Managing "Management - Employee" relationship

HRM TO ACT WITH VERSATILE SKILLS

HRM (HUMAN RESOURCE MANAGEMENT) is the key functional area with respect to understand employee relations in any Organisation. Today concepts are changing and to handle employee’s adamant attitude, HR department faces many practical difficulties.

Organisation behavior theory has, however been made available to understand skills of managing employees but certain attitudinal and functional misconducts are managed by taking quick and on – the - spot decisions as experienced by many HR managers who believe in adapting flexible options at times.

Employee relations are to be managed in two different ways, i.e. by handling an individual employee and by managing group of employees. Handling group of employees with their obstinate attitude is crucial and delegate issue and needs extra care with effective dialogues between Management and group.

There are many types of employees e.g. Unproductive, Low quality, Uncommunicative or Shy employees,

Absent employee, easily distracted, Overpowering, Unmotivated, Angry and / or employees with personal

problems or Addictions. Therefore to manage these types of employees every Organisation requires

effective and successful Employee Management (EM) to keep them happier.

HR department indeed is required to act with versatile skills to manage cordial relationship and also to handle in complicated situation.

Advance preparation as required to maintain synchronization in relationship;-

§         Good organizational culture to cultivate from beginning to ensure harmony in Employees relationship.

§         To develop trust between Management and its Employees.

§         To study and review attitudes, Emotions, Perceptions and work style from time to time.

§         To provide needed training and the resources to support Employees to accomplish their tasks.

§         To provide or create opportunities to Employees for achievements.

§         To maintain high level of cooperation and interaction.

The most important job of HR department is to manage resistance to change because an organizational change represents ambiguity and uncertainty. Therefore Management has to assess proper climate for change. Management needs to approach appropriately by communicating and providing adequate support to Employees during the time the change is being implemented.

Apart from this managing egoism is also one of the vital parts to have better Employee relationship. By managing management’s ego we find following positive outcome which supports strongly to strengthen the relationship between Management and Employees;-

§         Manager keeps all staff well informed because they need to know, to do their job properly.

§         Manager shows full confidence in his / her staff, because they need to understand their own values and competency within themselves.

§         Manager confirms active participation of staff members and gets opinions and suggestions off and on.

§          Manager ensures appropriate comments as and when required as staff deserves praise of areas where they need to improve. (Recognitions and appreciations must be well placed as normal activity of the department.)

§         Manager confirms the communication of policies and other rules and regulations correctly and clearly so as to avoid any ambiguity that may lead to further complications.

We end up with this strong point that in most of the cases large multifaceted experience of HR staff helps in providing easy solutions in the difficult situations. And therefore the top management has to make sure about the suitability of the person being selected for the post of HEAD-HR with respect to the capability and experience. More over high turn over in HR department may cost heavily to the organisation as there would be no balance equation between employees and HR staff and in turn Management.

Best of luck - Ashutosh

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