ASSIGNMENT I

SHRM

MITSOB

INTRODUCTION
Employment relations have become multifaceted and subtle in todays era where everything has
become automated and technology plays a vital role in every organization. On one hand where
technology makes the processes easy it makes other components in organizations complex which need
due attention. With the changing times the structures of the organizations have also changed from
being hierarchical to flat organizations. The stereotype organizations where the superior-subordinate
relationships existed have been replaced by more of an informal structure.
Employment relations has been replaced by the word industrial relations. Employment relations is a
contemporary word and encompasses various aspects of Human resource management.
Earlier the employer-employee relationships were completely formal and hierarchical in nature but with
liberalization the economy has opened up to new policies, technology and the change in the socioeconomic setup of the country has also affected the expectations of both the employer-employer
behaviour which has led to more demands on part of employee as well as employer.

1. FACTORS WHICH HAVE LED TO CHANGES IN EMPLOYER-EMPLOYEE

RELATIONSHIP:
Dependency on technological competence
Knowledge economy-increased value of human resources
Mobility
Focus on customer relationships
Improved organization structure
Dynamic environment and competition
Increased social connectivity
Globalization

Difference in traditional and new employee-employer relationships:-

THEN

NOW

Focus on Job

Focus on performance

Loyalty towards organization

Organizational commitment /physiological

contract

Domineering style of leadership

Participative style of leadership

Communication flow ambiguous and

Clear and precise communication

disoriented
Getting work done through authority
and fear

Focus on nurturing relationships at

workplace for maximum productivity

Superior-subordinate relationship

Mentor-mentee relationship

Traditional focus was on

Now focus is on

managers,employees,government and

person,unions,manufacturing,manual

unions

work

Productivity based reward

Performance based reward

Collective bargaining and conflict

Involvement,engagement,participation

resolution

and partnership

STRATEGIES TO IMPROVE EMPLOYEE COMMITMENT

With increasing complexities in the workplace and the outside world the pressure on the employees to
perform at their best is increasing day by day and it is also a task for the employers to keep the
employees happy and motivated at all times.
Appreciating employees say for example by giving them a certificate of appreciation for good
work done because recognition still remains the biggest motivation for employees
Putting the values, mission and goals of the company on a magnetic label to remind that the
employees and the company have a common goal thereby fostering spirit of unity among the
employees


Flexi-timings
Work-from home
Sabbaticals
Enhanced holiday entitlement
Loyalty rewards
Bonus
COMPANIES WHO PRACTICE BEST EMPLOYEE ENGAGEMENT PRACTICES
GOOGLE
INFOSYS
BOSTON CONSULTING GROUP
EDWARD JONES