Why the Future of Work is Virtual, Gig Based, and Cognitive and its implications for HR
The Changing Nature of Work and the Transition to the Fourth Industrial Revolution Work, as we know it, is changing before our eyes. While historically, the nature of work evolved from informal to formal exchanges between employers and employees, ever since the Industrial Revolution in the Eighteenth and the Nineteenth Centuries, work has come to […]
Importance of Being Efficient at Workplace
Before we begin this topic, let us throw some light on the following example. Peter and John were best friends who did their studies together at Alpha management school (Just an example).They both got their first jobs in XYZ Organization as marketing executives. Within a span of five years, Peter was promoted as Vice President […]
Employee Grievance – Effective Ways of Handling Grievance
Grievance may be any genuine or imaginary feeling of dissatisfaction or injustice which an employee experiences about his job and it’s nature, about the management policies and procedures. It must be expressed by the employee and brought to the notice of the management and the organization. Grievances take the form of collective disputes when they […]
The HRM Challenge: Promoting Diversity and Inclusivity in Illiberal and Charged Times
The Challenges Confronting the HR Professionals in these Charged Times World over, the emergence of nationalist and populist movements has meant that women and racial minorities as well as immigrants are under unprecedented threat. Indeed, with the charge against immigrants and women coming right from the top in the United States, with President Trump leading […]
Principles of Talent Management
There are no hard and fast rules for succeeding in execution of management practices, if you ask me. What may work wonders for one organization may ruin another one! For convenience sake however there are certain principles of Talent Management that one should follow or keep in mind. Principle 1 – Avoid Mismatch Costs In […]
Labor-Management relations are the most complicated set of relations that any HR Manager has to deal with. Efficient maintenance of labor relations helps the HR Managers in developing a harmonious environment within the organization which, in turn, helps the organization in effectively achieving its goals and objectives.
Well-managed labor relations provide a competitive advantage to the organization by negating the hassles arising out of labor or union related issues and conflicts.
With increasing competitiveness and mounting pressure of accomplishing the business’s strategic goals, it has become essential for an organization to acquire an effective and dependable labor relations support. For the same, the organization may opt for the services of an HR Consulting Firm.
An HR Consulting Firm broadly covers one or many of the following aspects of labor relations as per the requirements of the organization:
A proper statutory compliance prevents unnecessary legal hassles and associated financial burden.
The practices and documents of the organization are thoroughly audited by the HR Consultant against the current legal requirements. Also, new contracts and documents can be drafted as per the legislative detailing. Proper procedures for labor terminations also require efficient working on the part of an HR Consultant as per law.
An HR Consultant, in such a scenario, provides impetus in improving the everyday dealing between the labor and management. He works towards promoting an environment of collaboration, understanding and mutual trust among the labor and management by carrying out various training programmes, discussions, facilitation workshops and joint exercises between labor and management customized to the specific needs of the organization. Thus, HR Consultants assists in improving labor-employer relations.
Labor audit and employee satisfaction surveys are crucial tools in assessing the vulnerability of the satisfaction levels of labor in the organization. An HR Consultant utilizes these tools to diagnose the chances of formation of trade union within the organization. It helps in understanding the position of the employer’s policies and processes vis-a-vis the employee’s expectations. The gaps within the existing policies and employee’s expectations are then worked upon by the HR Consultant to improve the satisfaction levels of labor, thereby contributing in avoidance of trade union within the organization.
More so, resolving grievances by resorting to such methods as mediations by HR Consultants assists in keeping up with the reputation of the organization as a responsible and employee oriented organization.
The HR Consultants work with an unbiased approach in opening up a clear and effective communication line between the concerned parties, along with putting in there valuable inputs where ever necessary to end up with an amicable and appropriate solution to the problem. Such an activity also facilitates in developing a positive labor relations environment within the organization. Further, a proactive feedback mechanism developed by the HR Consultant greatly helps in decreasing the rate of grievances among the labor.
Investing in productive labor relations is as significant as investing in any other effective business partnership. Hence, a well managed labor and union relation plays an instrumental role in dealing with the changing and challenging business propositions in current economic scenario.
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