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Employment Relations vs Human Resource Management

EMPLOYMENT RELATIONS VS HUMAN RESOURCE MANAGEMENT
EMPLOYMENT RELATIONS VS HUMAN RESOURCE MANAGEMENT

Employee relations covers the management of employees at the workplace. Typically employee relations involves the setting and administration of workplace policies and practices, as well as performance management, and the handling of workplace conflicts or complaints.

Performance management includes all assessments of an employee’s work and behaviour. It is the process of establishing performance goals and designing interventions and programs to develop employees and improve their performance (Saks and Haccoun, 2013). While performance management lasts throughout the year, all employees should have at least an annual performance review. The purpose is to measure the achievement of the previous year’s goals, assess the employee’s performance with respect to preset competencies suitable for the organisation or for employees in that workgroup or at that level, test employee alignment with organisational values, set new goals for next year, and set an individual development plan. When done right, these reviews are simply the most formal step along a continuum of feedback and assessment done throughout the year.

Human Resources goes beyond Employment relations. Employment relations is just one aspect of the core jobs done by the Human resource department.

This article is to analyse and discuss why most Human Resource Management units just focus on the gains of the employer and not the employee.
HR is a department within an organization that deals with various aspects of employee-related matters. The primary functions of HR include recruitment and hiring, employee onboarding, managing employee benefits, payroll, and employee relations, handling workplace issues and conflicts, and ensuring compliance with labor laws and regulations.

However, Employee relationship management (ERM) is an element of human resources management that focuses on building strong, positive relationships. There is the need to not just focus only on what management gains from their employees but also much focus on what employees gain which can serve as a motivational tool and reduce labor turnover here in Ghana.

There is this belief that Managing employee performance allows companies to optimize their processes and improve efficiency and productivity in the workplace.

By Audrey Appraku
Business Head, Haatso
Access Bank Ghana Plc

Source: OccupyGh.com 

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