Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall Developing Employee Relations 13-1 Chapter 13
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Copyright ©2012 Pearson Education, Inc. publishing as Prentice HallCopyright ©2012 Pearson Education, Inc. publishing as Prentice Hall
DevelopingEmployeeRelations
13-1
Chapter 13
Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall
Chapter 13 Objectives Outline how good employee relations and
communications can contribute to business goals.
Describe the three types of programs used to facilitate employee communications.
Explain the various appeals procedures through which employees can challenge managements actions.
13-2
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Chapter 13 Objectives Know how employee assistance programs
can help employees deal with personal problems that may interfere with job performance.
Summarize the technological innovations that allow managers to disseminate information quickly and explain how information dissemination influences an organization’s employee relations.
13-3
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The Employee Relations Specialist
Good Employee Relations—providing fair and consistent treatment to all employees
13-4
Employee relations representatives Member of the HR department Ensures that company policies are
followed Advises supervisors and employees
on specific employee relations problems
May help develop employee relations policies
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Developing Employee Communication
Communication—key to employee relations Need multiple channels Communication Flows:
Downward Upwardo Laterally
13-5
Information Conveyed: Facts Feelings
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Two-way Communication
13-6
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Communicating Useful Feedback
Focus on specific behaviors Keep the feedback impersonal
Make is descriptive, not judgmental Give feedback appropriately
Best time is after the behavior is observed
Best place is in private Focus negative feedback on
behaviors the employee can control
13-7
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Information Dissemination Programs
Knowledge workers Information is critical
13-8
The employee handbook Contains policies and procedures
and employee rights and responsibilities
Sets the tone for employee relations
Should be updated annually Some contain a disclaimer
Is a set of guidelines, not a contract
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Information Dissemination Programs
Other Written Communication Memos Financial Reports Newsletters Bulletin boards
13-9
Audiovisual Communication Teleconferencing
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Facilitating Effective Communication
Electronic Communication Voice mail
13-10
Electronic Mail (e-mail) Contributes to information overload Don’t use for sensitive/private
messages
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Facilitating Effective Communication
Multimedia technology
Meetings Retreats “Grapevine” Cliques MBWA
13-11
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Employee Feedback Programs
Source of upward communication
13-12
Employee attitude surveys Tell employees what will
happen to the data Use the data ethically Protect employee
confidentiality
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Employee Feedback Programs
Appeals Procedure Open Door Program Speak-up Program Company hotlines Ombudsman Grievance Panel/Union Grievance procedures
13-13
Employee Assistance Programs (EAPs) Help for troubled employees Good faith attempt to support and retain employee
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An Employee Assistance Program
13-14
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Employee Recognition Programs
Suggestion Systems Solicits, evaluates, and implements
employee suggestions Then rewards employees for suggestions
13-15
Recognition AwardsCelebrates outstanding contributions
By individuals or teams
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Summary and ConclusionsGood employee relations:
Fair and consistent treatment of employees
13-16
Develop employee communications Communication occurs three ways
Facilitating effective communications Disseminate information when
needed Solicit employee feedback
Employee recognition programs Must be sincere to have a positive
effect
Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall 13-17
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