What is Employee Relations?

At Humba-HR-Consultants we depend on projections which are pragmatic and feasible therefore we continue to encourage research and team-work at all times to yield the best results. Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale.   Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals who arise out of or affect work situations.

Employee relations are an underlying philosophy, along with necessary attitudes and skills, rather than a specific management function or well-defined activity. You’ll find here information on employee and industrial relations, the employment relationship, conflict and mediation, industrial action and strikes, trade unions, trade union recognition and negotiation, collective bargaining and whistle-blowing.

Advice is provided to supervisors on how to correct poor performance and employee misconduct.   In such instances, progressive discipline and regulatory and other requirements must be considered in effecting disciplinary actions and in resolving employee grievances and appeals.   Information is provided to employees to promote a better understanding of management's goals and policies.  Information is also provided to employees to assist them in correcting poor performance, on or off duty misconduct, and/or to address personal issues that affect them in the workplace.   Employees are advised about applicable regulations, legislation, and bargaining agreements.   Employees are also advised about their grievance and appeal rights and discrimination and whistleblower protections. 

 A link worth following - : https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/175479/13-535-the-2011-workplace-employment-relations-study-first-findings1.pdf

What it involves

Employee relations are in essence, the old-fashioned term for human resources or personnel management. The employee relations officer was the internal go-between for employers and the workers' unions. While human resources has come to include numerous other areas such as talent management and equality and diversity, the role of the employee relations officer remains similar to its original incarnation.

It's not just older organisations, or sectors where unions have remained powerful, that employ employee relations officers. Many organisations require employee relations officers as advisers on specific areas of employment law, to negotiate during union or employee group disputes and to ensure the wider workforce is aware of company policies and procedures.

• Day-to-day tasks can include:
• Maintaining employment policies
• Ensuring legal compliance
•   Managing employment tribunal cases
•  Advising the HR team
• Dealing with employee relations issues
•  Managing issues such as long-term absence
• Maintaining good relations and consulting with trade unions.

This can be a very rewarding role, ensuring the best outcomes for both the business and the employees, but at times of disputes it can be difficult.

What's required?

A CIPD qualification, ABE Human Resources Qualification or further education with a strong focus on employment law, will be required. You'll need to be a good negotiator, personable and able to get on with most people not necessarily all of them. Strong problem solving and analysis skills would also hold you in good stead. Any HR experience would be useful; especially in a sector where unions have a big influence on working conditions for example big organisations normally government funded i.e. NHS, Armed Forces etc