Employee Relations Management

1. Employee relations management (ERM) is all about management of relationship with

employees in an organisation. Explain the features and importance of ERM.
A: The term "Employee Relationship Management" (acronym ERM), translate as
"management of the relationship with the employees" refers to the use of technologies in the
management of human resources. This concept is based on client relationship management, with
the employee at its center.
This involves implementing a dedicated information system for the management of human
resources (generally referred to as HRIS), which makes it possible to cover all problems that are
related with the relationship between a company and its employees, in particular:

Training, i.e. the preparation of an overall training plan of the company which makes it
possible to handle a catalog of compulsory or optional internships, requests by employees,
and tracking of training actions;

Pay, to prepare a statement of payments and mailing of salary bulletins;

Recruiting, in particular follow-up on recruiting interviews and new recruits;

Competence and career management, consisting in the implementation of a

competence reference standard which permits improved management of jobs within the
enterprise and in-house transfers. The goal is to value human assets by prioritizing the
competences, knowledge, and know-how of the employees;

Time management, i.e. the management and quantification of the activity of the
employees of the company, in particular with a view to compliance with existing laws
(reduction of working hours, payment of overtime, accounting of vacation, work breaks and
absences);

Internal communication, which permits sensitization and transversal information, which

makes it possible to break the isolation of the different sectors of the enterprise.
It is important that employees share a healthy relation with each other at the work place. Let us
find out why employee relations are important in an organization:

There are several issues on which an individual cannot take decisions alone. He needs the
guidance and advice of others as well.

Work becomes easy if it is shared among all. A healthy relation with your fellow workers
would ease the work load on you and in turn increases your productivity.

The organization becomes a happy place to work if the employees work together as a
family. An individual tends to lose focus and concentration if his mind is always clouded
with unnecessary tensions and stress.

An individual feels motivated in the company of others whom he can trust and fall back
on whenever needed. One feels secure and confident and thus delivers his best.

Healthy employee relations also discourage conflicts and fights among individuals.
People tend to adjust more and stop finding faults in each other

A healthy employee relation reduces the problem of absenteeism at the work place.
Individuals are more serious towards their work and feel like coming to office daily.

It is wise to share a warm relation with your fellow workers, because you never know
when you need them. You may need them any time. They would come to your help only
when you are nice to them.

2. What are the various types of communication? Explain the importance of organisational
communication. What are the methods to improve communication?
A: There are two types of communication is observed in an organisation which includes the
following:
Formal Communication: There are three avenues in which formal communication exists within
a company: downward, upward and horizontal. Downward communication happens when
managers talk to employees. This type of communication exists when managers need to explain
job instructions, correct employees' work, or explain new procedures. Although this type of
communication is vital to the organization, it's important that managers communicate effectively
without talking down to employees. Upward communication happens when subordinates need to
talk with their managers, something that could be as simple as letting the manager know a task
was completed or about a work-related problem.
Informal Communication: It's important to not get informal communication confused with
horizontal communication. Although horizontal communication takes place within the same
work level, it's done to achieve work-related goals, whereas informal communication takes place
in more of a social setting. Informal communication is as important as formal communication
because it helps build employee morale and brings a "fun" atmosphere into work. Problems arise
with informal communication when people take it too far or start gossiping about one another.
Importance of organisational communication:
1. Communication promotes motivation by informing and clarifying the employees about
the task to be done, the manner they are performing the task, and how to improve their
performance if it is not up to the mark.
2. Communication is a source of information to the organizational members for decisionmaking process as it helps identifying and assessing alternative course of actions.
3. Communication also plays a crucial role in altering individuals attitudes, i.e., a wellinformed individual will have better attitude than a less-informed individual.

Organizational magazines, journals, meetings and various other forms of oral and written
communication help in moulding employees attitudes.
4. Communication also helps in socializing. In todays life the only presence of another
individual fosters communication. It is also said that one cannot survive without
communication.
5. As discussed earlier, communication also assists in controlling process. It helps
controlling organizational members behavior in various ways.
Methods to improve communication:
1. Use Multiple Channels for Organizational Communication One of the most effective
ways to ensure that people get your message is to send it across multiple channels. Some of the
more effective channels include meetings, face-to-face talks, e-mail, faxes, telephone
conversations, bulletins, postings, and memos. The key is to make sure you always employ
multiple methods to disseminate your message, and never rely on a single channel.
2. Make Important Messages Repetitive In addition to using multiple channels, you can
improve organizational communication by repeating important messages from time to time.
3. Focus on Listening This is vital during individual (i.e., one-on-one) communication. The
biggest reason that most of us are poor listeners is that we dont take the time to actively listen.
You can do this by utilizing reflective listening skills (paraphrasing what your speaking partner
has said to confirm understanding), using good nonverbal behaviors and body posture (e.g., face
your communication partner with an open stance), and focusing on your partner by making a
conscious effort to listen first instead of trying to get your message across first. Do this by
saying to yourself, for the next three minutes, I am only going to listen.
4. Get Your Message Across After you listen and fully understand your communication
partner, you must make sure you can get your message across in the exact way it is intended. To
do this, speak openly and honestly, and be as straightforward as possible (i.e., no beating around
the bush); speak inclusively and use terms that will be understood and respected by a diverse
array of individuals; and check for understanding to make sure your message has been received
accurately.
5. Handle Communication Problems Finally, we must become more effective at managing
the communication problems that will inevitably arise during human interaction. Such problems
include conflict, difficulty in resolving problems, misunderstandings, dealing with difficult
people and managing cultural differences. I will address these issues in future posts.
3. Human Resource Information System (HRIS) helps organisations to carry out their HR
administrative functions in an effective manner. What are the important features that
makes a good HRIS? Mention some common applications of HRIS.

