Components of an Employee Relations Program

Employee relations programs have several components. This area of human resources interacts with all of the human resources disciplines. Employee relations specialists should be well-versed in all aspects of human resources, therefore, they are typically HR generalists or have the professional expertise of an HR generalist. An employee relations specialist with the background of an HR generalist is extremely valuable in developing and managing numerous components of an employee relations program.

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Employee Opinion Surveys
- A basic component of an employee relations program is measurement of employee satisfaction and working conditions. An employee opinion survey is the most effective tool to determine workplace climate, employee morale, working conditions and workplace issues. In addition, employee survey responses enable identification of workplace concerns pertaining to performance, behavioral or interpersonal relationship issues. This human resources employee relations program is responsible for administering a confidential and anonymous survey to employees. Analyzing survey responses is the second step of this component, followed by constructing an action plan for any improvements the company needs to make. Action plans outline the steps necessary for correcting issues discovered through employee surveys.
Employee Recognition
- Improving motivation among employees can be accomplished by implementing an employee recognition program. Employee recognition programs aren't always programs that merely pay monetary rewards for high-performing employees. Recognition is a form of appreciation by managers, colleagues and coworkers for individual employees or teams. An employee recognition program can require extensive preparation to determine what employees want in terms of the kind of recognition. Recognition ideas include public announcements about employees who demonstrate exemplary business ethics or a token of appreciation for perfect attendance. There are numerous ways to recognize employees, one of the most popular being a handwritten note from a member of upper-level management. Motivating employees using an employee recognition program is a cost-effective method that boosts morale and, ultimately, employee retention.
Performance Management
- Performance management is fundamental to successful businesses. The value of an organization's human capital is paramount to achieve business goals. Productive and fully engaged employees whose professional goals are aligned with the company's goals are often the best performers. However, a performance management system provides a way for human resources staff and department managers to measure employee performance. Performance management supports the compensation structure as well -- performance appraisals often determine salary and wage increases, bonuses and other discretionary benefits. The performance management component of an employee relations program is an important aspect every employer faces.
Dispute Resolution
- Employee relations programs also consist of processes for resolving disputes between employees and between managers and employees. An employee relations program should have a completely separate component for identifying and resolving workplace issues. Workplace issues left unresolved can escalate to challenges such as employment litigation, strikes and work stoppages. The employee relations program is responsible for developing a process for reporting workplace issues, which include unfair employment practices and incidents such as unlawful harassment. Another part of this employee relations component is communication with company counsel. The purpose of this component of employee relations program is to serve as the primary contact between the employer and attorneys in matters that can risk legal exposure for the employer.

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Components of an Employee Relations Program

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