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    Managing human capital involves establishing and maintaining positive employee-employer relationships to contribute to productivity. This involves motivating employees, maintaining morale and discipline, and fostering a positive work environment. There are different parties in the employee management relationship, including relationships with clients/suppliers, authorities, political organizations, and the public. Effective employee relations utilizes communication programs, employee involvement programs, and legal and ethical practices. Managers can create more ethical work environments by reducing pressures, leading with integrity, instituting ethical policies and codes of conduct, and fostering the right culture. Discipline processes should be fair and adhere to company policies and appeal processes while maintaining employee dignity. The best practices for positive employee relations include open communication, training

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    Managing Human Capital

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    Managing human capital involves establishing and maintaining positive employee-employer relationships to contribute to productivity. This involves motivating employees, maintaining morale and discipline, and fostering a positive work environment. There are different parties in the employee management relationship, including relationships with clients/suppliers, authorities, political organizations, and the public. Effective employee relations utilizes communication programs, employee involvement programs, and legal and ethical practices. Managers can create more ethical work environments by reducing pressures, leading with integrity, instituting ethical policies and codes of conduct, and fostering the right culture. Discipline processes should be fair and adhere to company policies and appeal processes while maintaining employee dignity. The best practices for positive employee relations include open communication, training

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    449 views17 pages

    CHAPTER 11 Building Positive Employee Relations

    Uploaded by

    Kadiax
    Managing human capital involves establishing and maintaining positive employee-employer relationships to contribute to productivity. This involves motivating employees, maintaining morale and discipline, and fostering a positive work environment. There are different parties in the employee management relationship, including relationships with clients/suppliers, authorities, political organizations, and the public. Effective employee relations utilizes communication programs, employee involvement programs, and legal and ethical practices. Managers can create more ethical work environments by reducing pressures, leading with integrity, instituting ethical policies and codes of conduct, and fostering the right culture. Discipline processes should be fair and adhere to company policies and appeal processes while maintaining employee dignity. The best practices for positive employee relations include open communication, training

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 17

    Managing Human Capital

    BPF 3113

    CHAPTER 11
    Building Positive Employee Relations
    Meaning & Scope
    Definition Of Employee Relations
    Establishing and maintaining the positive
    employee-employer relationships that contribute
    to satisfactory productivity

    EMPLOYEE
    RELATIONS

    maintaining a
    Motivation, positive,
    morale, and productive, and
    discipline cohesive work
    environment
    Different parties in
    Employee
    Management
    Relationship
    Different Parties In Employee
    Management Relationship

    Relationship with client Relationship with the Relationship with political Relationship with the public
    and suppliers authorities and other organization administration and relation
    regulatory bodies of a publistic nature
    Interaction &
    Lecture Method
    Importance of Legal
    & Ethical
    Interaction and Lecture Method

    Communication
    Fair Treatment
    Programs

    Employee
    Employee
    Involvement
    Recognition
    Programs
    What Shapes Ethical Behavior at Work?

    The person Situations


    (bad apples) (bad cases)

    Company
    Environment
    (bad barrels)
    Importance of Legal and Ethics

    • Safeguarding the Company


    Reputation
    • Keeping Employee Loyalty
    • Promoting Ethics Programs
    • The Right Side of the Law
    How Managers Can Create More Ethical Environments

    • Reduce Pressures • Hire Right


    • “Walk The Talk” • Use Ethics Training
    • Institute Ethical Polices • Use Rewards and
    and Codes Discipline
    • Enforce The Rules • Institute Employee
    • Encourage Privacy Policies
    Whistleblowers • Monitoring
    • Foster The Right Culture Acknowledgment
    Legal Measures
    Three Pillars of Fair Discipline
    • Rules & Regulations
    • Acceptable disciplinary process begins with
    clear set of R&R
    • Cover problems such as theft, destruct company
    property
    • Penalties
    • Second effective disciplinary
    • Depends on offense and number of times occur
    • Appeal Process
    • Ensure supervisors mete out discipline fairly
    • Essential but no panacea
    • Can mitigate effects of unfair discipline
    • May be impossible to overcome some
    supervisory behavior
    Ways to Discipline Employee
    Make sure evidence Warn employee
    Make sure to Relate efficient and
    supports charge of adequately on Have employee sign
    protect employees’ safe operation of
    employee consequences of form
    due process rights environment
    wrongdoing misconduct

    Produce substantial Apply rules &


    Objectively evidence of regulations or Maintain their
    Keep dignity
    investigate matter misconduct in penalties without rights t counsel
    investigation discrimination

    Adhere to
    Listen to what they Don’t act while company’s
    Burden of Proof Get facts
    has to say angry disciplinary appeal
    process
    Discipline Without Punishment
    Issue oral reminder for first infraction

    Issue formal written and place a copy in personnel file if another incident arises within 6
    weeks

    Give a paid, one-day ‘decision-making leave’. Let them take a day off with paid to decide
    whether still wants to abide by company’s rules

    Dismissal if behaviour repeats. If no further incidents occur, then purge the 1-day paid
    suspension from the file
    Best Practice for Employee
    Relationship
    • Give Employees Access to Decision Makers
    • Give Employees Multiple Channels for Training and Development
    • Gamify!
    • Offer Benefits and Rewards With Meaning
    • Ask Employees What They Really Think
    • Offer a Path for Resolving HR Issues
    • Train All Managers and Supervisors at the Corporate Level in Positive
    Employee Relations
    • Give Employees Opportunities for Work-Life Balance
    • Try Something Daring
    Best Companies to Work For
    Google: Happiness and People
    Analytics

    FedEx: Guaranteed Fair Treatment


    THANK YOU

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