A: A HRIS, or Human Resource Information System, is a software solution for small to midsized businesses to help automate and manage their HR, payroll, management and accounting
activities.
A HRIS generally should provide the capability to more effectively plan, control and manage
HR costs; achieve improved efficiency and quality in HR decision making; and improve
employee and managerial productivity and effectiveness.

These are the five key functions that any good HRIS can provide, and although you may not
need them all at the moment there may come a time when you're glad your HRIS already has
them included.
1. Payroll This is the most common feature of any HRIS, and included in any of them. A
variety of payroll systems exist in an HRIS including some that are fully automated and
synced with external time clocks and others that allow each employee to enter their time
into the system for managerial approval.
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Benefits Administration Some figures state that an HR employee could spend as much
as forty percent of their time managing employee benefits. A great HRIS can eliminate
the majority of this time completely. Many HRIS programs will even allow each
employee to manage their own benefits, adding a spouse to their insurance or checking
the total of their FSA when they want without having to bother HR at all.

Training Systems With the extra time an HRIS will give your HR department, they'll
likely be able to devote more time and energy into developing training strategies to
improve your workforce. An HRIS with a training system will allow your HR department
to track and manage all aspects of employee training and is a great feature to have in any
HRIS.

Recruiting Your HRIS will also allow your HR department more time to focus on their
recruitment efforts. New hires are valuable, but the recruitment process can be complex.
A good HRIS will provide many different features designed to help your HR department
manage each step of the recruitment phase with ease. It's a vital component to any HRIS,
and one that can really improve your overall ROI on employees.

HR Metrics The best HRIS will give you the chance to review a wealth of data about
your company and your employees. This feature gives you the ability to see where your

company thrives and where it struggles and lets you develop new strategies for improving
your company.
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What are the objectives of organisational discipline? List the types of disciplinary
problems. Explain the steps of disciplinary procedures commonly followed in many
organisations.
A: Objectives of organisational discipline includes the following:
1. Motivate an employee to comply with the companys performance standards:
Employee receives discipline after failing to meet some obligation of job. The failure
could be either directly related to the tasks performed by the employee or ignoring rules
and regulations that define proper conduct at work.
2. Maintain respect and trust between the supervisor and employee:
Discipline if not properly administered can create problems like low morale, resentment,
and ill-will between the employees. In such case, improvement in employees behaviour,
if any, will be relatively short-lived and the supervisor will need to discipline the
employee again and again.
3. Improve the performance of the employee:
Discipline for poor task performance should not be applied while employees are on
training or learning the job.
4. Increase the morale and working efficiency of the employees.
5. Foster industrial peace which is the very foundation of industrial democracy.

All the employees of an organization are nor self-disciplined, rather some of them may create
disciplinary problems in the organization. Such problems are also called indiscipline behaviors or
misconducts. The most frequently used disciplinary problems are as follows:
1. Attendance Related Problems
2. Job Behavior Problems
3. Dishonesty Problems
4. Outside Activities Problems
Stage 1: Verbal Warning:
Generally an employee should receive a verbal warning for a first transgression. Even though the
employer is only giving a verbal warning, it is still part of a formal disciplinary process and the
principles of natural justice, fair procedures, and equity/fairness would apply at all times. This
would involve a meeting with the employee at which the employee could bring a colleague or
other representative.
Stage2: First Written Warning:
The 1st written warning can be issued within the period of time advised for monitoring after the
verbal warning, provided there is no improvement in conduct or performance. Before issuing it

