Have an open door policy.
No barriers on meeting HR people.
Considering work load, whether it is feasible for HR top brass to visit various departments for interaction with employees and also to get an understanding of how the product is manufactured or an understanding of business practises.
Mail,PhoneWhatsup, are all routine methods of getting in touch.
Q. 2 What methods/tools need to be followed so that trust will prevail amongst employees?
The actions of HR affect all employees.
Open transparent and documented actions will enhance trust.
HR employees need to show that they do not have linguistic, regional or any type of bias.Task is difficult, but by shunning regional languages or any language during interaction which everyone present does not understand.
Q. 3 Does local or regional language play vital role to understand each other or the regional language is the best medium to get connected with employees?
Language is a binding mechanism.But remember in an nation where employees speak different languages, it is essential to avoid lingo when mixed audiences are present.
Languages should be facilitator and not a means to exclude those whodunit know the language.
Choose your language of communication in appropriate manner.
I speak lingo when needed, but never allow lingo to bias me in decisions.
Keep this quote in mind
“You can have the best strategy and the best building in the world, but if you don’t have the hearts and minds of the people who work with you, none of it comes to life.”
– Renee West
The main role of the Human Resource Department is to managing people effectively. The main objective of HR department staff should to establish a cohesive environment for all for free,fair open to discussion of their feelings.
There should be a flexible and caring management style of functioning so that staff will be encouraged and motivated.
The good functional HRM practices are instrumental in helping achieve departmental objectives and enhance productivity.
Everything can be functional where a good system is on process both for written & verbal communication. The essence of good communication lies on medium, so there should be acceptable language to be preferred for both verbal and written communication.
To share the information across the employees in a transparent manner.
** Articulation of Vision, Mission and Values:
** Role of each one
** Vision, Mission and Values of the organisation
** Projecting its short & long term plan for employees
** What is PMS and its procedures
** Training & development policy for enhancement. And up gradation of skill.
Drawing up HRM Role:
• HR actions to address HR issues debated, approved and prioritized by the top team
• Conflict redressed mechanism and its functionality
The acceptbility of HR personnel is solely depends upon one's approach towards others, how he "Greets & Ttreats" the personnel.
Transparency, flow of information from top to bottom and also from bottom to top through HR is an important activity in an organisation. These are some of things to be implemented. In addition the suggestions given by other seniors are also very important.
Workers Are Important
The most important part of any business is its people. No business can run effectively without them. But people don't work in a vacuum; they need to communicate and work with others to get their jobs done. Employers need to manage relationships in the workplace to keep the business functioning smoothly, avoid problems, and make sure employees are performing at their best.
Definition of Employee Relations
The basic purpose of an employee relations area within the human resources department is to maintain solid working relationships between the employer and employees. Strengthening the employer-employee relationship sounds like a tall order; however, seasoned employee relations professionals are comfortable with addressing issues in each of the human resources disciplines.
Employee Relations vs. Labor Relations
The terms employee relations and labor relations are sometimes used interchangeably; however, in large organizations that employ both union and non-union workers, there is one primary difference between the two. Employee relations specialists generally handle matters involving employees who are not members of a bargaining unit. Labor relations specialists are responsible for handling matters involving labor-management issues, such as union contract negotiations, grievances, arbitration, work stoppages and strikes. Employee relations specialists, on the other hand, manage employer responses to non-union employee complaints, performance management and employee recognition.
Employee Relations and Fair Employment Practices
For many employee relations specialists, their primary role consists of identifying and resolving workplace issues concerning complaints of discriminatory employment practices, sexual and unlawful harassment, and employer representation during unemployment hearings. Workplace investigations require knowledge of employees' civil rights, employment laws and procedures for formal matters before fair employment agencies.
Complaints about discriminatory employment practices are serious matters within the realm of employee relations, therefore, human resources staff members in this area usually receive extensive training on employment laws and dispute resolution.
Connection Between Employee Relations and Human Resources
A fully staffed human resources department does well to have an employee relations specialist; however, the human resources manager should be well-versed in all of the field's disciplines. In this case, the HR manager is expected to assume responsibility for employee relations. Likewise, employee relations specialists who are extremely proficient in every HR discipline can reasonably anticipate promotion to a human resources manager role given their well-rounded knowledge and expertise in all HR disciplines.
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My idea for the first question.
Employees are the assets of the Company so we should concentrate on their welfare and their job satisfaction level.Every employee will think that if they have a problem in their work or with any issues with the colleague or with senior management they suddenly have a thinking that HR will understand our problem and help us. So HR having such kind of preferences from employees. Therefore a HR must know the various operations of the company and the workflow of the employees and he/she should take a visit weekly once to all departments and should get feedback from the employees about their experience, problems and others positives and negatives in their company. HR also can form a whatsap group for each department and can send a questionnaire to them to understand their status of mind through their reply.
Whenever an employee come to Hr for any query he/she should help them, it creates a trust and bonding among the employees and hr.
Practically speaking, I have seen MD of company sitting and discussing with every staff at least twice a week. Having Lunch at least once a week or in fifteen days with out fail.
He also ensures that no employee goes unheard and unhurt from his office premises.
He also ensure that his family and children"s well being is inquired and helped accordingly.
He make sure that all seniors in his Office do exactly what he does , for their own departments.
Stand for his employees if they land into problems because of official task assigned to them.
And last but not the least he make sure that long term benefits of employees are layed out and fulfilled in time so that there is environment of faith and trust being spread.
And all this is all going to happen when there is specific ground discipline is being meticulously followed and respect of every member is being retained and maintained.
The company I have seen growing from scratch to a turnover of more than 100 cr with many of the employees being there in the company for more than 12 Plus Years.
Approach and attitude matters. Positivism goes a long way and commitment pays.