The HR Model: Employee and Labor Relations

Human Resource Management is about the formal systems designed to manage people in an organization. It is made up of eight functional areas of human resource work.
Let’s explore employee and labor relations. Employee and labor relations focus on the relationship of employees with the organization and with each other. The activities of employee and labor Relations include Developing employee engagement, resolving workplace conflict and Managing employee discipline.
Employee Engagement
When employees are engaged, they perform their best. And when employees are at their best, organizations are healthier.
To create an environment where people flourish, employers need to understand what it means to be an engaged employee and how to manage people for engagement in their workforce.
Although employee engagement and job satisfaction are related, they are not synonymous.
Satisfaction is about the employee being happy with their job or organization. Satisfaction is an attitude, like organizational loyalty or pride.
Engagement is about the employee being actively invested in their work and the value they add to the organization.
Resolving Workplace Conflict
Managers need to build the skills to navigate teams through conflict together. There are five common styles or strategies for dealing with conflict, called conflict modes. These modes can be measured along two dimensions: assertiveness and cooperativeness.
- Assertiveness is how much you are trying to satisfy your own concerns.
- Cooperativeness is how much you are trying to satisfy others’ concerns.
Discipline Documentation
Disciplinary documentation is one of the most effective tools for managing behavioral issues and reducing legal risks. The purpose of documenting discipline properly isn’t just to protect the employer in case a worker files a lawsuit. It’s also to show the steps we’ve taken to help someone be successful.
There are two critical rules of disciplinary documentation.
Know your Audience. While the employee is the primary audience, employers often fail to recognize they are writing for a large and equally important secondary audience - agencies, lawyers, judges and juries.
Tell the Story. The most important rule of documentation is telling the story - factually describing what happened and why it matters.
Enjoy learning more about employee and labor relations.

[@Rye_K3]

Great job

[@izaiahthomas1939]

I truly enjoyed this but I would recommend the use of graphics for better engagement