HR Basics: Employee Relations 2e – YouTube

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“Hr. Basics is a series of short courses designed to highlight what you need to to know about a particular human resource management topic. In today s hr basics. We employee relations.

How to manage the relationship of employees with the organization and each other employee relations. Involves managing the relationship of employees with the organization and with each other at the core of employee relations is the basic concepts of fairness and consistency in the treatment of employees effective communication between leadership and employees and documentation of employment actions at its core employee. Relations includes the processes of developing implementing administering and analyzing the employer employee relationship including maintaining organizational culture. Developing employee engagement.

Resolving workplace conflict conducting workplace investigations and managing employee discipline culture is shared patterns of differences within. An organization culture is simply how we do things around here. When an organization has a strong culture. Three things happen employees know how top management wants them to respond to any situation employees.

Believe that the expected response is the proper one and employees. Know that they will be rewarded for demonstrating the organization s values a simple model highlights three key elements of organizational culture. An organization s values behaviors and mission the better you are at articulating your culture. The more successful you will be in attracting people that believe in and help fulfill your mission organizational values are the enduring beliefs that are important to the organization behaviors are what we see in an organization an a mission statement is what an organization does now employee engagement refers to the level of an employee s commitment and connection to the organization.

Engaged employees are those who are involved in enthusiastic about and committed to their work and workplace employee engagement is about individual and organizational performance employees who are engaged based on key workplace elements predict important organizational performance outcomes. Gallops employee engagement index is based on worker responses to 12 workplace elements with proven links to performance outcomes. The index provides high level insights into workplaces by discussing the percentage of engaged not engaged and actively disengaged. Employees overall engaged employees are involved in and enthusiastic about their work.

Those who are not engaged are unattached to their work and organizations. They are checked out the actively disengaged aren t just unhappy at work. They re resentful and potentially undermine. What the engaged coworkers are accomplishing in 2016.

33 of us employees were engaged in their work and workplace. This is the highest number in galip s 15 plus years of tracking employee engagement. But it s not quite cause for celebration..

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The majority of employees. Fifty one percent are not engaged and haven t been for quite some time that leaves 16 percent of employees. Actively disengaged looking to undermine organizational results. When your employees are engaged.

They don t just become happier they become better performers organizations falter in creating a culture of engagement when they solely approach engagement as an exercise in making their employees feel happy. It is true that engaged employees feel better about their work in their workplace. Simply measuring workers satisfaction or happiness levels and catering to their wants. Often fails to achieve the underlying goal of employee engagement.

Which is improved outcomes. Although. The concepts of employee engagement and job satisfaction are interrelated. They re not synonymous satisfaction is about the employee being happy with their job or their organization.

Satisfaction is an attitude like organizational loyalty and pride engagement on the other hand is about the employee being actively invested in their work. And the value they add to the organization engagement. Predicts satisfaction. As well as many other concrete organizational results.

Workplace conflict occurs. When the concerns of two or more people appear to be incompatible conflict is completely natural. It s the result of miscommunication on clear expectations differing perspectives or interests or limited resources and conflict itself is neutral anytime. People work together conflict is just a part of doing business conflict is a normal and natural part of any workplace.

Sometimes. It s the result of conflicting interests bad communication or unclear expectations when it occurs. There s a tendency for morale to be lowered and an increase in absenteeism in a decrease in productivity people typically handle conflict in specific ways known as conflict modes. No motor style is better or worse than another they re just different.

We all have ways we naturally respond to conflict situations. Influenced by our personality. Upbringing and culture..

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Let s explore some of the most common ways people deal with conflict. Because no two individuals have exactly the same expectations and desires conflict is a natural part of our interaction. With others. The tamas killman instrument known as the tki is an assessment.

That identifies five common styles or strategies for dealing with conflict. Called conflict modes. The tki was designed to illustrate the options. We have when handling a conflict.

The tki defines five approaches to resolving conflict. We ll get to those in a minute. The tki is a fast and accessible tool. Delivering insight empowerment and resolution to anyone involved in a conflict by identify an alternative conflict styles.

It helps people reframe and defuse conflict. Creating more productive results. The tki is designed to measure a person s behavior in conflict. Situations.

Conflict. Situations are those in which the concerns of two people appear to be incompatible in such situations. We can describe an individual s behavior. Along two dimensions assertiveness.

Which is the extent to which the person attempts to satisfy his or her own concerns and cooperativeness. The extent to which the person attempts to sad by the other persons concerns. There are five modes that we can use to address workplace conflict. Competing where the goal is to win collaborating.

We re working together to find a mutually beneficial solution compromising. Which is finding the middle ground avoiding. Which is hiding from the conflict..

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Hoping it will go away and accommodating. Where you surrender your needs to please the other conflict. Management programs are designed to help supervisors and employees find. Peaceful and effective resolutions to to conflicts in the workplace.

