Employee Industrial Relations and Strategic Hrm

1301 Words6 Pages
Employee industrial relations & strategic HRM Employee industrial relations and strategic HRM plays an important role in how the organization manages its resources. There are many aspects of industrial relations and strategic HRM that impact employees. Following are few major ones. Engaging employees: Employee engagement is very important aspect of Industrial relations and strategic HRM. Employee engagement means putting employees first. As mentioned in an interview with Gary Burkett (managing director of FedEx). He said he joined FedEx Canada because of its people first philosophy and the fact that people first philosophy is an emphasis on employee engagement which is a key scorecard metric for manager’s accountability. People first…show more content…
This motivates the employee to continue to do great job and contribute to the success of the organization and their own future. Complaint systems and whistleblowers: Whistleblowers can be from present or former employees. They can be customers or high level executives. Their concerns can be about securities fraud, sexual harassment and other contentious areas and can be very demanding and challenging for companies. Effective investigation process may include but not limited to timing, consultation with counsel, notification to board of directors and auditors, involving human resources, create investigative plan, preparing for interview and making a decision and communicate it. Communications and trust: Communications have big role in building trust. If employees are well informed and are explained honestly about the changes in the organization then employees understand and it also builds trust. To communicate with their employees and to motivate them many companies have banners in their front desk and around the workplace to communicate their goals with their employees. As mentioned by the Watson Wyatt Worldwide study that the companies with high integrity generate twice the financial returns than those of less integrity levels. Here integrity levels were based on employee assessment of senior management’s consistency. Employees usually don’t meet senior managers so each interaction between senior executive and workforce is an opportunity to build or
Open Document