employee relations, mba project on employee relation, hr project topics
As a branch of HR management, employee relations managers look out for the best interests of employees and assist employers with contract disputes and. EMPLOYER-EMPLOYEE RELATIONSHIP STUDY PERTAINING TO SELECT ABSTRACT This Study attempts to the state of employer - employee Mca projects in pondicherry mca projects mca projects. Employer Employee Relationship _ MBA Projects, BBA Project Reports - Download as PDF File .pdf), Text File .txt) or view presentation slides online.
All these are done with the aim of improving productivity rather than interacting with employees Debaawy, The problem that this study intends to address whether employees performance may vary based on the level of interaction they have with their manager. This study intends to determine whether there is an effect of ERM on performance at the organizations in banking sectors.
Review of Literature Employee Relationship Management ERM ERM is a relatively new concept; a general definition hence understands ERM as strategy, programs and technology to effectively manage how firms relate to prospective, current and former employees. Employee Relationship is defined as a relationship between employer or the representative manager and employees, aimed towards maintaining commitment morale and trust so as to create productive and secure workplace environment Bajaj et al.
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ERM can be defined as a specific field of human resource management Yongcai, It is the process of adopting various controlling methods and practices to regulate the relations between company vs. ERM is a process that companies use to effectively manage all interactions with employees, ultimately to achieve the goals of the organization Oluchi, ERM is a dynamic process of managing the relationship between knowledge worker and corporation such that knowledge workers elect to continue a mutually beneficial exchange of intellectual assets for compensation in a way that provides value to the corporation Bergeron, ERM is all about effective organizational communications, which can build employee confidence, trust and loyalty, enabling managements to realize the potential of the skills and knowledge within the organization.
HR Practices is crucial function of Human Resource Management which can bring change status of ERM in the organization as this function could be quantified and resulted in statistical data to prove its importance in enhancing ERM status in the organization. Hence improved quality and productivity linked to motivation can be achieved through Training, Job rotation, Job Satisfaction, Participative Management, Performance Appraisal, Career planning and development.
This will definitely improve ERM status in the organization. Trust is considered one of the most influential variables on organizational performance. Trust may grow, decline, or even remerge over the course of a relationship. A majority of researchers posit trust as consisting of two elements; integrity and reliability.
In employee employer relationship trust is the level of reliance one can place upon the information received from another person and confidence in the relationship partner. As such, trust is a key relationship element. If employees do not trust their managers, the flow of upward communication will be compromised or simply will not happen ; likewise, if managers do not trust the employees who work for them, the downward flow of communication will be negatively affected Daniel, Communication is important in organization.
7 Objectives of Employer-Employee Relations | Employee Management
It serves as the coordination link between people and organizational functions. Ongoing, frequent two way communication is one of the most important components of a comprehensive employee relations strategy Daniel, Communication allows interaction among team members and this can happen in various ways that consist of face-to-face meetings, telephone, e-mails and others.
Communication in the organization is important because employees well informed in order to perform well and share ideas with their colleagues Noordin et al.
Leadership is considered a factor that has a major influence on the performance of organizations, managers and employees Wang et al. Shared Goals and Values: Shared values is defined as the extent to which partners have beliefs in common about what behaviors, goals, and policies are important or unimportant, appropriate or inappropriate, and right or wrong Herington et al.
Sharing common goals enables employees to direct their efforts to the achievement of that particular goal, but for that to happen there should be interdependence and collaboration among employees.
Employees Performance Effective people resourcing includes not only the acquisition of the suitable amount and excellence of people, but also the management of employees to guarantee that the recital is continually reviewed and at a level which is steady with the achievement of organizational objectives.
The concept of performance covers both what has been achieved and how it has been achieved. Firm performance can be measured in a number of different ways. The most obvious way to measure what has been achieved, and the approach used in many studies, is by reference to key performance indicators KPIswhich are usually to do with financial results profitability or productivity Armstrong,p. Employee performance has been shown to have a significant positive effect on organizational performance Hayward, Organizations need highly performing individuals in order to meet their goals, to deliver the products and services they specialized in, and finally to achieve competitive advantage.
Better performance of each employee creates immense outcomes which mainly include congruence among employees, quality production and commitment at work place Sarmad et al.
Employer Employee Relationship : MBA Projects, BBA Project Reports | Ampower
After analysis of the literature review, we can develop the conceptual framework of the study as follows: Conceptual Framework This study aims to achieve the following objectives: To examine the effect of ERM on employees performance at banking sectors.
Other significant social value correlates, but not predictors of employer—employee relationship problems were self-presentation; interpersonal trust; peace and security; and general anxiety. Consistent with findings of relevant previous studies conducted elsewhere, there were the variables that correlated with and predicted employer—employee relationship problems in Brunei public and private sector workers.
Having identified these, the next step, efforts and priority should be directed at addressing the presenting issues via counseling and psychotherapy with affected employees. Further research is recommended to understand better the problem and its possible solutions. On the other hand, the signs or symptoms of negative and unhealthy employer—employee relations are equally many and variable including different forms of arguments, disputes, quarrels, verbal and physical fights, conflicts, adversarial interactions, and bullying.
Both positive and negative relationships between employers and employees affect and impact the quantity and quality of work produced. Often, negative relationships lead to, and are manifested by, absenteeism, resignations, transfer, stagnation denial or lack of promotionunhappiness, anxiety, stress, and dissatisfaction.
The present study is the first investigation of employer—employee relationships in Brunei public and private sector workers and attempts to narrow the knowledge gap in this matter. Previous research revealed that there was a relationship between happiness in life and job satisfaction and that life satisfaction affected job satisfaction and vice versa. Values form an important part of the culture of any society.
They provide the general guidelines for normative behaviors. Values such as fundamental rights, patriotism, human dignity, rationality, sacrifice, individuality, equality, and democracy guide our behavior in many ways.
For instance, behaviors that are considered to be desirable or desired in one culture and circumstance may not be viewed the same way in another culture or situation. In addition, values are multi-dimensional and multi-faceted constructs that overlap in some cases e. Furthermore, values may be classified in a variety of ways.
For example, we have the so-called personal values e. Attempts have also been made by researchers to identify the most common values referred to as world-wide universal values or cross-cultural values. On social values related to employees, Hofstede discussed 4 types of work values: Much of the social psychology and sociological research on social and work values have tended to focus on measuring the concerns that people have for the self and others, known as social value orientation SVO.
People who emphasize benefiting at the expense of others are referred to as individualistic or egoistic. Those who seek to exploit gains from individual differences are said to be competitive competitors or proselfs.
Persons with narrow self-interest but much compassion for others are labeled as altruistic. Like the interpersonal trust concept, there are also many questionnaires that measure both social and work values. Other than these instruments, our study also adapted and incorporated some items from the World Values Survey, which taps a wider diversity of values, including the universal, national, political, security, and moral ones.
A study similar to the current research has not been done before in Brunei and we hope this inquiry will contribute to literature on this matter.