Employee Relations Management Plan

Objective: Promoting productivity, retaining talented employees/reducing turnover,

mitigating Legal and compliance risks and building a foundation/structure for a healthy
organization.

Plan overview: Addressing conflicts and Grievances, training needs, enhance company
culture and employee engagement and satisfaction.

Strategy: Strengthening employee engagement and satisfaction through effective conflict

resolution, fostering a positive work environment, providing opportunities for growth and
establishing policies, processes and deploying initiatives to become employer of choice.

Initiatives/Tactics: Chat Bot, employee engagement initiatives

KPIs (what does success look like): Improved employees satisfaction rates, retention
rates, employee engagement levels, grievance resolution time, training & development Effective
participation. Employee
communicatio Conflict Policy
Engagement
n Resolution Fostering a Adherence
Process monitoring /continuous improvement: Regularly assess initiatives through A structured Ensuring consistent
employee feedback surveys, performance metrics, and HR analytics. Adjust strategies and Open, transparent, positive and
approach to inclusive application of
processes as needed to address emerging issues. & regular
addressing workplace where policies and fair
communication is
conflicts and employees feel treatment of
essential for
disputes helps to valued and employees creates
building trust
Data gathering: Historical data (HR analytics) , policies and processes, Skills gaps, past maintain a engaged is crucial a sense of equity
between employees
employee surveys, turnover, etc. harmonious work for motivation and and reliability in
and the
environment. productivity. the workplace.
organization.
Roles & Responsibilities:
Human Resources Department: Responsible for overseeing employee relations, implementing policies and procedures, conducting investigations, and providing guidance to
managers and employees.

Managers and Supervisors: Responsible for promoting positive employee relations within their teams, addressing employee concerns, providing feedback and coaching and escalating
issues to HR when necessary.

Employees: Expected to adhere to company policies, communicate openly and respectfully and seek assistance from HR or management when facing challenges or conflicts.
Conflict Management & Training plan
• Establish a formal grievance procedure outlining the steps
Grievance employees should take to address concerns or complaints.
• Provide clear guidelines for documenting grievances, conducting
Management investigations, and communicating outcomes to employees.

Investigations • Develop standardized protocols for conducting investigations into

allegations of misconduct, harassment, discrimination, or other
Process workplace issues.

Compliance • Provide regular training sessions on company policies, procedures,

and relevant employment laws to ensure employees understand
training their rights and obligations.

• Develop a training curriculum for managers and supervisors

Managerial focused on effective employee relations management,
including performance management, disciplinary actions,
training on ER and employee engagement.
• Provide guidance on recognizing and addressing early signs
of conflict or dissatisfaction among team members
 Employee Development & Engagement initiatives

Employee Training
Recognition Programs &
Program workshops

Employee Tuition
Mentorship
Assistance Work-Life Assistance &
and Coaching
Program Balance Reimbursemen
Programs
(EAP): t programs

Employee Employee
Engagement Development

Team-Building Wellness Leadership

Job Rotation
Activities Initiatives Programs

Succession
Employee planning &
satisfaction internal
survey promotion
Key Employee Relations Policies review &
development
 Investigation policy
 Progressive discipline policy
 Code of conduct
 Grievance policy
 Performance management review policy
 Code of conduct
 Employee handbook
Employee Value Preposition (EVP) – WIIFM (What’s In It For
Me)?

Compensation Benefits Career Work Culture

Salary satisfaction Time off Ability and chance to Environment Understanding of firm’s
Compensation system Holidays progress and develop Recognition goals and plans
satisfaction Insurance Stability Autonomy Colleagues
Raises and promotions Satisfaction with the Training and education Personal achievements Leaders and managers
Timelines system at work Support
Work-life balance
Fairness Retirement Career development Collaboration and team
Challenges
Evaluation system Education College education spirit
Understanding of one’s
Flexibility Consultation role and responsibility Social responsibility
Family Evaluation and feedback Trust
 Plan for first 30, 60, 90 days
30 days
Meet and Greet sessions:
Organize meetings to build rapport and understand
perspective and concerns
Policy Audit:
Review existing HR policies, identify any gaps,
update as required & develop new policies.
Key ER policies: Investigation policy, Progressive
discipline policy, code of conduct, Grievances
policy, performance management review policy and
code of conduct
Orientation/Onboarding program review
program: Evaluate current programs, Incorporate
mandatory trainings about code of conduct, cultural
sensitivity, diversity and inclusion, employee
handbook
Understanding organization’s mission, vision,
values and culture to assess current needs,
potential opportunities for improvement and
future plan for where the organization will be in
2025
60 days
Conflict resolution training & grievance
management:
Develop and conduct training sessions for
employees and managers to equip them with skills
to resolve conflicts and maintain a positive working
environment
Employee feedback mechanism:
Establish a formal & informal mechanism to gather
employee feedback, such as employee satisfaction
surveys, suggestion boxes, feedback sessions, open
door policy
Employee relations manual:
Create a manual outlining organization’s policies &
guidelines for addressing employee relations issues,
that is easily accessible
Employee total rewards program:
Review current compensation and benefits structure,
rewards programs, improve and develop additional
programs to enhance employee satisfaction and
attraction.
90 days
Training and Development programs:
Develop a plan based on organizational needs and
skills gap.
Offer opportunities for professional development
(internal or external), skill enhancement, career
advancement (promotions, transfers, rotation
programs, mentoring programs)
Employee engagement initiatives:
Team-building activities, wellness programs, social
events, company events, social responsibility and
community engagement.
Performance management review:
Evaluate current system and process, Provide
regular feedback and recognizing achievements,
develop performance tied incentives
Employee recognition programs:
Launch programs to acknowledge and reward
outstanding performance, achievement and
contribution, to boost morale, motivation and
engagement