Essay on Processes and Evaluation in Employee Relations (200575)

This essay examines the critical role of employee relations within organizations, emphasizing the strategic importance of human resource management (HRM) in achieving competitive advantages. It defines employee relations as the management of relationships between employees and employers, highlighting the significance of fair treatment, employee commitment, and loyalty. The essay explores how effective employee relations programs, which include clearly written policies, address workplace issues and align with organizational mission and vision. It delves into the necessity for employee relations professionals to consider both best practices and best fit strategies to maximize HRM advantages, such as effective communication, team training, and recruitment. The essay further discusses the impact of demographic changes and employment types on employee relations, emphasizing the importance of selecting the best fit and best practices for all occupations to boost employee performance and create a positive working environment, ultimately leading to organizational success. The essay concludes by reiterating the role of HRM professionals in employee relations, emphasizing their contributions to recruitment, training, and development to maintain positive employee relations.

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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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

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as well as the organization. As a result, the organization gains maximum productivity without
much complexity or issue. Each and every sector of the respective organization requires such
bests practice and best fit, so that human resource advantages are being gained. Moreover, the
organizational strategies are also included in the sector with proper execution of business
processes and operations (Xi, Zhao and Xu 2017).
It does not effect on the industry or size of the organization and such distinct policies and
programs of employee relations are required for every organization. However, these are
extremely important for the client organizations (Ghaly, Dang and Stathopoulos 2015).
Moreover, the labor market demographics are also required to be kept on priority for such
organizational growth and development. There are two processes, which are expected to the
increasingly featuring demographic changes within several organizations. The first and the
foremost process is the population ageing and the second distinct process is the potential
population decline. The professionals of employee relations take up employees from all
demographics, as long as they are providing high productivity and effectiveness in the business
(Jennings, McCarthy and Undy 2017). As a result, maximum productivity is being gained by
them.
Employment type is yet another significant and important factor that is needed to be
considered on top priority. There are several types of employment, which include permanent or
fixed term employees, casual employees, trainees or apprentices, employment agency staff or
the labor hire and finally the contractors or sub contractors or hired employees (Griffin, Bryant
and Koerber 2015). Each and every employee has a major goal to provide maximum
effectiveness and efficiency in the business and hence the professionals of employee relations
do not segregate on the type of employment for their better execution of business processes
and operations. As a result, every employee or staff should provide or show higher
effectiveness under every possible aspect.
The next distinct and important factor that is needed to be considered for understanding
the inclusion of best fit and best practices in the organization is selection of occupation. It should
not be differentiated that the employees are belonging to which distinct occupation or process of
working (Thunnissen 2016). All the occupations in all types of organizations and businesses are
being sorted for selecting the best fit and best practices by the employment relations
professionals. The business owners require the staff, which have distinct capability to get the
work done as employee performance is important to the critical success of the business.

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The business leaders or employment relations professionals require to understand about
the major benefits of employee performances, so that proper methods are being developed for
proper evaluation of employees. It also helps to determine strengths and weaknesses within the
business organization (Larsen and Navrbjerg 2015). With the inclusion of the best fit and best
practices within a company, the organization would be able to achieve different goals and
objectives as well as create a positive working environment. As soon as people are doing their
jobs effectively, the morale in the work place gets increased to a high level and as a result, the
organization would be able to gain maximum effectiveness and efficiency easily and promptly. A
positive working environment is being cultivated after rewarding the high performing employees
with high incentives as well as group recognition through meetings (Koca-Helvaci 2015). It also
boosts up employee motivation to a higher level by the professionals of employee relations.
3. Conclusion
Therefore, from the above discussion, a conclusion can be drawn that human resource
management professionals can easily have specialization in finding, recruitment, training as well
as developing employees, so that it becomes easy to maintain employee relations and benefits.
The professionals of training or development make sure that the employees or staff are well
trained and even consist of continuous development. It is being done by training programs,
reward programs and performance evaluations. Employee relations majorly deal with the
distinct concerns of different staff as soon as policies are being broken like the cases involving
harassment as well as discrimination. The respective HR professionals can work in every
distinct area or be representatives of labor relations working with the unionized employees. The
above provided essay has properly outlined a detailed analysis of employee relations with
relevant description.

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References
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