Employee Industrial Relations and Strategic Hrm

This helps in maintaining a friendly relation with the members later on. This in turn, helps in the motivation of employees which result in the firm’s success.

It presents our department in a way to show our dedication to motivating our employees because if our employees are not happy it could reflect on their performance which in-turn would reflect on our customer satisfaction.

Lack of communication can cause distrust and damaging relationships. One way to build trust is through communication. Keeping team members and employees informed about company policies and decisions is beneficial my organization’s success (Kinicki & Fugate, 2016). Various forms of trust include contractual trust, communication trust, and competence trust. Trust enables a feeling of safety while decreasing in counter-productive behaviors (Chaneski,

If an employee is highly motivated they will perform higher and if they perform higher this may lead to a sense of achievement and a higher motivation.

The importance of HRM’s role is not debated and some key characteristics of its influence have been identified. The degree of ‘fit’ between HRM policies and the wider organisational strategy for knowledge sharing, integration and creation must be analysed. Placing emphasis on individual experience or on collective knowledge bases has dramatic implications for the kinds of selection, career development and reward policies that will be effective for the organisation. There are also longer-term effects from HRM policy which have an impact on the quality of trust and relationships through which knowledge is shared. Newell et al (2002) note that there is something that emerges in an organisation ‘bottom-up’ out of informal interaction, which

Chong, Patricia. _Servitude with a Smile: An Anti-Oppression Analysis of Emotional Labour._ Global Labour Universit

Communicate with their employees by creating a tradition of open and honest communication within the various levels of the organization. This brings about a better understanding of the employees' behavior and well-being thus efficiently increasing job satisfaction (Gifford, Neathey, & Loukas, 2006).

In internationally competitive business environments, employers need dedicated employees fully committed to the success of their organization (Kenan-Flagler, 2011). Although, there is a difference between employees who are engaged and those who are disengaged in terms of their commitment to the organization, motivation, enthusiasm and their focus on building a better future for their company. In these areas where engaged employees excel, disengaged employees fall short. These employees can have a negative effect on everything from customer service to sales, quality of products, productivity of the workers and other crucial areas of the business. The companies that invest their time in getting to know what matters to their employees are the

FedEx should have involved the employees in developing the values of the organization. Scholars call this concept employee engagement, and it is part of strategic management (Marcos & Solomon, 2010, p.1-89).

There is a controversy whether the Strategic Human Resources Management (SHRM) leads to ‘high performance’. A general idea of SHRM is that “the linkage of management and deployment of the individual within the firm to the business overall and its environment whereas HRM is the activities that take place under this area.” Truss and Gratton (1994). It spotlights on long-term strategy.

There are many factors that can determine the success of any organisation. It is not only limited to the physical assets such as machinery and technology, however it is the people working within the organisation bringing new ideas and special skills that can make a difference. This essay will investigate the influence of Human Resource Management (HRM) on the wider organisational strategy. A short description of HRM will be followed by a summary of its primary roles. Also, this paper will then critically assess these roles using qualitative examples in an attempt to determine the degree to which HRM really helps or hinders the organisation in achieving its strategic goals.

An organization’s capacity to manage employee engagement is closely related to its ability to achieve high performance levels and superior business results. Some of the advantages of Engaged employees are • • • • Engaged employees will stay with the company, be an advocate of the company and its products and services, and contribute to bottom line business success. They will normally perform better and are more motivated. There is a significant link between employee engagement and profitability. They form an emotional connection with the company. This impacts their attitude towards the company’s clients, and thereby improves customer satisfaction and service levels • • • • • • It builds passion, commitment and alignment with the organization’s strategies and goals Increases employees’ trust in the organization Creates a sense of loyalty in a competitive environment Provides a high-energy working environment Boosts business growth Makes the employees effective brand ambassadors for the company

It is important for the HR manager to be involved in the management team, and have the opportunity to contribute to the organisations’ strategic decisions. HR managers take a more strategic approach by gaining a better understanding of the organisation, the employees, stakeholders, products and finances, helping them fulfil their role by translating business strategy into

Secondly, it is an effective method of distinguishing good employees from the bad. By rewarding them accordingly, it sends the ¡¥right messages¡¦ to both types of workers, telling the good ones that the organisation thinks they are valuable and wants to keep them, and informing the bad ones that the organisation are happy to lose them. By sending the ¡¥right messages¡¦, it has a positive effect on the motivation of good employees, and forces the bad ones leave. Both effects are good for the organisation. (Kessler & Purcell, 1992)

Google’ targets from the website can show that Increment function is actually a costly game for others, and platform, Google are building this makes it cheaper, more easily develop and run ratio who all the application of network size. Besides that, this is a distributed computing platform, can manage the server cluster nodes10 million data set of in the network size. It includes a PB level, distributed, fault-tolerant file systems, distributed RPC code, may be Shared memory and processes migration network. And a data center management system can let a few old age pension plan engineer effectively run 10 million servers. Any of these projects is probably a start-up only focus.