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Employee Relations Management Assignment Cover

An employee relationship management (ERM)[1] system is an information system that supports the relationship between a company and its employees.

Employee relationship management has focused on enabling employees to collaborate on typical managerial tasks with their employers. By engaging inputs from both sides of the employment relationship, ERM platforms aim to align the interests of both parties, worker and employer, and inform day-to-day business functions under a streamlined workflow.

Components and functions[edit]

The components of an employee relationship management platform are multiple, and, as in customer relationship management, achieve the goal of assisting the employee in the whole life cycle of her/his activity in and for the company.

Employee relationship management platforms include but are not limited to the following functions:

  • Job search and recruitment
  • Job application and hiring
  • Schedule generation
  • Shift management (e.g. inter-employee shift trades and cancellations)
  • Training
  • Employee evaluations
  • Workplace and manager evaluations
  • Rewards and recognition
  • Messaging and communication[2]

and some other component may differ as the application changes.

Classification[edit]

The employee relationship management classification differentiates from other human resource information systems and workforce management systems]] by considering the whole employee, taking steps to ensure that the employee's work-life needs are well balanced and accounted for in the computation of work assignments.[3] For example, current platforms on the market, such as WorkJam, allow workers to find jobs based on their availability, and once they are hired, employees can view schedules and choose when they work in accordance with employer and regulatory staffing requirements.[4]

References[edit]

About two years ago, we published this list on LinkedIn.  The response was overwhelming (and continues to be).  So here it is again. Let us know what we should add!  The list can go on and on…

50 Employee Relations Issues You Should Be Documenting

1. Your employee gets into a dispute with a co-worker

2. Has a hygiene problems that can no longer be ignored

3. Views sexually explicit material over the company internet

4. Frequently uses the phone or internet for personal reasons

5. Lacks attention to detail in his work

6. Is slow to get her work done…missing assignments and quotas

7. Receives poor customer feedback

8. Has a dip in expected sales production

9. Struggles during the probationary or training period

10. Covers up for a co-worker

11. Has a hard time following through and never seems to get anything done

12. Uses company equipment or facilities without proper authority

13. Works unapproved overtime

14. Has poor time management skills

15. Has excessive unscheduled absences from work

16. Is frequently late for work

17. Proselytizes religious or political beliefs to co-workers or subordinates

18. Comes and goes as he/she pleases

19. Uses the company credit card for personal expenditures-even if he/she pays it back

20. Calls the women in the office “dear”, “sweetie”, and “girls.”

21. Has one too many at the company holiday party

22. Doesn’t have the required technical skills to get the job done

23. Shows up inappropriately dressed or with questionable body piercing/art

24. Has inadequate problem solving skills

25. Demonstrates weak written or oral communication skills

26. Keeps office space a mess

27. Violates a safety rule, even if no one gets hurt

28. Swears – either in casual conversation or when things get heated

29. Frequently sends, receives and forwards inappropriate jokes over e-mail

30. Is the office bully

Let us demonstrate how HR Acuity On-Demand can provide your organization

with a consistent and easy – to – use process

for documenting everyday employee issues like these.

31. Makes discriminatory comments or racial epithets, even once

32. Has a tendency to have “elevator eyes” when talking to women

33. Gossips – all day long

34. Displays a lack of commitment to her job or the company

35. Carelessly leaves confidential information out in the open

36. Can’t seem to get along with anyone on the team

37. Makes a veil threat of physical harm to a co-worker

38. Neglects to communicate to management what he is doing

39. Appears to have an alcohol or drug problem that is impacting her work

40. Cannot accept constructive criticism

41. Shows a lack of respect when speaking to his supervisor

42. Is going out on a leave of absence

43. Is constantly late for meetings

44. Always has an excuse for not getting things done

45. Shares confidential or proprietary information

46. Has an unwillingness to confront problems head-on

47. Is beginning or modifying a flexible work arrangement

48. Telecommutes but never seems to be reachable when needed

49. Is being placed on a performance plan or receiving a disciplinary warning

50. Is exiting the business either voluntarily (resignation) or involuntarily (termination)

Proper and timely documentation protects your organization and provides clear expectations to your employees.

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