Employee elation Plan
The first question that has to be considered is the objective of any employee relations program. This is generally listed out in a document that is circulated among all the staff as they are supposed to follow it. This involves certain laws, regulations and case laws, and has to be viewed as governing the policy of the organization including the required management delegations for the administration of the employee relations program. In general this defines the policy through which management officials along with the employee relations staff are expected to follow and the actions they are expected to take for ensuring the correct performance or resolve conduct problems among the employees. (Employee elations Program) One of the biggest problems of today is regarding harassing, violent and/or threatening behavior in the work environment. This has become a major problem in the American workplace today.
Employee relations belong to employer-employee relationships that give satisfactory productivity, motivation, and self-confidence. Employee relations are involved with preventing and resolving problems related to individuals that occur or change work situations. Supervisors are given advice on how to correct poor performance and employee misconduct (Gennard, 2005). On the other hand, employees are given information on how to promote a better understanding of the company's goals and policies. For this paper we have chosen Tesco plc and its employee relationship. Tesco plc is the largest global grocery store based in UK. This is the second largest retailer in the world when measured in terms of benefits and third when measured in terms of income. The company has employed more than 326,000 employees around the world where 237,000 of them in Europe where it has its largest private employer.
Strategy Integrating Job Performance and Training
Job Performance and training forms the vital element of…...
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References
Gennard, John Graham Judge. (2005). Employee Relations. London: The Chartered Institute of Personnel and Development.
Hollinshead, Graham, Peter Nicholls Stephanie Tailby. (2003). Employee Relations. Upper Saddle River, NJ: Prentice Hall.
Lewis, Philip, Adrian Thornhill Mark Saunders. (2003). Employee Relations. London: Financial Times/Prentice Hall.
Roger W. Griffeth and Peter W. Hom, (2001). Retaining Valued Employees, Sage Publications, Inc., Thousand Oaks, CA, p. 2.
Employee Relations Financial Crisis
Managing Employee Relations in the Event of a Financial Crisis
A Look into Management can Effectively Navigate through Adverse Conditions
Austerity Protests (Dowling, 2012)
Employee relations can often be a difficult aspect of maintaining the overall health of an organization. In general, employee relations often refer to the act of fostering productivity, motivation, and employee morale in an organizations human resources pool. However, there are some circumstances in which it is virtually impossible to maintain high levels of morale. One example of this is during a period of economic turmoil. During the global financial crisis of 2008, the world's economy took a sharp turn for the worse. This economic downturn had many implications for businesses and their employees. The level of unemployment rose quickly in many nations and pressure was also applied to lower employee wages.
In the event of such an economic downturn, it is difficult to maintain high levels…...
Employee Relations
The field of employee relations encompasses the entire spectrum of the relationship between employing organisations and their employees. It rough chronological order, modern employee relations is a fully comprehensive process that includes the functions and responsibilities of recruitment, hiring, new-hire orientation, employment benefits management, promotion of organisational culture and ethical values, personnel management, change management, employee motivation, performance appraisal and review, career advancement, conflict resolution, policy enforcement, legal compliance, retirement, voluntary departure, involuntary termination, and post-employment benefits management (Robbins & Judge, 2009). More broadly, the field of employee relations also impacts the political, economic, social, and technological organisational environment (PEST). That is particularly true in connection with legal compliance with employment laws and environmental regulations, the economic prospects for organisational growth, business cycles that inform hiring and personnel management decisions, the economic considerations dictated by inflation interest, and income patterns, and numerous social or socio-cultural factors (Russell-alling, 2008).…...
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Works Cited
George, J.M. And Jones, G.R. (2008). Understanding and Managing Organizational
Behavior. Upper Saddle River, NJ: Prentice Hall.
Halbert, T. And Ingulli, E. (2009). Law & Ethics in the Business Environment. Cincinnati,
Employee Privacy Torts
Issues relating to employee privacy have been at the forefront of businesses for many years. This has been fuelled by the dynamic workplace which changes constantly and also by employees and employers being more litigation-conscious. Technology has also spurred on employee privacy issues with e-mail and the internet being related to heightened concerns about vulnerability of employers to litigation. Many employers have thus exacerbated their concerns relating to employee privacy and especially monitoring of employee behavior. Employee privacy is respected in many of the large corporations. However, there still exist some breaches in employee privacy. Small business owners are at most risk as a result of their increased monitoring practices and close employer-employee interaction.
