After years of observation and conclusion, this approach to improve enterprise staff management simply by controlling the human resources management process can only technically improve the accuracy of human resources work, but cannot fundamentally solve the problem of antagonism and subordination between enterprises and employees, employees are often relatively indifferent to the emotions of the enterprise, which is the opposite of the wishful expectations of enterprises.
The main objective of modern employee relations management is to enable the company to win a competitive advantage in the competition. Good employee relations can bring benefits such as brand enhancement, winning talent, retaining talent, preventing or reducing employee relations risks, reducing corporate costs and improving management and business efficiency.
Poor employee relations, on the other hand, can result in low employee responsibility, lack of motivation, low productivity, high turnover, constant conflict between staff and management, and labour disputes. In terms of management responsibilities, employee relations management mainly includes labour relations management, employee discipline management, employee interpersonal relationship management, communication management, employee performance management, service and support, employee relations management training and other content.
Harmonious employee relations can be started from the following aspects.
First, establish effective information channels.
Timely and accurate information is the basis for corporate decision-making, is the basis for making accurate judgments about the current state of employee relations and future development trends.
For this reason, enterprises must establish effective information channels, which are manifested in two aspects.
First, a sound human resources information system, the establishment of an effective system to monitor the various business areas of human resources management work, so that process indicators and results indicators and to ensure accurate and timely;.
The second is an informal channel to communicate with employees through occasional interviews, extracting certain representative "gossip" and paying attention to the dynamics of employees' thoughts, especially those of the leaders of informal organisations within the enterprise.
Thirdly, in order to effectively establish a rapid response mechanism for staff relations management, open up information channels and better serve the development of the company and the needs of the staff, a staff service hotline has been set up throughout the company to focus on the needs, enquiries and complaints of the staff in various aspects.
Secondly, good staff relations require leaders with appropriate management skills.
A good manager should have at least three basic skills: technical expertise, relationship management and conceptual design. Management practice shows that relationship management and conceptual design skills become increasingly important as one moves up the management ladder.
Therefore, in order to handle staff relations well and improve the organisation's execution, managers of enterprises should always pay attention to the improvement of their own management skills and qualities in practice, fully grasp the personality characteristics of employees in a complex and changing environment, objectively evaluate the work of employees and guide their psychology and emotions in order to promote the formation of good staff relations.
Third, good staff relations require smooth communication between employees.
In a sense, the essence of management is communication. When there are quarrels, contradictions and conflicts between employees, communication is an effective way to solve problems. Therefore, in dealing with employee relations, enterprise managers can use a variety of measures (such as formal written reports, regular communication meetings, the release of internal publications, the establishment of relevant committees) to enrich the form of communication, enhance mutual understanding and trust between enterprises and employees, in order to better promote the achievement of corporate goals.
Fourth, establish an employee assistance programme.
When employees are most in need of help, enterprises lend a helping hand, which will make all employees feel warm. Firstly, an assistance fund has been established, which comes not only from the profits of the enterprise, but also from the donations of every employee, reflecting the care among employees; secondly, the organisational guarantee of the assistance scheme is clearly defined, as part of the enterprise's responsibilities, and the trade union is responsible for it; thirdly, the assistance criteria are clearly defined, what matters and what people are eligible for what level of assistance; fourthly, the openness of the implementation process of the assistance scheme is ensured Transparent, so that more employees understand the enterprise's care for employees, to ensure that the implementation process of the assistance program is fair and reasonable, and truly serve the purpose of cohesion staff to motivate employees.
Fifthly, it is necessary to deal with serious disciplinary offenders to maintain the seriousness of the system.
According to incomplete statistics, since the implementation of the Labour Contract Law began in 2008, the proportion of labour contracts terminated by companies of various nature nationwide is larger for fighting and stealing, and the proportion of serious breaches of labour discipline in production and at work is still relatively small. This shows that our managers should be brave and good at dealing with people who seriously violate the rules and regulations, so as to deal with one and educate a group of people, and really play the role of supporting the righteousness and braking the bad wind, and maintaining the seriousness of the company system.
It can be said that employee relations management is the most trivial and not easily presented value of human resources management part of the enterprise, but also a variety of functions in the most virtual is also the most real. It can and does make a significant contribution to employee satisfaction and productivity, management performance and talent retention. Especially when it comes to organisational turmoil, redundancies or other difficult issues, employee relations management plays an irreplaceable role and can even be the last line of defence to save a company.