Relations employee relationship management and business development
EmployeeRelationsManagemen, ERM broadest sense, employee relations management in the human resources system in the enterprise, all levels of management and human resource management functions, the human resources policies and management practices through the elaboration and implementation. As well as other management communication means to regulate businesses and employees, interconnectedness and mutual influence between the staff and employees to achieve organizational goals and to ensure that employees, social value. In a narrow sense, employee relations and staff management is the business communication management, the use of this communication more flexible, non-coercive means of incentive to improve employee satisfaction, support organizations to achieve other management goals b. Its main functions are: to coordinate the relationship between employees and managers, employees and staff to guide the establishment of positive work environment.
In Western countries, the establishment of a scientific management system, such as related to health, safety, equipment protection, employee rights, labor discipline, so that employees act in an orderly manner in the whole system, so as to achieve the desired business efficiency and profits. The domestic scholars believe employee relationship management and content can be exported from the basic duties of human resource management, the basic content may include labor relations management, employee relationships management, communication management, employee case management, enterprise culture construction, service and support , employee relations management training.
So, the main contents of employee relations management is to create the same value system ... because the company's values defines the people's basic thinking and behavior patterns, or is accustomed to something, do not need to think a thing to be able to show it, Once it is contrary to feel uncomfortable things. Therefore, we can say the values of corporate ethics benchmark enterprise, it is to determine a common corporate members of the standard things and common code of conduct, the organizational foundation specification. With common values, for a certain behavior or result, members are able to stand in the position to make the organization a consistent evaluation. This consistent characteristic values of both organizations, but also members of the organization distinguishable from each other's thinking and behavior identity ... so, agree a common corporate vision and values, it is the premise and foundation construction and improvement of enterprise management system of employee relations.
2. Managers are responsible for employee relationship management
Ancient Chinese people have "good birds greener pastures, Chester choose a man thing." Employee Relationship Management is ultimately the problem is a human problem, but the outlook and behavior j managers play a crucial role. In employee relations management and corporate culture, managers should be representative of business interests, groups should be ultimately responsible, should cultivate those under development, it should be a pioneer of new ideas, who should supervise the implementation of the rules . In employee relations management, every manager can grasp their management roles, self-positioning, self-discipline, self-fulfillment, and even self-transcendence, to the success and level of employee relations management, but also to a good relationship the success or failure of corporate culture construction.
Once employees have negative emotions, it will directly affect the performance of the organization and harmony of the team. Therefore, management must learn to analyze employees' anxiety. " Due to lack of capacity, lack of skills, the process is unknown, uncertainty or anxiety caused by the standard, to teach him; because the more work, low pay, harmonious relationship between colleagues is not to know him; because the fear of doing wrong, fear of punishment, to forgive he; its inner fear, fear Gonggaozhenzhu to believe him; for fear of no longer be trusted not to do more, not to do, to use him. This "teach him", "know he" forgive "him" and "trust him", "he" and honest "" word-oriented, that will make employees achieve "spontaneous" of the state, is the effective light the royal road.
3. Psychological contract is a core part of employee relationship management
2O century 7O's, American psychologist mercy proposed the concept of psychological contract. Although the psychological contract is not tangible, but they play a tangible role in the contract. Enterprises clear understanding of each employee's needs and development aspirations, and are met as far as possible; and employees of enterprises for the development of full dedication, because they believe that companies can meet their needs and aspirations.
Psychological contract by the needs of employees, corporate incentives, employee self-positioning and appropriate work behavior cycle four aspects to build from, and these four aspects of the relationship has a rational decision. We think the psychological contract to bring the employee relationship management: Business in the construction of the psychological contract, to its own human resources and structure based on individual needs, with some incentive methods and management tools to meet, and the corresponding guide members of T psychological needs of employees in order to actuate the appropriate work behavior in return, and make appropriate adjustments in incentives based on the reaction of staff; staff _T is based on personal expectations and vision of business goals, adjust their psychological needs, determine their own enterprise the relationship between the results, combined with its own characteristics and business development goals set their own career planning, and therefore determine their own job performance and reach a consensus with the business: personal growth must be attached to the enterprise platform, to leave the company this platform to talk about personal goals member T achieve only a pipe dream, this is like the relationship between the sea and streams of the enterprise is the sea, the individual is a stream, leaving the sea, streams will dry. This is the core part of the psychological contract of modern human resource management cycle, also employees relationship management.
4. Relations employee relationship management and business development
Business interests of all stakeholders are realized by a common vision for the enterprise to achieve. Therefore, the starting point of employee relationship management is to let employees accept company vision. There is no common vision, lack of a common belief, there is no premise of stakeholders. Whenever good business, is through the establishment of a common vision, integration of various resources, including human resources, of course, continue to develop and grow the organization of traction, traction members to achieve goals through the organization to achieve individual goals.
The main objectives of a modern employee relations management is to improve employee satisfaction, improve staff cohesion and sense of belonging, to strengthen communication with employees, implement and strengthen the penetration of corporate culture, and improve talent retention. Thereby strengthening employee corporate identity, strengthening human core competitiveness of enterprises so that enterprises win in the competition. So from the moment employees join the company, enterprises should staff as a precious asset, allocated carefully, so as to maximize its energy and utility. First of all, the staff was recruited in, for jobs were carried out by members of the small quality evaluation analysis to scientific and rational way to match staff T jobs; at the same time, another employee relationship management to other aspects of aid can so that employees produce higher job satisfaction, so it can improve the quality of service and professionalism of the staff, which in turn is the basic premise of customer satisfaction produced; only sustained customer satisfaction in order to generate customer loyalty, and ultimately lead to a real corporate profits growth in order to achieve enhance the core competitiveness of enterprises. Core competitiveness of enterprises can improve the relationship between management and employees has an important level of contact, relationship management level employees only improved in order to improve employee satisfaction, resulting in a chain reaction, and ultimately organizational goals. So, people-oriented modern society, employee relations management is undoubtedly a key to winning business in the fierce competition in the market come to the fore.