicator, integrated human resources department should be able to generate effective formats that result in measurable qualitative results, and therefore fallible generate profitability. This, he achieved through the generation of intelligent communicative action plans aimed at internal audiences. This vision of an integrated and holistic communication. It is integrated to consider using different strategies to positively impact on public interest and relationship. It works on the premise of dialectical construction, based on common interest, serving the many variables that complex scenarios arise. While it is holistic, from the moment that addresses the facts from different lenses, looking to provide effective conclusions, when analyzing processes, actors, motivations and contexts. From this line should work to add employees in an accompanying cultural generation strategies and viable organization (Rollinson & Dundoon, 2007).

Loss due to lack of employee relations

In this way, you achieve a proper fit between what the organization claims to be and what it actually is. Action and communication, never in reverse. The corporate image is the result of the mental representation built audiences from which the organization communicates (claims to be) and what actually is (what the recipient is identified). A communication management, internally and externally, receive greater organizational sustainability projects. In short, we seek the construction and strengthening of the confidence levels of the same to the organization. A lack of political communication or a misguided application of them may entail a series of losses for the organization (Stewart, 2010). Some of them are:

Generation of an internal climate unfavorable: the noise generated in the process, surely, disruptions in communications involving the creation of a favorable internal environment. Thus, normal development of interpersonal and organizational relationships will be unviable.

Failure to comply with the stated objectives: generate miscommunication finish ignorance of the objectives and undermine compliance with them.

Proliferation of rumors: these noises are communications without a doubt the most damaging of organizational life, a company cannot avoid them, just provide them. Of course, if there is no communication policy, it is logical that there is no policy to prevent rumors.

Organizational Confinement: When there is only transmission of information, we face a major problem. If there is no communication feedback, and is achieved without hard work in pursuit of shared ...