Schwind07IM11 - Chapter 11 Managing Employee Relations 1...

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Chapter 11 Managing Employee Relations MANAGING EMPLOYEE RELATIONS CHAPTER OBJECTIVES After studying this chapter, you should be able to: Discuss the importance of downward and upward communication in organizational settings. Define employee counselling and the major types of counselling. Describe how progressive discipline and wrongful dismissal work. Explain the different techniques available to improve quality of work life. Outline the major issues relating to downsizing the workforce and their implications for strategic human resource management. POWERPOINT ® SLIDES Canadian Human Resource Management includes a complete set of Microsoft PowerPoint ® files for each chapter. (Please contact your McGraw-Hill Ryerson representative to find out how instructors can receive these files.) In the lecture outline that follows, a reference to the relevant PowerPoint slide for this chapter is placed beside the corresponding lecture material. The slide number helps you to see your location in the slide show sequence and to skip slides that you don’t want to show to the class. (To jump ahead or back to a particular slide, just type the slide number and hit the Enter or Return key.) 11-1 1
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Part 6 Maintaining High Performance LECTURE OUTLINE (with PowerPoint ® slides) Managing Employee Relations Slide 1 Open-door Policy Slide 2 Indirect Compensation Objectives Slide 3 EMPLOYEE RELATIONS The state of employee relations in an organization is determined by how human resource planning, placement, training and development, evaluation and compensation is handled Open-door policy encourages employees to come to higher management with any concerns STRATEGIC IMPORTANCE OF EMPLOYEE RELATIONS PRACTICES Employee relations is a complex blend of organizational culture, human resource practices, and individual perceptions. Virtually everything the human resource department does affects employee relations Improve productivity -- Employee productivity is significantly affected by ability and attitude and effective employee relations practices improve both Implementation of organizational strategies -- Employees need to understand their roles and be rewarded for exhibiting desired behaviours -- Effective employee relations practices ensure that organizational goals and strategies are properly communicated to employees and receive their commitment o Reduce employment costs -- When the organization’s culture includes concern for and interest in employees, the result is reduced turnover and absenteeism which results in significant cost savings o Help employees grow and develop -- An important goal of human resource departments is to help employees achieve their personal goals -- Interest in employees’ work and career goals results in benefits of improved morale, loyalty, productivity, and availability of skilled people 11-2
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Chapter 11 Managing Employee Relations Employee Relations Slide 4 Employee Communication Slide 5 FIVE KEY DIMENSIONS OF EMPLOYEE RELATIONS There are five major components of effective employee relations:
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This note was uploaded on 03/03/2011 for the course BUS 341 taught by Professor Smith during the Spring '11 term at Wilfred Laurier University .

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Schwind07IM11 - Chapter 11 Managing Employee Relations 1...

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