Employee Relations
Employee Relations
Dr. Harold Griffin
HSA 530: Health Services Human Resource Management
February 23, 2012
Introduction Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale (Hopkins & Hampton, 1995). Essentially, employee relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations. This paper will develop a strategy specific to my organization for integrating job performance & training, discuss the most significant performance management challenges the organization I have researched has faced, outline basics of a performance management initiative that would significantly improve employee performance across the organization as well as encourage employee retention, and create a set of best practices specific to the organization for improving employee relations.
Develop A Strategy Specific To Your Organization For Integrating Job Performance And Training Training and development in an organization requires implementation to achieve success. Therefore, the strategy will require vision, focus, direction and an action planning document. A training strategy is a mechanism that establishes what competencies an organization requires in the future and a means to achieve it. There are many important aspects to consider here. To create strategy you will need employee training, team building & development, leadership development, executive coaching, competency requirements & skills , objectives & action plans, and vision. According to Chase (1998), "You send your employees to training to teach them new behaviors. But if you don't make the effort to encourage the transfer of those behaviors back to the workplace, you may as well be throwing your training dollars out the window." Gill (1996) indicates that performance is measured in terms of progress toward
Dr. Harold Griffin
HSA 530: Health Services Human Resource Management
February 23, 2012
Introduction Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale (Hopkins & Hampton, 1995). Essentially, employee relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations. This paper will develop a strategy specific to my organization for integrating job performance & training, discuss the most significant performance management challenges the organization I have researched has faced, outline basics of a performance management initiative that would significantly improve employee performance across the organization as well as encourage employee retention, and create a set of best practices specific to the organization for improving employee relations.
Develop A Strategy Specific To Your Organization For Integrating Job Performance And Training Training and development in an organization requires implementation to achieve success. Therefore, the strategy will require vision, focus, direction and an action planning document. A training strategy is a mechanism that establishes what competencies an organization requires in the future and a means to achieve it. There are many important aspects to consider here. To create strategy you will need employee training, team building & development, leadership development, executive coaching, competency requirements & skills , objectives & action plans, and vision. According to Chase (1998), "You send your employees to training to teach them new behaviors. But if you don't make the effort to encourage the transfer of those behaviors back to the workplace, you may as well be throwing your training dollars out the window." Gill (1996) indicates that performance is measured in terms of progress toward
References: Chase, N. 1998. Managers make training stick. Quality Magazine on-line at http://www.qualitymag.com/articles/apr98/0498tt.html. Flynn, W., Mathis, R., & Jackson, J. (2007). Healthcare Human Resource Management: (2nd ed.). Mason, OH: Thompson South-Western Cengage Learning. Gill, S. 1996. Linking Training to Performance Goals. American Society for Training and Development: Alexandria, Virginia. Hopkins, D., Hampton, M. (1995). A challenge to managers: Five ways to improve employee morale. Executive Development, 8(7), 26. Rosenberg, M. 1998. Tangled up terms. Performance Improvement 37(9): 6-8.