What does employee relations mainly do?

What does employee relations mainly do?

What does employee relations mainly do? In this era when all industries are seriously involved, I think that only by doing a good job in employee relations can we retain more people. Good companies also attach great importance to employee relations, so let's look at what employee relations mainly do.

What does employee relations mainly do? 1 This is the main job of the employee relations specialist:

First of all, handle employee conflicts and solve employee complaints and labor disputes;

Then organize and arrange employees' entertainment activities;

Then formulate employee reward, incentive and punishment measures and supervise their implementation;

Then participate in the construction of the company's corporate culture and create a working environment and atmosphere that conforms to the corporate culture for employees;

Complete other tasks assigned by the leaders.

Provide career development consultation for employees, and promote employees to maintain a good professional mentality.

Teach your graduates how to find jobs;

My future career choice: First of all, I am very clear about the industry and position. In the industry, my term is manufacturing (industrial products/production of consumer goods), perfection is automation industry, and my position is (market strategy analysis/business direction).

In the position, business management training (market first, sales second) is the best, followed by technical trainees. Finally, the company, the company's choice, the first choice is to go to automation companies (ABB, Rockwell, Siemens, Mitsubishi, GE), and the second choice is to go to leading industrial companies (Shell, BASF, Merck and the like).

Because I am very persistent in the industrial industry at this point, I can't give you better support for FMCG, Internet, Big Four and consulting. Next, I will talk a little about my views on related industries.

What does employee relations mainly do? 2 Mainly responsible for:

1, which is to make employees agree with the vision of the enterprise;

2. Perfecting the incentive and restraint mechanism is the basis of employee relationship management;

3. Cultivate psychological contract;

4. Maintain the relationship between various departments of the company;

5. Handle employee conflicts and solve employee complaints and labor disputes;

6. Participate in the construction of the company's corporate culture and create a working environment and atmosphere that conforms to the corporate culture.

Extended data

1. main job requirements: have professional knowledge of human resources employee relationship management and be familiar with relevant national laws and regulations; Good communication skills.

2. Labor relations management: handling of labor disputes, interviews and formalities for employees' entry and exit, handling of employee complaints, personnel disputes and accidents.

3. Employee interpersonal relationship management: guide employees to establish good working relationships and create an environment conducive to employees to establish formal interpersonal relationships.

4. Communication management: ensure smooth communication channels, guide timely two-way communication from top to bottom, and improve the employee suggestion system.

6. Employee situation management: organize employee psychological and satisfaction surveys, prevent, monitor and deal with rumors and slowdowns, and solve problems that employees care about.

What does employee relations mainly do? 3 What is employee relations? Employee relationship refers to the relationship between employees and the company, employees and employees, which is used by enterprises to guide the establishment of a positive working environment.

Employee relations will have a strong impact on the development potential of an enterprise, which depends on different social environments and managers' basic views on employees. Managers should not only regard employees as wealth that can be formed through resource investment (that is, real human resources), but also regard employees as a cost to minimize expenses. Employee relations are very important in some standardized headhunting companies, and Fiberhome has been very successful in grasping employee relations.

For any enterprise, establishing positive employee relations can attract and retain excellent employees, improve employee productivity, increase employee loyalty to the enterprise, enhance work morale, improve company performance, and reduce absenteeism and absenteeism. Due to employee welfare, recruitment, training and performance loss, the increase of employee absenteeism rate increases the operating cost of enterprises. The increase of employee turnover rate has increased the operating costs caused by recruitment, training and performance loss.

Establishing harmonious employee relations is an important aspect of corporate culture construction and good corporate image. Harmonious employee relationship is the lubricant between superiors and subordinates, colleagues at the same level and different departments. It is one of the important means to motivate employees and reduce work pressure, which is conducive to communication between employees and also an important means to cultivate and strengthen employees' team consciousness and equal cooperation spirit.

Some well-known enterprises, such as Avon, IBM, Procter & Gamble, etc. , there are employee relations managers who are responsible for managing employee relations.

How to establish positive employee relations 1, formulate policies, rules and working procedures.

Any enterprise needs to make rules so that every employee knows what managers expect of them. Managers need to constantly communicate with employees, so that the policies, rules and working procedures formulated by enterprises can be supported by subordinates and need to be continuously strengthened. In other words, enterprises should establish positive employee relations by establishing systems rather than managing people, so as to avoid arbitrariness in management.

2. Effective management.

Managers can effectively manage subordinates through the following four management methods:

First of all, managers should assign jobs according to whether employees can complete tasks. The key is to know the advantages and disadvantages of employees. In order to increase employees' recognition of the enterprise, they must feel that their work is very important to the enterprise.

If employees think their contribution is unique, special or creative to some extent, then employees may work more actively and gradually become more important assets of the enterprise. Secondly, managers need to manage their time well.

Because of the consequences of poor time management, workflow and procedures can not be carried out step by step. This may lead to dissatisfaction among employees and external customers. Employees attach great importance to their time. If time is not used well, employees may feel that managers are wasting their time.