Manage well conflict is necessary and productive in teams that engage in productive conflict. The most important and difficult issues are discussed and resolved arriving at a positive resolution of conflict is always the ultimate goal in resolving conflict. It s important to make sure you do the following articulate. The causes.

Acknowledging people s perspectives state. Why you want the conflict. Resolved. And state.

How you want the conflict resolved. Address. The issues face to face stick to those issues and take time out. If necessary assessing these factors can help us determine.

Which conflict mode is likely to be the most effective in managing the situation importance. How important is the issue to me time do we have enough time to fully address. The situation relationship. How much do i value the relationship use this simple formula to determine which conflict mode to use and manage conflict at work importance plus time plus relationship equals.

The conflict mode. A workplace investigation is designed to find facts and determine what happened or what is happening in a situation. The initiation of an employment investigation or workplace investigation is almost always the result of a report or a complaint. An individual or a group has informed the organization that something is wrong treat every complaint as a gift don t like your gift.

Mom still expected manners. Always think and complaintant for bringing an issue forward and being willing to describe their concerns. There are five basic tenants of workplace investigations that are worth further consideration..

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First investigators are always neutral second fairness is important documentation is key being proactive and timely is important and find an understanding of the complaint and the people involved discipline is the process of corrective action used to enforce organizational rules. The first step to keeping employee discipline problems to a minimum is making sure that expectations are clearly communicated to employees. An employee discipline policy must be communicated to employees. And should be included in your employee.

Handbook. The best discipline is clearly self discipline and most people can be counted on to do their jobs effectively when they understand what s required at work. But for some people the prospect of external discipline helps that self discipline the two most common approaches to discipline our positive discipline and progressive discipline. The positive discipline approach builds on the philosophy that violations are actions that usually can be corrected constructively without penalty progressive discipline.

Incorporates steps that become progressively more severe and are designed to change the employee s inappropriate behavior documentation shapes expectations we re coaching alone can be ineffective documentation shows their employee. Their chance to improve creating a fair work environment and if the employee doesn t take that opportunity documentation is proof that the employer tried to provide the tools and resources for an employee to succeed and is evidence that a termination. Decision or other discipline was not arbitrary good documentation creates credibility for the employer by showing that employees are treated in a fair and consistent manner. However some common mistakes and documentation are made they include making vague unclear statements about what the employee needs to do to improve.

Adding personal attacks or subjective comments and providing little or no evidence to support decisions for discipline or termination of the employee documentation can be simple and quick. If employers and managers follow these three rules of documentation. First just do it we all have to document second. Know your audience you re not just writing to the employee.

But you re writing to other third party audiences like judges juries neutral third parties. And so on and finally. Tell the story paint a word picture that helps bring your audience into the situation. That you ve been managing an organization with good employee relations programming.

Provides fair and consistent treatment to all employees. So that they ll be committed to their jobs and loyal to the organization music. ” ..

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description:

HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In this HR basics, we explore employee relations, how to manage the relationship of employees with the organization and with each other.

Employee relations involves managing the relationship of employees with the organization and with each other. At it s core, employee relations includes the processes of developing, implementing, administering and analyzing the employer-employee relationship, including: Maintaining organizational culture, Developing employee engagement, Resolving workplace conflict, Conducting workplace investigations, and Managing employee discipline.

Culture is shared patterns of difference in an organization. Culture is simply how we do things around here. A simple model highlights three key elements of organizational culture an organization s values, behaviors, mission. The better you are at articulating your culture, the more successful you will be in attracting people that believe in and help fulfill the mission.

Employee engagement relates to the level of an employee s commitment and connection to an organization. Engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace.

Workplace conflict occurs when the concerns of two or more people appear to be incompatible. Because no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. The Thomas Kilmann Instrument (TKI) is an assessment that identifies five common styles or strategies for dealing with conflict, called conflict modes. The TKI was designed to illustrate the options we have when handling conflict. The TKI defines five approaches to resolving conflict, we ll get to those in a minute. The TKI is a fast and accessible tool, delivering insight, empowerment and resolution to anyone involved in conflict. By identifying alternative conflict styles, it helps people reframe and defuse conflict, creating more productive results.

A workplace investigation is designed to find facts and determine what happened or what is happening in a situation. The initiation of an investigation is almost always the result of a report or complaint. An individual or group has informed the organization that something is wrong.

Discipline is a process of corrective action used to enforce organizational rules. The two most common approaches to discipline are positive discipline and progressive discipline. The positive discipline approach builds on the philosophy that violations are actions that usually can be corrected constructively without penalty. Progressive discipline incorporates steps that become progressively more severe and are designed to change the employee s inappropriate behavior.

An organization with a good employee relations program provides fair and consistent treatment to all employees so they will be committed to their jobs and loyal to the company.

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human resource management, human resource, human resources, hr, hrm, employee, people management, how to manage people, management, employee relations, confl…

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