Five key indicators of employee relations.

Five key indicators of employee relations.

Five key indicators of employee relations. Don't underestimate the role of employees in enterprise development. Sometimes they give a trivial suggestion feedback, and maybe they can do a good job in employee relations management, which is beneficial to the development of enterprises. Then let's take a look at five key indicators for good employee relations.

Five key indicators of employee relations 1 How to analyze the reasons for employee turnover?

When analyzing the reasons for employees' resignation, we only need to pay attention to four questions:

1, is it a question of treatment?

2. If not, is it a development problem?

3. If none of them are, is it the problem of the direct boss (Gallup: 75% of employees leave the supervisor instead of the company);

4. If it is neither a treatment issue nor a development issue, and the boss is fine, it must be a cultural issue.

Strengthen the management of employee relations

Handle employee relationship management carefully when laying off employees. When the financial crisis comes, layoffs or disguised layoffs have become the countermeasures of many enterprises. However, when the enterprise develops well, it advocates helping each other in the same boat. Once encountering storms, it will push employees from the boat into the water. Such layoffs will only let employees thoroughly see the ruthlessness of the enterprise. This is a typical employee relationship management when layoffs fail.

Improve employee satisfaction

1, institutional transparency: the key to advocating fairness and justice is that managers take the lead;

2. Prompt stimulation: shorten the waiting period and increase the stimulation frequency;

3. Clear performance: benign orientation, rewarding the superior and punishing the inferior, encouraging progress and helping the backward;

4. Regular communication: listen to and collect employees' opinions regularly and give feedback at the first time;

5. Strengthen internal training: improve employees' skills and enhance their work independence and sense of accomplishment.

Dolphin promotion

Dolphin promotion refers to attaching importance to the cultivation of employees' quality and advocating that employees' promotion is based on grassroots training.

Specific steps:

1, according to the class plan: the superior is selected to enter the training;

2. Job rotation;

3. Three-level evaluation: the evaluation of superiors, peers and subordinates;

4. Environmental analysis: analysis of working procedures, physiological and psychological environment;

5. Retraining: training for unsuitable factors.

Caring for employees

1. Know that you are fully responsible for your employees;

2. Treat your employees with patience and understanding like young family members;

3. Make friends with employees, including time, care and respect;

4. Practice service-oriented leadership. As long as employees serve you and the company, you should serve them;

5. Practice the golden rule management and put yourself in everyone's shoes.

Five key indicators of employee relations II. pick out outstanding talents

Selecting talents is the first step of enterprise development. Because talent is the main productive force of an enterprise, it requires HR to have the ability of "discerning talents", and it is necessary to comprehensively consider whether personal ability can adapt to the subsequent development of the enterprise. You can also participate in exchange meetings at ordinary times to tap talents and reserve strength for enterprises.

Second, rational division of labor.

Rational division of labor is the key link to do a good job in talent management. By establishing the responsibility of employing people and rationally allocating human resources, we can reduce the bad phenomena such as the selection Committee and the personnel wrangling. Because enterprises are constantly developing. Therefore, HR should adjust the number and division of labor in time according to the actual dynamic situation, so as to improve the overall work efficiency and promote the economic development of enterprises.

Third, establish a talent training mechanism.

If you want talents to serve the enterprise better, you must help talents to improve themselves continuously, establish a perfect training mechanism, and let employees learn and share their work experience, grow faster and get the joy of success. At the same time, always pay attention to the needs of talents, help them solve problems encountered in their work, and do their best to support talents.

Fourth, formulate work standards and manage talents with rules and regulations.

In the personnel management of enterprises, there should be a simple evaluation system, although rules and regulations cannot be used to limit the play of talents. In terms of managing talents, it is still very important to distinguish rewards and punishments and clarify job responsibilities.

Verb (abbreviation for verb) keeps talents.

Talented employees generally hope that enterprises can build more learning platforms for them, and they can accumulate more experience for themselves while creating wealth. This requires HR to establish a talent training mechanism, build an effective talent echelon, ensure the orderly alternation of enterprise talents, and use training, exchange meetings, internal publications, business competitions and other forms to motivate employees to continuously improve their own quality and professional level. , to retain talent.

