Employee Relations and Its Effects on Employee Productivity
CHAPTER ONE
Aim and Objectives of the Study
The aim of this study is to assess the impact of good employee relation on employee performance. The specific objectives are;
- To understand the importance of employee relations.
- To identify the factors related to employee relations.
- To analyze the impact of employee relations on employee performance.
- To establish the extent to which employee relations has improved employees’ performance.
CHAPTER TWO
LITERATURE REVIEW
This chapter presents a review of the literature related to the purpose of the study. The chapter aims at the critical points of current knowledge to convey the knowledge and ideas that have been established, and what their strengths and weaknesses are with regards to the study. The literature review is based on authoritative and original sources such as journals, articles, books, thesis and dissertations.
Employee Relations is a set of organizational functions and practices that deals with issues related to people as staffing, compensation and benefits, performance management, organization development, health and safety, communication, and administration. Employee Relation Practices are viewed as ambiguous over the past years. Competition forced Employee Relations to perform a strategic role as a business partner instead of adopting ER practices only to take disciplinary actions and advocating employees (Som, 2015).
Michael (2005) quoted in Som (2015) defined that Employee Relations is to manage relationship between employer and employees with ultimate objectivity of achieving optimum level of productivity in terms of goods and services, employee motivation taking preventive measures to resolve problems that affect adversely the working environment. Employee Relation Managers exercise their expertise to provide guidelines to the line managers how to improve performance and behavior of the employees. Employee relation managers provide assistance to the business managers in resolving employee grievances, disputes and legal matters. This is one of the basic responsibility of employee relations department to provide information to internal customers about rules, regulations, policies, goals and targets of the organizations to communicate vision and mission of the Management. Companies provide best quality services enjoy high level of customer retention and comparatively good rate of employee retention. Customers Retention leads to good business and ultimately increases employee retention level. Retention of employees refers to satisfied employees that results loyal customers. Employees are considered as internal customer as they require the same level of satisfaction against their services rendered for the company as the customer of corporate services or corporate products requires.
Employee relations deal its employees as its customer because ER Managers run their day to day business with the help of its employees and for these employees. Satisfied customers exhibit revenue growth and firm’s level of performance. Progressive Employee Relations practices are found behind success of leading organizations. ER practices are commonly known by the traditional titles but it is up to the management that chooses the best fit practices to fulfill the requirements matching to the culture of the organization. Organizations implement Employee Relation Practices to polish skills of its employees which ultimately lead to better organizational performance (Rawashdeh & Al-Adwan, 2012).
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction
This chapter describes the various methods and techniques used in this study for the collection of data, how they are organized and analyzed.
Research Design
Research designs are plans and the procedures for research that span the designs from broad assumptions to detailed methods of data collection and analysis (Creswell, 2011).
This study used a descriptive research design. This design was considered appropriate because it is considered suitable for gathering qualitative information and generating appropriate conclusions with respect to the objectives (Mugenda & Mugenda, 2003).
CHAPTER FOUR
DATA ANALYSIS AND PRESENTATION
Introduction
The study findings are presented to establish employee relations and its effects on employee productivity: A Study of LASUCOM. The data was gathered exclusively from the questionnaire as the research instrument. The questionnaire was designed in line with the objectives of the study.
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
Summary
This study assesses the impact of good employee relation on employee performance. The study identifies the importance, factors, impact of employee relations on employee performance. The study enlightens management of various organisations of the effects of relationship practices between employers and employees. It will also bring out specifically, the employee relations practices which the companies have been able to make available to their employees. It will enable students and academicians to understand the causes, consequences and solution of poor employee relations. The study shows that strong employment relations create a pleasant atmosphere within the work environment, motivation and company rules and expectations are one the major factors related to employee relation.
Conclusion
Employees are among an organization’s most important resources and coined as most valuable assets. The nature and amount of work performed by them have a direct impact on the productivity of an organization. So maintaining healthy employee relations in an organization is a pre-requisite for any organization in order to achieve growth and success. Employee relations is a broad term that incorporates many issues from collective bargaining, negotiations, employment legislation to more recent considerations such as work-life balance, equal opportunities and managing diversity. It comprises of the practices or initiatives for ensuring that Employees are happy and are productive. Employee Relations offers assistance in a variety of ways including employee recognition, policy development and interpretation, and all types of problem solving and dispute resolution. It involves handling the pay–work bargain, dealing with employment practices, terms and conditions of employment, issues arising from employment, providing employees with a voice and communicating with employees. Employee relations is concerned with maintaining employee-employer relation, which contributes to satisfactory productivity, increase in employee morale and motivation.
Recommendations
- Employees should be treated fairly and honestly.
- The relationship between management and employee should be characterised by a concern for equity and justice and this will require the communication of sufficient information about changes and developments.
- Employees’ input should be recognised and valued by the employer.
- Effective communication of work related information should be established effectively to ensure that employee is aware of the work related responsibilities and expectations.\
- Motivation by work recognition should be established to encourage employee to perform consistently and put their best effort in work.
Further studies should be carried on work environment not only involves the ambience created by organisation but also co-workers. Management systems employees described their co-workers as pleasant and co-operative. The study should also focus on feedback and guidance from superiors – keeps employees on track regarding job targets they have achieved, whether they have achieved in time or not, what the organisation expects from them and how they can attain mutual benefits and make the studies to encourage employee opinion.
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