Human Resource Management Training - Employee Relationship Management

Human Resource Management Training Slide Series "Employee Relationship Management" PPT Download;
PPT Author: commoner son

Staff relationship management PPT Content brief introduction:
Chapter 1, employee relationship management overview;
Chapter 2, Errors and Principles of ERM;
Chapter 3, the classification of ERM;
Chapter 4, various risk aversion;

Chapter 1, Employee Relationship Management Overview:
Employee relationship and employee relationship management
The purpose of employee relationship management, importance
The Current Situation of Employee Relationship Management

The term "employee relationship" comes from the Western human resources management system. In the West, initially due to fierce labor conflicts, against serious, to the normal development of enterprises has brought instability. In the power of both sides of the game, the management side gradually recognized the alleviation of labor conflicts, so that employees participate in the positive role of business. With the development of management theory, people's understanding of the nature of human progress, as well as the improvement of the national labor legal system, enterprises began to pay more and more attention to strengthen internal communication and improve staff relations.
Employee relationship is a relationship in the organization due to hiring behavior and is a specific area of ​​human resource management. Employee relations have two meanings, one is from the legal level because of the signing of the employment contract arising from the rights and obligations, that is, the legal relationship between each other; the other is the social level of mutual interpersonal, emotional and even moral relationship , That is, the rights and obligations of both sides of the tradition, habits and understanding and other ethical relations.
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Chapter II, ERM errors and principles:
Misunderstanding of employee relationship management
Principles of Employee Relationship Management

Enterprise common vision must first be the common pursuit of corporate stakeholders, thus, the starting point of employee relationship management is to allow employees to agree with the vision of the enterprise. There is no common vision, lack of common faith, there is no interest related to the premise. It is estimated that China's annual operating income of more than 200 million enterprises in a clear strategic vision of less than 20%. Many companies have also proposed a lofty goal, but the lack of the development of the target staff, the goal of the publicity is far enough, for the vision of the identity is also inevitable.
Employee relationship management is fundamentally fair, the survey shows that the first reason employees leave is not a low level of pay, but the sense of unfairness within the staff. Internal unfairness embodied in the incentive, career development, authorization and so on. From the program, the process of unfairness is more unfair than the results of the more prominent. So how to improve the incentive and restraint mechanism, establish a scientific and reasonable salary system and promotion mechanism to become the fundamental relationship between employee management.
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Chapter 3, the classification of ERM:
Labor relations management
Staff discipline management
Staff communication management
Employee activity management

In the case of comprehensive relationship management in the global fashion, as a business, all hope to improve customer and employee satisfaction, to enhance the loyalty of the enterprise, thereby enhancing the contribution to the enterprise. Therefore, the implementation of customer relationship management (CRM), internal implementation of employee relationship management (ERM) has become inevitable. But the relationship between the management of what management, this understanding is not clear, and even there are some errors.
In fact, employee relationship management runs through all aspects of human resource management, from the first day of the staff to recruit, the staff relationship management work began. And staff relations can not be outsourced, because the staff relationship management, must be on the corporate culture, staff characteristics, enterprises have a clear understanding of the environment.
The ultimate goal of employee relationship management should be "to let employees in addition to all the spirit on the work of no other worries." Therefore, under this goal, there are a lot of specific work can be carried out, can involve staff clothing, food, shelter, entertainment, etc., can have staff to manage the space to play.
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The fourth chapter, a variety of risk aversion:
Rules and regulations to develop, publicity risk
Risk of entry management
Probationary use of improper risk
Training agreement risk
Confidentiality Agreement and Non - competition
Labor remuneration payment risk
Risk of severance pay - Economic compensation
Factual labor relations exist risk

The employer shall, when formulating, modifying or deciding on the rules and regulations or important matters concerning the immediate interests of the laborers concerned in the labor remuneration, working hours, rest and leave, labor safety and health, insurance benefits, staff training, labor discipline and labor quota management By the workers' congress or all the staff to discuss, put forward the program and opinions, and trade unions or workers on behalf of equal consultation to determine.
In the implementation of the rules and regulations and major matters in the process, the trade union or workers that inappropriate, the right to the employer, through consultation to be modified to improve. The employing unit shall make public the decision on the rules and regulations and the major matters directly involved in the vital interests of the laborers, or inform the laborers.
To sum up, a lawful and effective rules and regulations must meet the following three points:
① rules and regulations must be developed through democratic procedures;
② rules and regulations can not violate national laws, administrative regulations and policies and regulations;
③ rules and regulations must be publicity to the workers.