It's already well established that having the appropriate work culture and strategy for maintaining good working relationships are critically important for the effective delivery of business objectives. As far as employee relations are concerned, the approach adopted must ensure that conflicts or disputes are kept to a minimum or even better, resolved, as soon as possible and with the least impact on the business.
The way conflict is dealt with currently by most organisations is one whose primary focus is to judge a situation and deliver an outcome. It does not always consider the issues to be solved depending on the type of issue (whether it is just a difference of opinion or it has reached an entrenched stage) as explained in this paper from ACAS. Many HR professionals also invite employees to raise grievances formally in order to deal with them, the informal stage being left for the manager to handle.
Associate HR Consultant (part-time 16hrs, 3 days/week)
Location: Prestwood, Buckinghamshire HP16 with occasional travel to clients' sites.
We're a growing HR consultancy working with clients in France and the UK mainly in high growth and/or SME environments. We're looking for a professional Associate HR Consultant to support our clients primarily on employment law matters, HR documentation and generalist HR advice. Our team currently consists of a Principal Consultant and of another HR Consultant specialising in specific industries. This new role is created to support the Principal Consultant in both client delivery work and business development activities.
For many people, life is fast-paced and ever-evolving, especially in the workplace where our culture dictates an environment of speed and change. Successful change is a modern-day challenge, so it’s vital that both HR professionals and business leaders understand the aspects and impact that change can have on employees and other leaders. Successful results depend on workforce engagement and effective leadership, which applies whether the change relates directly to them as an individual, or not.
In today’s business world, change is inevitable. Be it processes, consumers, systems or technology, there are no guarantees that things will stay the same; so although you can’t predict what will happen, you can predict that change will happen and plan accordingly.
Employee engagement continues to be a topic of great interest for HR professionals and organisations. In fact, the UK Working Lives survey carried out by the Chartered Institute of Personnel and Development (CIPD) at the beginning of 2018 revealed that “just half of workers feel enthusiastic about their jobs or are willing to work harder than necessary to help their employer or clients”.
The survey also described the seven dimensions that make up the Job Quality Index with Health and Wellbeing being the most important dimension. This highlights the importance of employee engagement and its relationship to well-being should be a critical consideration for every Business Leader.
At the management level, how do you get your employees to engage with the business?