To Improve Employee Motivation, Retention And Productivity Maintain Industrial Relations

By Author: Aarika Rastogi
Total Articles: 56
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Human Resource management is the key to success for any organisation. If we look into the definition of organisation “It is the group of people working together for a common goal.”. However in organisation people do not normally thinks that way and infect many of your human resources work in order to make their bread and butter. They simple do not even know that what is the objective they are chasing for. Responsibility of any Human resource management professional is to make human resources aware of the common goal and to get them motivated towards the achievement of that goal.

A good human resource management team is also good at understanding human nature and behaviors. I agree that money is the biggest motivator for most of the human resources but there are evidences that money can make good human resources but great human resource teams are built over the identification of individual responsibilities and clear vision of common goal to all the human resources.
It is the sole responsibility of human resource manager to implement practices like staff surveys, work place mediation, facilitation and to maintain ...
... industrial relations to ensure following aspects of human resource management -

•To improve over employee motivation and productivity levels with higher job satisfaction ratios.
•To improve the percentage of employee retention with proper job appraisals.
•To make the work place stress free and more productive.
•To take organisation a dream work place for most of the people.

Industrial relation is the specialised field of human resource management that studies the labor relations and now being called as employment relations mainly because of the importance of non- industrial and commercial industrial relationships like employee relations. Industrial relation can be optimised in three main phases more popularly known as science building phase, problem solving phase and ethical phase. In the first phase management aims to identify the employment relationships and its foundation by applying high quality and rigorous research. Often the help of staff surveys questionnaire is taken. Staff surveys are very important when management needs to know the mind sets and common employee perception about the organisation. Based on the results of staff surveys different management objectives can be taken care of like what amount of salary is expected, What is the bottle neck in the performance of the employee and what is the most binding factor in stabilising the Industrial relations.

In the second phase of this exercise based on the science phase results i.e. results from different type of staff surveys and other rigorous research Industrial relations are given shape by designing policies and institution to help employment relationships work better. Different types of work policies and procedures take shape in this stage of industrial relations foundation. In the last phase of industrial relations i.e. Ethical phase industrial relations are given strong ethical values and principals about the workers and employees. Most of the democratic countries now reject the thinking of workforce as a commodity and favors of treating them as human being entitled to human rights. In short terms process of industrial relations involve the optimisation of relationships that exist because of the collaboration of men and women in the organisations. With proper human resource management and industrial relations management organisations can not only saves on revenue but also increases profitability. The success of any organisation lies in the quality of human resource it has and proper optimisation of that human resource.

HBA is a specialist workplace relations consultancy based in Canberra, ( http://www.hbaconsulting.com.au/ )human resources , workplace investigations service, ( http://www.hbaconsulting.com.au/workplace_relations_training.html ) hr consulting services, employment frameworks.