Five key indicators of employee relations: First, establish effective information channels.

Timely and accurate information is the basis of enterprise decision. Many enterprise managers are less dependent on information, so they cannot accurately judge the present situation and future development trend of employee relations in the decision-making process.

To this end, enterprises must establish effective information channels, which are embodied in two aspects: first, a formal reporting system, in which enterprises should establish an effective reporting system to monitor all business areas, and the reporting system should pay equal attention to financial indicators and non-financial indicators, as well as process indicators and result indicators; Second, informal channels.

Most effective managers are very concerned about "gossip", especially the dynamics of leaders of informal organizations within enterprises, and can communicate with them regularly.

Second, employees participate in management.

Whether it is a state-owned enterprise or a private enterprise, whether it is a large enterprise or a small enterprise, whether it is a listed company or a non-listed company, we should attach importance to employee participation in management. Employees' participation in management first needs organizational guarantee, expressing employees' opinions from the perspective of corporate governance and final decision-making, such as employee representatives in the board of supervisors and decision-making committees; Secondly, optimize the processes and systems related to employees' personal interests.

Participate in pre-consultation, in-process management discussion and post-decision voting to ensure employees' understanding of management measures and decision-making participation. On the one hand, the process of employee participation in management is the process of employee representatives expressing their opinions, and at the same time, it is also the process of employees understanding and accepting management plans. Participation is not a process in which employees have the final say, and employees are not blindly resisting, but a process in which "we" take into account the interests of all parties.

Third, optimize the human resource management mechanism.

The traditional human resource management mechanism includes recruitment system, training system, salary incentive system, performance management system and career planning system, which is the embodiment of an enterprise's human resource management concept. Human resource management mechanism is the most direct expression of employee relations in enterprises, and these specific systems reflect the concept of talents in enterprises, that is, what enterprises support and oppose for talents.

First of all, we hope that this concept is clear and powerful, not vague and contradictory; Secondly, the human resource management mechanism must be able to unify the individual interests of employees into the overall interests of enterprises, which is to personalize enterprises, which embodies the collection of shareholders, customers, society, management, ordinary employees and many other interest groups.

Fourth, carefully handle employee relationship management during layoffs.

When the financial crisis comes, layoffs or disguised layoffs have become the countermeasures of many enterprises. However, when the enterprise develops well, it advocates helping each other in the same boat. Once encountering storms, it will push employees from the boat into the water. Such layoffs will only let employees thoroughly see the ruthlessness of the enterprise. This is a typical employee relationship management when layoffs fail.

Layoffs are not necessarily impossible, but they must be used with caution, because they do great harm to corporate culture. In the traditional culture of China, it is often emphasized that an organization is a home, and everyone is a brother and sister, and no one can be left behind. This is people. What is the correct method? The key to combining personnel redundancy with enterprise development and turning waste into treasure is to establish a human resource planning system that conforms to the enterprise development strategy.

In particular, the training system based on the requirements of core competitiveness combines personnel redundancy with training to promote the transformation of human resources; If it is necessary to lay off employees, it must be combined with performance appraisal to ensure the fairness and reasonableness of layoffs. The key is the fairness and reasonableness of performance appraisal.

Fifth, establish an employee assistance plan.

When employees need help most, enterprises will lend a helping hand, which will make all employees feel warm. In the process of establishing employee assistance plan, we should adhere to the following points: first, establish an assistance fund, which not only comes from the profits of enterprises, but also needs the donation of every employee, even if the amount is small, it can reflect the care between employees;

The second is to clarify the organizational guarantee of the assistance plan, usually the trade union or the human resources department, which is part of the responsibility of the enterprise; The third is to establish the standard of assistance, what matters, and who is eligible for what level of assistance; The fourth is to ensure the openness and transparency of the implementation process of the aid plan, so that more employees can understand the care of the enterprise for employees, ensure the fairness and rationality of the implementation process of the aid plan, and truly achieve the purpose of rallying and motivating employees.