EMPLOYEE RELATIONS

Presentation by Jillian Nathalie Derit

OUR OBJECTIVE
To know the responsibilities of Business to
Employees and to promote employee welfare
WHAT WE WILL
TALK ABOUT
Employee Relations

Employees as Stakeholders

Responsibilities to Employees

Strategic Implementations of Employee

Relations
EMPLOYEE RELATIONS
The relationship between an employer and its employees is an integral part to
the longevity of any successful company or organization. Employee relations
concerns the building of positive relationships and interactions among
employers and employees, and at a broader level helps foster a sense of
community within an organization.
ULTIMATE GOAL OF EMPLOYEE
RELATIONS
TO CREATE A POSITIVE RELATIONSHIP BETWEEN
EMPLOYERS AND EMPLOYEES THAT LEADS TO AN
INCREASE IN EMPLOYEE RETENTION, HAPPINESS
AND PRODUCTIVITY.
 EMPLOYEE AS STAKEHOLDERS

Company employees are key stakeholders because they create the goods
and services issued by a company, and the quality of their work has a
direct impact on customer support. Employees, in turn, benefit financially
from the company’s continued performance and success. Strategic
management of employees is crucial to a company’s welfare to maintain
product quality and employee confidence.
 VERTICAL AND HORIZONTAL EMPLOYEE
RELATIONS
VERTICAL EMPLOYEE HORIZONTAL EMPLOYEE
RELATIONS RELATIONS

This refers to relationships between an This term encompasses all same-level employee-to-
employee and his or her superiors (e.g., employee relationships, including employees who are
management, executives, administration). working together on a project or employees who are
simply sharing a chat during break time.
 RESPONSIBILITIES TO
EMPLOYEES
ENCOURAGING EMPLOYEE IMPROVING WORKPLACE SETTLING DISPUTES AND
ENGAGEMENT COMMUNICATION CONFLICTS

Community-building activities,
advocacy of a life/work balance,
incentives and rewards, professional
development opportunities—all of
these are some of the things employee
relations departments can do to
encourage employee engagement and
interest
Companies can make or break a good
relationship with an employee over the
quality of communication. A good
employee relations department will
continue to try and improve workplace
communication, whether that means
establishing policies or encouraging
transparent exchanges.
The role of employee relations is to
resolve the conflicts before they start
to spiral and negatively influence
others. This is also true for disputes or
issues the employee has with the
company.
 RESPONSIBILITIES TO
EMPLOYEES
ADDRESSING SEXUAL OVERSEEING HEALTH AND
HARASSMENT AND SAFETY PROCEDURES
BULLYING
The department is then responsible for Employee relations must therefore
investigating the allegation, reaching a promote awareness of any risks,
conclusion and taking any necessary ensure adequate training where
steps to resolve the situation and end necessary and write company-wide
the harassment or bullying. policies in the event of an emergency
HANDLING WAGE
CONCERNS
Wage disputes, requests for a pay raise
and annual reviews or performance
bonuses are typically dealt with or
communicated by the department.
Employee relations is also responsible
for ensuring both employees and the
company are meeting state and federal
wage standards.
 RESPONSIBILITIES TO
EMPLOYEES
CLARIFYING COMPANY CONDUCTING WORKPLACE COMMUNICATING WITH
POLICY INVESTIGATIONS EMPLOYEE UNIONS

If an employee has a question about Employee unions will typically elect a

company policy, it is the responsibility
of employee relations to provide an
answer. They should also address any
relevant concerns or comments about
the policy, and communicate clearly if
the policy is changed or modified.
Any situation warranting further
investigation—such as harassment
accusations or allegations of
misconduct—will fall under the
jurisdiction of an employee relations
department
representative responsible for liaising
with the company. The company must
then find someone internally to liaise
with the liaison. This role typically
falls to someone in an employee
relations department.
 RESPONSIBILITIES TO
EMPLOYEES
MONITORING OVERALL EMPLOYEE MORALE
AND PERFORMANCE

In order to evaluate whether initiatives are working, employee relations

departments must regularly monitor the morale and performance of
employees. By opening up opportunities for reviews and feedback—both
anonymous and face-to-face—employee relations can track the company
atmosphere and hopefully resolve any brewing negative sentiment before
it can grow too far out of control.
 WHY IS EMPLOYEE
RELATIONS IMPORTANT?
Without employees, a company could not function. Companies want to keep
experienced, productive and valuable employees for as long as possible—an effort
often referred to as employee retention. To do this, employees must be happy enough
that they will not—or at least will remain less likely to—leave the organization.
EMPLOYEE RELATIONS STRATEGIES

Encourage cooperation and Have appropriate policies in place to Offer career advice and professional
collaboration reduce conflicts development

Respond quickly and thoroughly to Celebrate events and holidays

Make sure communication is
any issue.
transparent, timely and relevant.

Plan get-together opportunities

Provide opportunities for employees
outside work
Set and communicate company goals to leave feedback

Support a healthy work/life balance

for all employees.
 BOTTOMLINE
Employee relations is an integral aspect of any company or organization if it
wants to have long-term success. Conflict resolution, wage issues, health and
safety concerns, boosting employee morale—all of these topics are covered by
an employee relations department.

Many different strategies for creating a positive dynamic between employers

and employees exist, but just like any healthy relationship, respect and clear
communication are vital. While it’s not easy work to foster a good workplace
environment, it pays dividends in employee retention, productivity, happiness
and success.
THANK YOU FOR
LISTENING!