Employee Relations

Objectives of the Study

Broad Objective: To know overall about the company of Future Generali and also know each and every parts of the Employee Relations process of that company.

Specific Objectives: To study the importance of employer-employee relation.

To study different aspects including in employer-employee relation.

To study its impact on the performance of the employees.

Description
People in organizations interact with each other during work, formally and officially as well as socially and informally. During the course of interaction, relationships develop, which are invisible connecting links, coloured by emotions of love, hate, repulsion, respect, fear, anxiety and so on. These are usually mutual but not necessarily reciprocal. If A hates B, it does not follow that B hates A. It is possible that B loves A and even sympathizes with his thoughts. Relationships imply feelings for each other. They may be positive (friendly, wanting to be close) or negative (unfriendly, wanting to be distant). Relationships always exist between interacting persons. There is no neutral point. Indifference is not neutral. Indifference tends to be negative. Relationships influence behaviors at work. Expectations of each other, perceptions of the intentions of either, distributions of assignments, readiness to conform or to rebel, enthusiasm to contribute, etc., are to some extent outcomes of these relationships. Attitudes and motivations influence, and are influenced by, the nature of these relationships. Employees are among an organization's most important audiences with the potential to be its most effective ambassadors.

Employee Relations are practices or initiatives for ensuring that Employees are happy and are productive. Employee Relations offers assistance in a variety of ways including employee recognition, policy development and interpretation, and all types of problem solving and dispute resolution.

Once there was a time when "Employee Relations" meant labor relations everywhere around the world. Negotiate. Orchestrate. Dictate. HR professionals helped negotiate collective bargaining agreements. The provisions of that contract defined the relationship between management, unions, and workers.

Proposal

There is no doubt that the world of work is rapidly changing. As part of an organization then, HRM must be equipped to deal with the effects of the changing world of work. For them this means understanding the implications of globalization, requirements, technology continuous changes, workforce diversity. Changing skill

improvement

initiatives

contingent

workforce,

decentralized work sites and employee involvement are the issue for confront. Now it is a big challenge for the HRM to support the organization by providing the best personnel for the suitable position. Starting with recognizing the vacancies and planning for them is a great task. Moreover selecting attracting the suitable candidates and selecting the best person in time is a challenge. The cost of the recruitment is significant. So, proper planning and formulate those plan is the task that require more focus and improvement. Equal opportunity and sourcing is also a vital part. Realizing this need we tried to find the difference and similarities between theoretical aspects with the practical steps taken by the company. We took an attempt to demonstrate the feature for the further improvement.

ROLE AND SCOPE OF HUMAN RESOURCES

The key process that defines the HR strategy is ensuring an effective and efficient organization through appropriate people-job-organization fit Each and every HR plans thus focuses on: Productivity Performance Satisfaction, to further the business objectives of the organisation through the optimal utilization of the human resources.

DATA COLLECTION METHOD

Source of Information: 1. Primary: The primary information collected through face to face interview, observation, and by participation in the Employee Relations. 2. Secondary: The secondary information collected from website, Magazine, Memorandum, Journals, books and some other relevant sources. Both primary and secondary data sources will be used to generate this report. Primary data sources are scheduled survey, informal discussion with professionals and observation while working in different desks. The secondary data sources are different published reports, manuals, price updates and different publications of FUTURE GENERALI.

Analysis

Future General mainly emphases on internal and external sources for employee An effective employee relation involves creating and cultivating a motivated and productive workforce. People are generally motivated from within, but what can you do to help foster the type of environment where employees thrive, enabling your company to outperform the competition

Employee Relations starts with determining the type of workplace the company wants. It starts by considering what the company wants its employees to say about working for the company. In a competitive market, it is important to that employees dont feel that they might be treated more fairly elsewhere. After all retention is one of the major functions of HRM. By considering what the company wants employees to say about working for it gives shape to the companys culture. The company culture conveys organization's core values to its employees, customers, vendors, and community. In addition to the workplace climate, the company also considers the types of processes or systems it wants to employ within the workplace to support the company culture and enhance the working relationship that exists between the company and its workforce. Such systems could include communications, policies, training, and development. Also, an essential step in building effective Employee Relations is to evaluate the human, financial and other resources available that reinforce the values and guiding principles the company wants echoed throughout the organization. s are asking for written test. Those who are successfully passed the written exam are called for final interview.

Traditionally Employee Relations programs were centered around labor union relations. Today, Employee Relations does not necessarily involve unions. However, it does involve cultivating the leadership style and workplace practices that help make union organizing activities a less attractive option for employees.

When an organization is sensitive to its impact on society, and responds to the societys concerns, it is said to be socially responsive. On the contrary, if it is concerned only with its own purposes and ignores the impact that it has on society, it is said to be socially not responsive Relationships also contribute to stress and conflicts at work, which in turn, affect quality of work life of individuals as well as the quality of organizational outputs, measured in terms of customer satisfaction, competitive advantage, innovation, and so on.

Conclusion

Each company that I interviewed was from different sector and had a different modus operandi. From a plant factory to the hospitality sector a very important tool of Employee Relations is communication. It plays a crucial role in Employee Relations. It is important to motivate the employee and make him aware of the policies.

Employee Relations is necessary in an organization as salt to food. As one cant imagine eating food without salt, a company cannot run without maintaining Employee Relations.

I noticed that internal recruitment plays a very important role in employee relations. Internal recruitment is when the company recruits someone from within the organization to fill the vacancies, as opposed to external recruiting i.e. recruiting from the open market. Internal recruitment helps with the industrial relations since external recruitment can be seen as depriving the workforce of opportunity. Future Generali has mixed recruitment. It follows internal as well as external. Future Generali has a Database of People who want to seek employment. It is prepared on the basis of resumes left by job-seekers. PARLE is strong follower of Natural succession. It strongly believes in internal recruitment. If the company is looking at improving Employee Relations,

then internal resources should be the first considerations when planning for recruitment.

This is a very effective means as many qualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill.