EMPLOYMENT RELATIONS

Employment Relations

Employment Relations

Introduction

During last few decades, there has been a paradigm shift in the employee-employer relationship. The old contract was one of mutual obligation but an unequal power balance: It paired an employee's “doing a good job” with the employer's “I'll take care of you.” The new contract is an exchange relationship in which each side has a degree of freedom.

The shift is not a temporary phenomenon. It is a result of long-term economic, political, and technological processes that have shifted power in the direction of the employee. Employees, especially the most capable ones, have an increased confidence in their ability to work under conditions that fill their own needs. They can negotiate the terms of employment that suit them and change jobs and careers to secure better conditions. The movement of power to the employee will continue over a long time, despite fluctuations associated with the economic cycle and specific labour markets.

That is why retention is so important today and why we will continue to find it difficult to retain the employees we want to keep. In the twenty-first century employment world we must look at the foundations of retention through the eyes of potential employees. They are the customers for our jobs. If we do not prepare a good foundation, we cannot expect them to stay. Employees will no longer endure what they do not like in their employment situation. They have power in the knowledge of their abilities and confidence in their value in the marketplace. With greater loyalty to their career and their skills than to their employer, they move on.

Employee Relations Strategy

Employee relation strategy means it is the interaction between the employer and employees. There are many factors involved such as human relations labour relations and compensation benefits.

The employment relationship - a relationship based on an agreement between the employee and the employer of an employee for personal fulfilment cost of labour (working on a post, profession or occupation, or a specific type of work assigned to it). An employee who entered into an employment relationship shall be subject to the internal code of conduct and the employer is obliged to provide it with working conditions in accordance with the law, collective or individual employment contract. (Warhurst, R. 1995, P 265)

Labour relations arise between employer and employee on the basis of the concluded their labour contract. In addition, the employment relationship may also arise from the actual assumption of the worker to work with the consent or at the request of the employer, even if it has not issued an employment contract.

Companies that offer employee development programs are finding success with retaining workers. Sears has found that in locations where managers work to help their employees grow professionally turnover is 40 to 50 percent less than in stores where that relationship does not exist. Although many people involved with employee development programs are not sure of a direct correlation between the programs and employee retention, some business managers find that a positive ...