Employee relations belong to employer-employee relationships that give satisfactory productivity, motivation, and self-confidence. Employee relations are involved with preventing and resolving problems related to individuals that occur or change work situations. Supervisors are given advice on how to correct poor performance and employee misconduct (Gennard, 2005). On the other hand, employees are given information on how to promote a better understanding of the company's goals and policies. For this paper we have chosen Tesco plc and its employee relationship. Tesco plc is the largest global grocery store based in UK. This is the second largest retailer in the world when measured in terms of benefits and third when measured in terms of income. The company has employed more than 326,000 employees around the world where 237,000 of them in Europe where it has its largest private employer.
Strategy Integrating Job Performance and Training
Job Performance and training forms the vital element of an organisation. Tesco Plc conducts effective training programs in order to fulfil the learning needs of its employees and keep itself updated for coping up with the increasing modernization and developments occurring in the global markets. For this purpose, they conduct extensive surveys, analyze the organisational needs and implement adequate and sufficient training programs to cope up with the existing and upcoming competitions (Gennard, 2005).
The term 'Training' refers to the planned efforts which are made by the organization and its management to teach and assist its employees and workers in order to develop in them the skills, job-related knowledge, abilities and such behaviors, the application of which, helps them in their jobs at hand. The aim of the entire training process is to assist employees in achieving their job related goals. Thus, the purpose of training caters to the needs of employees' current jobs. It is imperative that employees feel like an asset to the organization and they should be treasured. Training helps underscore this message. Training your employees is a practice that shows that the management is concerned towards the employees and wants to see them doing better and bigger.
Good training programs not only polish...
Employee Relations Financial Crisis Managing Employee Relations in the Event of a Financial Crisis A Look into Management can Effectively Navigate through Adverse Conditions Austerity Protests (Dowling, 2012) Employee relations can often be a difficult aspect of maintaining the overall health of an organization. In general, employee relations often refer to the act of fostering productivity, motivation, and employee morale in an organizations human resources pool. However, there are some circumstances in which it
Employee Relations Develop a strategy specific to your organization for integrating job performance and training. Job performance is an integral aspect within the health care services industry's overall. For one, it holds both associates and management accountable for their respective actions. This accountable provides a means of deterring any subpar performance on the part of employees who might otherwise be a detriment to the overall operations of the firm. By linking job
Employee Relations: Industrial Conflicts and Collective Disputes: Efficient and good industrial relations are usually dependent on the consistent, just and reasonable treatment as well as participation of the staff in issues and decisions that have an impact on them. The ideological framework of industrial relations involves the maintenance and enhancement of human resources procedures and policies. This framework of industrial relations also ensures that there is unbiased and consistent application of joint
Employee Relation Plan The first question that has to be considered is the objective of any employee relations program. This is generally listed out in a document that is circulated among all the staff as they are supposed to follow it. This involves certain laws, regulations and case laws, and has to be viewed as governing the policy of the organization including the required management delegations for the administration of the
Employee Relations Plan: Starbucks, Inc. Most companies assert to prospective employees that the corporation offers excellent benefits and a good salary. But few corporations make such assertions part of its corporate, core mission statement. According to Starbucks, the motto of the international, Seattle-based coffee company is that "Our success depends on your success." This statement is not simply directed at Starbuck's customers, but to its employees as well. (Starbucks, "Job Center,"
Once an interaction has been made which eventually resulted for the employee to voice out his/her grievances or complaints over the management or against his/her co-workers, then the real problem will be discussed thoroughly. The HR people can now sit down and analyze the root cause of the problem, how it can be solved and what things should be done. Asking for behavior change. At this stage, it is assumed that the
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