the employee should be invited to another meeting, told of the transgression, and given the
opportunity to respond. The written warning will then be issued and last for another 3 months.
Stage3: Second Written Warning:
If the required improvement is not forthcoming within the 3 month period after the 1st written
warning then a 2nd written warning may be issued. This is entirely a matter for the employer and
it is common for many employers to only issue a 1st and final written warning.
Stage4: Final Written Warning:
If the required improvement is not happening then a final written warning would be issued with a
12 month monitoring period. The letter confirming this warning will advise that if there is no
improvement or if the bad behaviour/performance is repeated then dismissal will occur.
Stage5: Dismissal or action short of dismissal:
If there is no improvement after the final written warning then dismissal is the likely outcome. A
meeting should be called and the employee and his representative invited.The employer should
remind the employee of the behaviour/conduct that has led to this point, the repeated
transgressions/failure to improve performance sufficiently, and that the dismissal is in
accordance with the disciplinary procedure.
5.What is trade union and what are its objectives? Describe trade unions in India.
A: A trade union (British / Australian English / New Zealand English / South African English;
also trades union), labour union (Canadian English) or labor union (American English) is an
organization of workers who have come together to achieve common goals such as protecting the
integrity of its trade, improving safety standards, achieving higher pay and benefits such as
health care and retirement, increasing the number of employees an employer assigns to complete
the work, and better working conditions.
Objectives of trade union includes the following:
a. Wages and Salaries: The subject which drew the major attention of the trade unions is wages
and salaries.
b. Working Conditions: Trade unions with a view to safeguard the health of workers demands
the management to provide all the basic facilities.
c. Discipline: Trade unions not only conduct negotiations in respect of the items with which
their working conditions may be improved but also protect the workers from the clutches of
management whenever workers become the victims of managements unilateral acts and
disciplinary policies.
d. Personnel Policies: Trade unions may fight against improper implementation of personnel
policies in respect of recruitment, selection, promotions, transfers, training, etc.
e. Welfare: As stated earlier, trade unions are meant for the welfare of workers.

f. Employee-employer relation: Harmonious relations between the employees and employer is

a sine quo non for industrial peace.
Trade Union in India is the primary instrument for promoting the union of trade union movement
and championing the cause of working class in India.
Significant Trade Union in India:
There are at present many Trade Union in India which regulates the aspirations of the working
classes. The All India Trade Union Congress (AITUC) is the oldest Trade Union in India and till
1945 it remained the central trade union organization in India. Some others are like All India Bank Officers Confederation- AIBOC is the premier organization of Bank Officers
in India. This Trade Union in India stands apart from the others as it is organized purely on
apolitical lines.
All India State Government Employees Federation- AISGF is a trade union organization
representing state employees and teachers of different states in India.
Center of Indian Trade Unions - CITU is one of the major Trade Union in India, opposing
imperialistic intentions and patronizing interest of the working classes.
Hind Mazdoor Sabha - HMS is a progressive Trade Union in India that prefers to refrain from
political control.
National Confederation of Officer's Association -NCOA represents the managerial and
supervisory staff of the Indian government owned public Enterprises.
Trade Union International - TUI forms a part of the structure of World Federation of Trade
Unions, representing the public employees, telecommunication employees, health services,
financial sector employees & municipal employees of different countries of the world.
6. Write a brief note on the following Acts:
(i) Factories Act, 1948
(ii) Industrial Disputes Act, 1947
A: The Factories Act 1948 was an Act of Parliament passed in the United Kingdom by the
Labour government of Clement Attlee. It was passed with the intention of safeguarding the
health of workers. It extended the age limits for the medical examination of persons entering
factory employment, while also including male workers in the regulations for providing seats and

issuing extensive new building regulations, where on 10/20 or more workers are working or were
working on day during preceding twelve month of the year with/without aid of power. Under the
legislation, young persons under the age of eighteen became subject to medical examination not
only on entry to the place of work, but annually thereafter. Certificates of fitness were also made
a requirement for young people employed in the loading, unloading and coaling of ships and
other kinds of work in ships on harbor or wet dock, engineering construction and building
operations as well as for factory employees.
The law relating to the regulation of labour employed in factories in India was embodied in The
Factories Act, 1934. It was amended several times but its general framework remained
unchanged. Application of this Act revealed a number of defects and weaknesses which
hampered effective administration. In the meanwhile industrial activities in the country grew to a
very large extent and it became essential to overhaul the Factories law. To achieve this objective
the Factories Bill was introduced in the Legislature.
ii. The objective of the Industrial Disputes Act is to secure industrial peace and harmony by
providing machinery and procedure for the investigation and settlement of industrial disputes by
negotiations.
The laws apply only to the organised sector. Chapter V-B, introduced by an amendment in 1976,
requires firms employing 300 or more workers to obtain government permission for layoffs,
retrenchments and closures. A further amendment in 1982 (which took effect in 1984) expanded
its ambit by reducing the threshold to 100 workers.
The Act also lays down:
1. The provision for payment of compensation to the workman on account of closure or lay
off or retrenchment.
2. The procedure for prior permission of appropriate Government for laying off or
retrenching the workers or closing down industrial establishments
3. Unfair labour practices on part of an employer or a trade union or workers.