Amalgamation between Employer and Employee – Employee Relations

Employee relations has replaced industrial relations as the term for defining the relationship between employers and employees. Today, employee relations (ER) is seen as focusing on both individual and collective relationships in the workplace, with an increasing emphasis on helping line managers establish trust-based relationships with employees. A positive climate of employee relations - with high levels of employee involvement, commitment and engagement - can improve business outcomes as well as contribute to employees' well-being. (CIPD, 2017 Apr 24)

Both employer and employee have expectations. Employer expects that the all employees should work to achieve organizational goals with the organization policy and procedures. Also employees expects organization will treat them fairly, consistently and also will look after them in such conditions that includes their employment agreement. In MAS Holdings the company believe that all employees should have same facilities and they are working with the term which is “Facilities beyond expectations” to treat employees as stakeholders. The Trust between employer and employee is a significant fact in employee relations as level of trust within and between groups can change relationship in the work place and it is easy to violate, damage or lose the trust but it is difficult to build trust as trust can both evolve and dissolve as relationship change. (Skinner & Searle, 2011) The trust enrich the psychological contract which defined as the relationship between employer and employee where there are unwritten mutual expectations for each side. (Wikipedia, 2017) Further work engagement, job involvement and organization commitment has core relationship when building a strong ER.

 

A quality ER results in employees by mitigating employee’s dissatisfaction such as absenteeism, employee turnover, working to rule etc. improves employee loyalty within the organization. Also the organization getting benefits such as improving business outcome, cost effectiveness etc. (Leat, 2012)

Bibliography

1.CIPD, (2017). CIPD. [Online]
Available at: https://www.cipd.co.uk/knowledge/fundamentals/relations/employees/factsheet
[Accessed 14 November 2017].

2.Leat, M. (2012). Exploring Emlpoyee Relations. Oxford: Butterworth-Heinemann.

3.Skinner, D. & Searle, R. (2011). Trust and Human Resource Management. Chelthenham: Edward Elgar Publishing.

4.Wikipedia, (2017). Wikipedia. [Online]
Available at: https://en.wikipedia.org/wiki/Psychological_contract
[Accessed 14 Nov 2017].