Historical background
oberson v. ochester Folding Box Company
One of the major cases that brought employee privacy to the limelight was oberson v. ochester Folding Box Company
Franklin Mills Co. decided to appeal the decision. The appellate found…...
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References
Anderson v. City of Philadelphia, 845 F. 2d 1216 (1988).
Borse v. Piece Goods Shop, 963 F.2d 611 (1991).
Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1988).
City of Ontario v. Quon, 130 S.Ct. 2619, 560 U.S. (2010).
On the other hand, the comparative value of the real-time presentation must be considered in relation to the potential technical issues involved. Specifically, whereas pre-recorded presentations and self-directed learning online training programs can be tested and perfected in advance to ensure there are no technical problems with delivery, that is not necessarily the case with real-time presentations, especially those involving two-way communications. No matter how much preparation and troubleshooting is conducted in advance, live two-way presentations are notoriously susceptible to technical problems that can interfere with planning and lesson delivery. Moreover, the more computer terminals and office locations involved, the greater that potential for difficulties in execution.
Anticipated Problems
Beyond technical delivery-of-training issues, other anticipated potential problems associated with online employee training include lower levels of individual engagement and reduced opportunity for meaningful interpersonal exchanges. In that regard, even the best corporate instructors cannot implement all of the same teaching techniques across…...
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References
Leader-Chivee, L., Booz Allen, H., and Cowan, E. "Networking the Way to Success: Online Social Networks for Workplace and Competitive Advantage." Journal of People & Strategy. Vol. 31, No. 3 (2008): 27 -- 45.
Robbins, S.P. And Judge, T.A. (2009). Organizational Behavior. Upper Saddle River,
NJ: Prentice Hall.
Stevens, B. "Corporate Ethical Codes: Effective Instruments for Influencing Behavior."
Employee Satisfaction with a Company's Review Process
The following research examines the reason for a decline in employee satisfaction regarding the review process at XYZ, Inc. The results of the survey revealed that sample biases may have confounded the results and that the survey will have to be re-administered to reflect the true attitudes and results of the preliminary research leading up to the current survey. The result showed a high degree of satisfaction with the quality and quantity of management feedback. The results of this survey are inconclusive and further research will need to be conducted to eliminate the possible effects of sample bias.
Delimitations (See Leedy)
Premise
Hypothesis
Research question(s)
Evaluation Objective
Development Objectives
Participants
Researcher
Survey Group(s)
Assistants
Site contact
Timeline
Chapter II
A. Literature Review
B. Introduction
C. General Management Issues
D. Project Related Issues
E. Conclusions
F. Definition of Terms
G. References
H. Project Submission
Chapter III
A. Proposal
B. Introduction
C. Population
D. Sampling
E. Variables and Measures Used
F. Data Collection
G.
Data Analysis Procedures
H. Alternative Methodology (see last page of Chapter III)
Employee Customer Service Training
New Employee Customer Service Training Plan
Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies.
The employees of an organization act like the 'driving force' which can either lead the organization towards success or can turn out to be the cause of its failure. A company's progress not only depends on an employee's individual performance but the way these employees communicate with the customers has its own significance. Thus, in order to run a successful organization, it is quite essential to monitor the correlation between the outcomes and the employees' input on a regular basis. To ensure employees' effectiveness, organizations usually remain concerned about training their employees.
Training means a methodical intentional process of changing behavior of organizational members in a direction which contributes to organizational effectiveness. (Hinrichs, 1976).
However,…...
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Bibliography
Eisenberger, R., Rhoades, L. & Cameron, J. (1999). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality and Social Psychology, 77, 1026-1040.
Gerow, J.R. (1997). Psychology -- An Introduction. 5th Edition. New York: Longman.
Hinrichs, J.R. (1976). Personnel training. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology. Skokie, IL: Rand MsNally.
Miller & Osinski (1996). Training Needs Assessment. Retrieved November 18,
Integrate the elevant Information Found Both In Organizations Today and in esearch
Human resource management HM is considered to be an integral part of any organization to make it run effectively and efficiently. Fundamentally, the principal objective of HM is to upsurge the economic profitability from employees through making them organized in a productive, inventive and powered force (Price 2007, p.31).
