Employee relations, also called industrial relations, is the interaction among three main parties: the employer and its representatives, the employees and their representatives, including the trade unions, and the state or federal government, mostly represented by existing laws and the tribunals where cases or complaints are heard.
Managing these interactions and sometimes conflicts brought about by the different views and sometimes contrasting needs of these stakeholders which include the government, employer associations, unions, individual employees and more are the main tasks involved in employment relations (ER).
The main goals when managing employee relations and their employment contract are to effectively balance corporate management and meeting the needs of the employees and to gain commitment from the employees and as well as optimum levels of performance, all of which, of course, would bring benefits to the employees and the company.
Obviously, a successful enterprise would require managing employment relations well in order to build a productive and positive work environment. And to be able to bring clarity and be effective in handling the processes involved, the team that’s handling employment relations should be at the very least up to date with the prevailing laws and practices that affect the company.
Examining and studying well the concepts, practices, policies, and strategies is key to effectively managing employment relations. Here are some concepts and skills that need to be mastered.
* The basic concepts and the nature of ER
* Learning to make a critical analysis of the frameworks and theories of ER as well as gaining an understanding of the practical value.
* Getting a handle on industrial conflict, knowing how to measure and analyze the level and knowing the state-derived controls and other forces that affect outcomes of industrial conflict.
* Learning the dynamics at work between management and employee that affect ER.
* Examining how the dynamics mentioned earlier are affected and regulated by external institutions.
* Analyzing the basic concepts of employee voice, representation, consultation and trade unions.
* Gaining a deeper understanding of the role of the government or the state and its laws – Australia’s regulation framework, employment laws, Commonwealth laws, state laws, the Federal System, the Fair Work Act, and Constitutional arrangements, to name a few – and how they affect industrial relations.
* How international conventions, other regulations and laws and international standards could change these dynamics.
* Developing a number of techniques for employment relations research.
* With ER issues in mind, learning how to effectively hire people
* Learning how to develop employees to reach their maximum potential.
* Knowing how to effectively manage employee performance as it relates to ER.
* Developing skills to effectively reward members of the workforce.
* Skillfully navigating the processes and outcomes of negotiations and enterprise bargaining.
* Gaining a deeper understanding of how to handle occupational health and safety.
* Managing employee relations also requires developing skills to handle issues that could lead to complaints of unlawful or unfair dismissal; as well developing the skills to find and apply the remedies to such situations.
0 comments:
Post a Comment