The need for the Employment Relations

HRM

HRM 1
The need for the Employment Relations professionals to consider both best practice
and the best fit in gaining HR advantage
The employment relations professionals are required to consider best practices in order to
attain a competitive advantage. The typical professionals manage the relationship between
managers and employees. A perfect employment relation professional makes sure that all
the employees are treated fairly, assists to reinforce the relationships between managers
and employees. The HR professional even assists to remediate complications which are
apparent between them. It is critical to have a good HR professional in the organization and
it leads to a positive link between employees and managers along with the employee
engagement, motivation, productivity, and high morale. The employment relations officer
concentrates on open communication, recognizing employees, constant feedback and by
investing in the employees. The need for the best practice for the employment relations
professionals for gaining competitive HR advantage is considered due to the following
points:
Safe, healthy and content workplace: The HR professionals are required to create a
harmless, healthy and content workplace in order to make sure that employees sense safe
at work and continue with the association for a long time. This practice is possible by
capturing the thoughts of the employees through regular surveys. The safe and healthy
workplace has a great role in attaining HR advantage.
Open book management style: The information is shared regarding sales, contracts, new
clients, management objects, employee private data, company policies by the employment
relations professionals to make sure that the personnel is passionate regarding the
corporate as the management. The professional assists in making individuals fascinated in
strategic decisions and to align them to business purposes. The professionals' practice tools
use employee self-service portal and manager online (Hecklau, Galeitzke, Flachs, and Kohl,
2016).
Performance linked Bonuses: The HR professionals make use of the performance-linked
bonuses comprising a variable component in compensation. The compensation can be in
the form of incentive and disillusionment based on administration and communication. The
bonuses are required to be intended in a way that employees comprehend that there is no
pay-out except an organization hits a specific level of productivity. Add on, the norms can be
success of a team and the individual’s enactment. The performance-linked bonuses are
having great role in the retention of employees as well.

HRM 2
360-degree performance management response system: This feedback system implores
feedback from the higher authorities and assistants. It has even incorporated the best
method obtainable for gathering performance response. Every member of the team is liable
for getting the pertinent, positive and productive response (Jabbour, and de Sousa Jabbour,
2016).
Fair evaluation system: The employment relations professionals practice a fair appraisal
system to advance an assessment system. This system will be able to clearly associate
discrete performance to corporate goals and significances. The employees in the association
are necessitated to have precise reporting associations and self-rating should be part of the
assessment procedure as it inspires workers. The assessment becomes rational once it is
grounded on the accomplishment of the employee and is chased over the year. The
employees can be appraised by the upcoming advanced level. If the cross-functional
response is attained by the direct boss from another manager then it adds to the impartiality
of the system (Diaz-Fernandez, Pasamar-Reyes, and Valle-Cabrera, 2017).
Knowledge sharing: A systematic approach should be adopted in order to make sure that
knowledge management assists strategy. The mass knowledge in the records offers
superior access to the information dispatched by the organization or workers on the portals.
The innovative ideas can also be posted on the knowledge sharing daises. Although it
necessitates thorough plans for storing and maintaining the knowledge base (Tweedie, Wild,
Rhodes, and Martinov‐Bennie, 2019).
Focus performers: The practice of focusing on the performers enables to gain HR
advantage. The professionals form profiles of top performers and make it observable by the
intranet of company, display boards and more (May, and Ledgerwood, 2017). It even
inspires other employees to put their greatest and form a modest atmosphere within the
organization.
Open house deliberations and feedback apparatus: It has been noticed that philosophies
decree the world. The successful administrations identify, nurture and implement great
philosophies. The employees are realized to be an extreme source of ideas. The only thing
which can stop abundant ideas being executed in the company is deficiency of the suitable
mechanism to detent ideas. The open house deliberations, employee-management
encounters, recommendation boxes and implements like critical incidents diaries can assist
to recognize and advance talent.