Excellent employees and external customers may disappear. Third, managers should be good at managing conflicts. Many managers have no time to think about the best way to solve conflicts because of their busy work. They often just react passively and don't think about the cause of the problem.

Conflict affects the performance of enterprises and the realization of goals. Managers need to concentrate on conflict resolution and how to prevent conflicts. Performance improvement consultation should be considered as a positive behavior. Employees have the right to know what they should do. Managers have the obligation to actively communicate with employees about good performance and performance that needs improvement.

Finally, managers should pay attention to interviewing the leavers. In fact, the exit interview is a good way to understand the real feelings of employees, so as to adopt appropriate and correct management methods when necessary. Enterprises should be able to accept criticism and not punish critics.

Most employees don't believe that managers will do this, and they are afraid of being punished, even though they won't work in the enterprise in the future. Unless the enterprise establishes a trust mechanism, the results of the exit interview will not achieve the expected results. At the same time, if the feedback from the exit interview is not used, then the exit interview is meaningless;

If the exit interview can be used reasonably, it can be used as a means to identify the problems existing in the enterprise, which will lead to the solution of the problems.

Step 3 recruit the right people

Employment/recruitment/equipment is a very important aspect to avoid employee relations problems. Preventive measures include good interview and practical work preview. It takes some time for new employees to understand the policies, working procedures and legal obligations of employees and employers. Recruiting and selecting the right person for the enterprise is the first barrier of protection. Deciding who is the right person can not be based entirely on experience and education, but also on his personality, attitude, communication skills and other behavioral characteristics that match the enterprise. For example, when recruiting or promoting managers, candidates need to have strong interpersonal communication skills. If managers have poor communication skills, subordinates will have conflicts and low performance in the future.

4. Ensure good communication.

Experience shows that establishing a free communication, harmonious and friendly atmosphere can provide spiritual support and ideological motivation for enterprises to achieve management goals. Generally speaking, employees in enterprises with more communication opportunities and good information communication have better relations.

For example, many excellent companies in Japan (such as Toyota and Panasonic) have done a very good job in building active employees. Their main experience is to pay attention to communication, especially two-way communication. Two-way communication means that the direction and position of the producer and receiver of information are constantly changing, and the information will be fed back immediately after it is sent.

The biggest advantage of two-way communication is that it can realize effective interpersonal communication in the true sense and make accurate judgments on things from various reactions. At the same time, it can enhance mutual understanding, deepen feelings, and especially help to understand employees' thoughts, emotions and psychological states.

The content of communication includes not only facts, but also thoughts and feelings. In the process of exchanging ideas and sharing feelings, the two sides of communication have deepened their understanding and trust invisibly. Therefore, communication is not only an important means of information transmission, but also the main method of establishing good employee relations. There are generally three forms of communication in enterprises:

First, induction training for new employees. This kind of communication helps to reduce the anxiety and anxiety of new employees when they first enter the enterprise, thus reducing the initial turnover rate.

Second, the meeting. This kind of communication is very common in enterprises, which is conducive to the faster dissemination of information. But when it is used to exchange information between employees, meetings are usually not a good way, especially if employees' contributions may be controversial.

Third, through the company's publications. This method may be a major communication tool, but it is not the only one, and it may not be the most important communication tool, because company publications cannot replace face-to-face oral communication.

Fourth, employee feedback. For example, regular employee attitude surveys and feedback can be used as a tool to predict employee dissatisfaction that may lead to performance problems. If you want to ask employees for feedback, then employees need to know how the feedback will be adopted. They need to know the whole process and whether their feedback plays an important role in enterprise decision-making.

5. Treat and respect employees fairly.

Enterprises must treat and respect employees fairly when formulating employee reward system. There are many ways to reward employees. One way is to establish a formal reward system to ensure that employees are rewarded. If the reward system can be properly implemented, then employees will feel that they have been treated fairly, thus improving their work enthusiasm. The incentive plan should not only target some employees, but exclude others.

Employees will easily find the eccentricity of the enterprise. Enterprises should carefully design the salary form, because any form of salary or reward should be attractive to employees. Only in this way can we improve employee satisfaction and motivate employees better.

6. Establish employee assistance plan (EAP)

EAP, also known as employee assistance project or employee assistance project, is a systematic service project funded by organizations to help employees and their families solve occupational mental health problems, and it is a kind of mental health service. The purpose of employee assistance plan is to help employees solve life and work problems, such as work adaptation, emotional problems, legal proceedings, etc., through systematic demand exploration channels. , help employees remove obstacles, improve their adaptability, and ultimately enhance the productivity of enterprises.

Enterprises should provide employees with information about employee assistance programs and encourage them to receive services when needed. This plan should be valued by enterprises as much as any other plan (such as medical plan). For example, the goal of EAP (Employee Assistance Program) formulated by TSMC is to pay equal attention to both material and spiritual, and strive to create a comfortable environment for the integration of work and life. For example, the company has set up a 24-hour open space where employees can relieve their work pressure.