Enhancing dignity and maturity in the workplace
Enhancing dignity and maturity is crucial in today's fast-evolving business climate, where performance, productivity, and profits shape the norms of new-age labor relations. There are noticeable changes in the behavior, thought process, and approach of present-day employees, reflecting impatience and frustration due to increasing disparity between classes. The physical and behavioral traits of internal stakeholders significantly impact organizational strategies regarding employee relations.
The importance of a harmonious employee relationship environment
The importance of a harmonious employee relationship environment for organizations is unquestionable. The challenge lies in creating a progressive work environment that fosters enhanced integration of the workforce. Even more critical is nurturing this relationship with the tech-savvy new-age workforce, which is vastly different from the previous generation. To address this, understanding the disparities between business realities and employees' perceptions and expectations is essential. This dynamic often contains self-contradictions.
Challenges with temp and outsourced employees
Business complexities have led to a substantial number of temp/outsourced employees, forming a significant portion of the workforce, which can create a sense of job insecurity. Despite facing low wages and differential treatment, organizations still expect high levels of engagement, bonding, motivation, and loyalty from such employees. The feasibility of this expectation remains a lingering question.
The evolving mindset of younger employees
Younger employees tend to avoid relying on third parties like unions or the government, preferring to resolve issues internally within the organization. However, external political influences or management policies can sway their decisions. The recent formation of IT/ITES workforce unions exemplifies the evolving mindset of the new-age workforce. As frustration mounts, self-control wanes, potentially leading to disruptive actions.
Managing new-age labor relations
Managing new-age labor relations demands HR to shift from conventional disciplinary approaches to a more pragmatic and balanced strategy. This approach focuses on compliance, ethical governance, and power balance. A solid employee relations framework stems from effective people policies that acknowledge individual contributions to business growth, thus enhancing dignity and respect. HR professionals play a crucial role in guiding younger employees towards a mature understanding of business realities while balancing rights and responsibilities.
Insights from industry experts
The May 2018 issue features a cover story on this theme, offering insights and experiences from industry experts well-versed in effective employee relations. BM has successfully engaged with these professionals to share their expertise for the benefit of the next generation of HR practitioners.
Regards,
Anil Kaushik
Business Manager - HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) India
Mobile: [Phone Number Removed For Privacy-Reasons], [Phone Number Removed For Privacy-Reasons]
WhatsApp: [Phone Number Removed For Privacy-Reasons]
Website: http://www.businessmanager.in
**Location**: Delhi, India
business manager hr magazine, City-India-Delhi, labor relations, work environment, hr magazine, employee relations, Country-India,
From India, Delhi
Acknowledge(1)
Amend(0)
181Enhancing dignity and maturity is crucial in today's fast-evolving business climate, where performance, productivity, and profits shape the norms of new-age labor relations. There are noticeable changes in the behavior, thought process, and approach of present-day employees, reflecting impatience and frustration due to increasing disparity between classes. The physical and behavioral traits of internal stakeholders significantly impact organizational strategies regarding employee relations.
The importance of a harmonious employee relationship environment
The importance of a harmonious employee relationship environment for organizations is unquestionable. The challenge lies in creating a progressive work environment that fosters enhanced integration of the workforce. Even more critical is nurturing this relationship with the tech-savvy new-age workforce, which is vastly different from the previous generation. To address this, understanding the disparities between business realities and employees' perceptions and expectations is essential. This dynamic often contains self-contradictions.
Challenges with temp and outsourced employees
Business complexities have led to a substantial number of temp/outsourced employees, forming a significant portion of the workforce, which can create a sense of job insecurity. Despite facing low wages and differential treatment, organizations still expect high levels of engagement, bonding, motivation, and loyalty from such employees. The feasibility of this expectation remains a lingering question.
The evolving mindset of younger employees
Younger employees tend to avoid relying on third parties like unions or the government, preferring to resolve issues internally within the organization. However, external political influences or management policies can sway their decisions. The recent formation of IT/ITES workforce unions exemplifies the evolving mindset of the new-age workforce. As frustration mounts, self-control wanes, potentially leading to disruptive actions.
Managing new-age labor relations
Managing new-age labor relations demands HR to shift from conventional disciplinary approaches to a more pragmatic and balanced strategy. This approach focuses on compliance, ethical governance, and power balance. A solid employee relations framework stems from effective people policies that acknowledge individual contributions to business growth, thus enhancing dignity and respect. HR professionals play a crucial role in guiding younger employees towards a mature understanding of business realities while balancing rights and responsibilities.
Insights from industry experts
The May 2018 issue features a cover story on this theme, offering insights and experiences from industry experts well-versed in effective employee relations. BM has successfully engaged with these professionals to share their expertise for the benefit of the next generation of HR practitioners.
Regards,
Anil Kaushik
Business Manager - HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) India
Mobile: [Phone Number Removed For Privacy-Reasons], [Phone Number Removed For Privacy-Reasons]
WhatsApp: [Phone Number Removed For Privacy-Reasons]
Website: http://www.businessmanager.in
**Location**: Delhi, India
business manager hr magazine, City-India-Delhi, labor relations, work environment, hr magazine, employee relations, Country-India,
From India, Delhi
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
HR Manual (Employee Hand Book).doc
Employee-engage ment.prn_190.pd f