Date: Thursday, January 31st, 2013
To: MG 561 Class, Dr. Sanders
From: Andrew O. Slater
How employee relations affect a company with a knowledge intensive structure? Introduction:
The purpose of this memo is to analyze research done on the significance of employee relations in an organization. Employment relations are comprised of many different ideas that, together, make up the environment in an organization. This memo will address employee relations in organizations, their relevance to coaching/mentoring employees, and the influence that employee relationships have on knowledge intensive companies. What are Employee Relations?
Employee relations involve different interactions, attitudes, and relationships of the individuals that make up an organization (Fitzwater, 1999). There are many different types of employee relationships in an organization. The ideal situation for a Human Resources (HR) Administrator at an organization is to create an environment with satisfactory productivity, motivation, and morale. Employee relations encompass all of the problems involving individuals which happen at or affect work situations. Consequently, HR is also responsible for preventing and resolving these issues when they arise. Typically, an employee is provided with information upon hire to promote a better understanding of management's goals and policies. Documentation is usually given to employees to assist them in correcting poor performance, certain forms of misconduct, and/or other issues that affect them in the workplace. Coaching and/or Mentoring Employees:
Coaching and mentoring are intervention tactics that Human Resource Managers must be able to utilize. Intervention is when someone enters an existing relationship(s) of groups, people or objects with the purpose of helping them achieve a goal (Anderson, 2010). A HR representative or manager must be able to handle issues at the individual level. Simply assisting someone solve...