Employee Relations Program

In todays business, employees are free to vote and place their valuable talent to those companies who offer them the best opportunity to growth and appropriate rewards for their critical contributions. The burden will be on companies to attract and retain the workers they need. Companies need to review their program to retain their best talent. Job satisfaction are not only on the salary but also on the recognition and open communication by the managers to the employee.
Many companies perceive that it is time to give increased attention to work force issues, as a way to help address business-driven changes. Remember that “if you take care of your employees, they will take care of your customers". Employee-focused activities will remain important functional services and areas of expertise, responsibility for the process should be shared with managers. Because the issues addressed are people-related business issues, the process is more effectively integrated with the business. To be successful to maintain the employee relation, line managers can do the following:
- Communicating the urgency for change and implications for employees with regards to the business vision, mission, and strategy

- Clarifying the values that define the company's culture

- Addressing issues relating to labor relations, equal opportunity, legal compliance, sexual harassment, and fair practice

- Achieving and managing diversity in the work force

- Addressing work force issues such as work-family, workplace, health and wellness, dispute resolution/employee advocacy, policy application

These may seem disparate topics, but they all impact employee retention, trust, and the perception that the company is a great place to work.