Employee Relations and Its impact on Organisational Performance

In today's dynamic business landscape, t actical and strategic skills are both necessary for a company to reach its full potential.  While they may seem distinct, they are interdependent and  essential components  for achieving long-term organizational goals.  \ Tactical vs Strategic HRM Tactical HRM focuses on the day-to-day tasks and activities necessary to manage the employees efficiently. It deals with immediate and short-term issues such as recruitment, selection, compensation, benefits administration, employee relations, and compliance with labour laws. This  ensures essential HR processes and policies are in place and functioning smoothly. It handles routine tasks that are critical for maintaining a productive and compliant workforce. Citation Strategic HRM can be defined as the systematic deployment and management of human resources in accordance with an organisation's strategic objectives (Wright & McMahan, 1992; p. 298) and this takes a broader and long-term persp

The workplace has undergone a remarkable transformation in recent years, with the COVID-19 pandemic accelerating the shift towards hybrid and remote work arrangements. T hese arrangements offer a great number of benefits but also introduce new challenges in managing employee relations Pre-pandemic  researchers, mostly highlighted that it is more challenging for virtual teams to be effective than face-to-face teams (Ortiz de Guinea, Webster, and Staples, 2012).  However,  The lock-downs revealed the extensive feasibility of remote work in a far broader range of occupations than previously imagined, fuelling a substantial surge in employee demand for flexible work arrangements. A UK survey indicates that the majority of employers expect hybrid working to become the norm: for example, 40% of employers envisage more than half their workforce to work regularly from home, compared to just 15% pre-pandemic (Brinkley et al., 2020) Citatio 2020 ). What are the Challenges: Effective Communic

World has undergone far-reaching cultural, social, and economic changes based on the increasing dominance of digital technologies. Our Society,  culture, and values  all have been highly impacted.  Organisations  must adapt employee relations strategies to align with the changing needs and expectations of their employees. The Impact of Technology on Employee Relations Generally, employee relations practices can be categorised into three types, which are pre-hire practices, staffing, and post-hire practices (Manzoor et al., 2019). Technology has had a profound impact on every aspect of employee relations, from recruiting and on boarding to communication and performance management. Technology offers solutions to increase the engagement level of employees. (Forbes, 2019) Some of the key changes include: The rise of remote work :   Technology has made it possible for employees to work from anywhere in the world.   This has led to a more flexible and diverse workforce,   but it has also cr

A happy and satisfied workforce is critical for the success of any organisation. When employees feel valued, respected, and supported, they work harder and are more loyal to the company.  However, maintaining positive employee relations can be challenging, as various factors can contribute to workplace conflicts and confusion. Organisations must prioritise the challenges in employee relations and invest time and effort in building healthy employee relationships with their workforce. By doing so, organisations can create a positive work environment that encourages employees to perform at their best and fosters loyalty toward the company. (Team Loop, 2023) Common Challenges: Conflicts : Disagreements and conflicts are inevitable in any workplace, but when they are left unresolved, they can get worse and make the place unpleasant to work. If conflicts are properly managed by applying the correct course of action, the organisation can increase its performance by utilising scarce resources