H function includes many activities like planning, recruitment and appraisal (Pulignano, 2010). But this paper will only focus on the employee relations, with certain details about conflict resolution. The objective of this paper is to familiarize the reader to the critical concerns in conflict management. To attain this objective, employees' relations will be highlighted from H point-of-view, which will eventually reveal various levels of conflicts taking place in an organization. Different methods and disputes will be discussed which are adopted by H managers to solve employee alterations. The role of trade…...
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References
Alasheev, S., 2005. Informal Relations in the Process of Production, in CLARKE, S., ed. "Management and Industry in Russia: Formal and Informal Relations in the Russian Industrial Enterprise." Cheltenham: Edward Elgar.
Demirbas, D., and Yukhanaev, A. (2011). Independence of board of directors, employee relation and harmonisation of corporate governance: Empirical evidence from Russian listed companies. Volume 33 issue 4, (pp. 444-471)
Gospel, H. And palmer, G., 1993. British Industrial Relations. 2nd ed. London: Routledge.
Hardy, J. And Kozek, W. 2011.Changing workplace relations in foreign investment firms in Poland, Volume 33 issue 4, (pp. 375-394)
Employee elations
Exploring the elationship between the State and Employee elations
Employee relations encompass a wide scope of workplace environment aspects so that employees are protected and provided for. Essentially, employee relations involve all aspects of dealing with people within the workplace. This can include job regulation, hiring, discipline, but also managing employee relations so that the organization flows smoothly with competent employees (Bray et al., 2005). I, as stemming from a pluralist approach, deems that state involvement only restricts the natural power struggle in employee relations that allows the changing needs of employees to be best represented. On the other hand, a unitarist approach can help secure protection from exploitation for developing nations or countries trying to recover from economic hardships. Thus, it is ultimately appropriate to take on a blended approach regarding state involvement; one which is flexible enough to work with both approaches when necessary as it adapts…...
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References
Ackers, Peter & Wilkinson, Adrian. (2005). British industrial relations paradigm: A critical outline history and prognosis. The Journal of Industrial Relations, 47(4), 443-456.
employee handbook addressing the issue of workplace equity and nondiscrimination in a health care organization. The essay includes various issues related to the non-discrimination laws and the benefits of implementation of anti-discrimination laws.
An employee handbook is a manual for employees and works as a staff handbook which is drafted by the employer. Employee handbook contains policies and procedures for the employees. It has all the terms and conditions of employment. The main purpose of an employee handbook is to communicate to the employees the fair and just policies of an organization. An employee handbook of different organizations will have different details because of the varying nature of the business carried out by the organization however the main purpose of the handbook will remain the same. An employee handbook for a health care organization will have their own set of policies and procedures.
An employee handbook for a health care organization…...
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References:
Papa, Michael J.; Tom D. Daniels, Barry K. Spiker (2007). Organizational Communication: Perspectives and Trends (5 ed.). SAGE
Trentham, Susan; Laurie Larwood (1998). "Gender Discrimination and the Workplace: An Examination of Rational Bias Theory." Sex Roles 38 (112) [HIDDEN]
Wadhwa, Vivek (6 June 2006). "The True Cost of Discrimination." BusinessWeek Online.
The Economics of Discrimination, Robert P. Murphy, Library of Economics, AUGUST 2, 2010
Human Factors and Interior Space Design
The objective of this work in writing is to summarize the article entitled "The Relation of Human Factors and Interior Space Design." This article begins by noting the importance of the human having tools that fit them well and that this was realized early in the development of the human species. Specifically, this article notes that Australopithecus Prometheus "selected pebble tools and made scoops from antelope bones in a clear display of selecting/creating objects to make tasks easier to accomplish." (p.3) Over the centuries there was improvement in the effectiveness of the tools as discovered by anthropologists and archaeologists including tools such as hammers, plows and axes. During the Industrial Revolution, more advanced machines were developed that assisted man with his work including such as the spinning Jenny and the rolling mills.
The methodology utilized in the study under review is reported to have been…...
size is an important consideration with regards to data collection for statistical analysis in a study. Sample size plays an important role in a research process since the identification of a suitable sample size for statistical analysis is crucial towards generating accurate results. Actually, the determination of sample size is closely linked to statistical estimation or determination. The significance of sample size is partly attributable to its relation to confidence intervals. The link between sample size and confidence intervals is that confidence intervals provide the probable range of a sample mean or proportion from the actual mean/proportion found in the study population. This allows the researcher to estimate the accuracy of findings or results generated from the sample in comparison with the true population. Moreover, sample size affects the margin of error or confidence levels though the actual size of the population does not influence margin of error (Johnson…...
