Process and Evaluation in Employee Relations Discussion 2022

Running head: EMPLOYEE RELATIONS
Process and Evaluation in Employee Relations
Name of the Student
Name of the University
Author’s Note:

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EMPLOYEE RELATIONS
1. Introduction
HR or human resource management could be referred to as the distinct strategic
approach towards an effective management of different individuals within an organization, in
such a manner that they help their organization to obtain distinct competitive advantages
(Griffin, Bryant and Koerber 2015). The main purpose of this HRM within any company is to
make sure that the respective business comprises of the core capability of achieving success
through people. The HR professionals eventually control the human capital of the respective
organization and then emphasize on successful implementation of processes and policies. The
following essay outlines a brief discussion on importance of employee relations professionals
within a company for proper consideration of both best practices and best fit towards gaining of
different advantages of human resource.
2. Discussion
2.1 Importance of Employee Relations in an Organization
Employee relations could be stated as the business efforts for management of different
relationships amongst employees and employers (Jennings, McCarthy and Undy 2017). The
organization with a proper program for employee relations is responsible for providing a
constant as well as fair treatment to each and every employee, so they would be committed to
the jobs and remain loyal to the respective company. These distinct programs even comprise of
the objective of stopping and determining different problems that arise from various work
situations (Larsen and Navrbjerg 2015). Such types of programs of employee relations are the
major parts of human resource strategies that are being designed for ensuring that the most
efficient utilization of individuals for accomplishment of the organizational mission and vision.
The HR strategies are few measured plans that the organizations use to help them gain and
maintain a competitive edge within the existing place. Various programs of employee relations
over different issues impacting employees such as pay and benefits, supporting to the balance
of work and life and even safer working condition (Xi, Zhao and Xu 2017).
One of the most significant and important methods for a company for ensuring good
employee relations would be adopting a distinct HR strategy for placing a higher value over the
staff as stakeholders within the respective business (Thunnissen 2016). These stakeholders are
distinct individuals, who are highly committed, financially supportive to a business would be
impacted by the success or failure factors. As soon as the employees are being treated more
than the respective paid labors, however as actual stakeholders with the distinct power for

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EMPLOYEE RELATIONS
affecting results would be feeling more valued for the respective job. A proper program of
employee relations initiates with the clearly written policies and these policies are responsible
for describing the organizational philosophy, procedures and rules for addressing employee
related issues as well as solving problems within their work place (Ghaly, Dang and
Stathopoulos 2015). Several organizations comprise one or more representatives of employee
relations, individuals who work within the HR department for ensuring that the organizational
policies are followed consistently and fairly.
2.2 Reason of Employee Relations Professionals for considering both Best Practice and
Best Fit to gain HR Advantages
Human resource is being designed for the core purpose of maximization of overall
employee performances within the service of the strategic objectives of the respective employer
(Koca-Helvaci 2015). Such distinct management is mainly concerned with the overall people
management in a company, for focusing on various systems and policies. The departments of
human resource are significantly responsible for overseeing designing of employee advantages,
recruitment and selection of staff, proper training and development as well as reward
management. It even concerns with the organizational change as well as different types of
employee relations after checking the balance from collective bargaining or governmental laws
and regulations (Wok and Hashim 2015).
The professionals of employee relations should consider the best practices and best fit
in an organization for ensuring that they are able to gain different types of human resource
advantages. One of the major reasons for such consideration is that communication amongst
the employees is needed to be considered on top priority (Fu et al. 2015). The strategies for
proper employee relations could take up several formations and also differ by a distinct number
of factors like leadership attributes, company size, location and industry. The employee relations
professionals have to ensure that the best fit and best practices are included in the organization,
so that maximum benefits are gained under every circumstance. This is possible with proper
communication with the employees for ensuring that management plans and ideas are well
executed without any complexity or issue (Ngui 2016). The employees must feel as their
respective opinions, concerns and feelings for the managers.
The best fit the best practices affect team training strategies and futuristic recruitment
strategies. These types of employees and strategies are responsible for bringing out maximum
profit that can create proper working environments and increment overall productivity (Zheng et
al. 2015). Proper evaluations are helpful for the organization in establishment of the employees