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References
Clark, P.F. & Clark, D.A. (2006). Union Strategies for Improving Patient Care: The Key to Nurse Unionism. Labor Studies Journal, 31(1), 51-70.
Privacy in the Workplace
The importance of privacy has risen over the years and its handling has become extremely crucial lately. Defaulting organisations have been faced with serious legal actions and thus, companies have taken a higher interest in the conversations of their workforce. However, this effort of the employer aimed at monitoring the activities of workers isn't as smooth as it should be due to the right of the employee to personal privacy.
The right of the workers to workplace privacy has caused several court cases recently, mostly due to the digital revolution of business communication i.e. emails, memos etc. Technological developments have made it possible for all form of digital communication as well as Internet use in the workplace to be placed under surveillance. Although employees have their reservations about this, the employers are protected by the law. However, other actions of the workers like confidential discussions and their private…...
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Bibliography
Cox, S., Goette, T., & Young, D. (2005). Workplace Surveillance and Employee Privacy: Implementing an Effective Computer Use Policy. Communications of the IIMA.
Muhl, C., (2003). Workplace e-mail and Internet use; employees and employers beware. Monthly Labor Review. 2, 36-45.
If the economic/machine and affective/affiliation models are combined then the result would resemble the growth-open system theory of motivation (Cordner, 2013). The term 'open' in this model is meant to imply employees are influenced by their environment, including the environmental factors existing outside the workplace. The term 'growth' indicates that individuals will transition through several levels of need fulfillment depending on whether more basic needs have been met. This 'needs' hierarchy is based on the work of the psychologist Maslow, who proposed the first needs that must be fulfilled are the most basic, such as food, clothing, and shelter. If these needs are being met then an individual will next seek to protect themselves from threats to their physical and psychological health. The subsequent levels, according to Maslow, would be social needs, feeling valued and personal fulfillment, in that order. Since most police officers earn enough to meet their basic…...
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References
Cordner, G.W. (2013). Police Administration (8th ed.). New York: Anderson Publishing.
Topic Idea 1: The Impact of Employee Retention on Organizational Performance
Explore the positive correlation between employee retention and key business outcomes, such as productivity, profitability, and customer satisfaction. Analyze how high turnover rates can lead to financial losses, operational inefficiencies, and reputation damage. Discuss the importance of identifying and addressing the root causes of employee turnover to improve retention.
Topic Idea 2: Strategies for Enhancing Employee Retention in the Digital Age
Examine the challenges posed by the changing nature of work and technology in retaining employees. Evaluate the effectiveness of strategies such as flexible work arrangements, remote work options, and....
1. The Role of Communication in Crisis Management 2. The Importance of Preparing a Crisis Management Plan 3. Case Study: Successfully Managing a Crisis in a Business or Organization 4. Crisis Management in the Digital Age: How Social Media Impacts Response 5. Ethical Considerations in Crisis Management 6. The Psychological Impact of Crisis on Individuals and Organizations 7. Lessons Learned from Failed Crisis Management Strategies 8. Crisis Management in Healthcare: Addressing Pandemics and Natural Disasters 9. Crisis Management in Government: Balancing Transparency and Security 10. Crisis Management in Public Relations: Rebuilding Trust and Reputation after a Crisis.
11. Crisis Management in the....
I. Introduction A. Introduce the case study of Summit Financial B. Explain the role of a Human Resource Specialist at Summit Financial
II. Background A. Provide an overview of Summit Financial B. Describe the current challenges faced by the company
III. Human Resource Specialist's Responsibilities A. Recruitment and selection process B. Training and development programs C. Performance management D. Employee relations
IV. Analysis of the Case Study A. Identify the key issues faced by Summit Financial B. Evaluate the effectiveness of the current HR practices in addressing these issues
V. Recommendations A. Suggest strategies for improving recruitment and selection process B. Propose methods for....
Remote working, a modern work arrangement where employees work outside of traditional office settings, has prompted discussions regarding its impact on the duties and responsibilities employees owe to their employers. This essay will explore the nuances of this issue, examining the potential effects of remote working on employees' obligations and considering how changing work environments may influence the employer-employee relationship.
Remote working offers numerous benefits for both employees and employers, including increased flexibility, enhanced work-life balance, and potential cost savings. However, it also presents challenges that require careful consideration. One such challenge is the potential impact on employees' duties towards their....
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