How to understand employee relationship management

Employee relationship manager is an uncommon title, which only exists in regular foreign enterprises, state-owned enterprise groups and joint ventures. His job responsibilities include two types: one is to deal with the relationship between employees and the company, that is, the traditional labor relations, and the other is to coordinate the internal relations of employees. Due to the unclear division of labor and other reasons, disputes often occur between employees. Although such disputes occur frequently, there have been no outstanding and typical examples because of the high quality of employees and fast processing speed. However, disputes between employees and the company will involve most of the energy of employee relations managers. There are generally two kinds of disputes between employees and the company: one is that the company wants to terminate the labor contract, and the other is that the company will not renew the labor contract after it expires. When employees encounter these situations, they often feel confused and uneasy. At this time, the employee relationship manager will come forward to channel employees' grievances in time and do a good job in the aftermath. In addition to coordinating the relationship between employees and employees, employees and the company, employee relations managers should also ensure that employees can face their work with a happy mood and maintain normal work order. Employee relations managers must have excellent communication skills. In addition, the language of communication is also very particular. Simplicity is an important principle, but the most important thing is never to say "actually, I sympathize with you". "The employee relations manager represents the company, and it is your responsibility to tell the other party that the company's decision is correct, reasonable and legal. If you really feel that the company is not comprehensive, you should also communicate directly with your superiors. Employees don't treat you as a person, they treat you as a representative of the company's management, and they can't express their tendencies casually, let alone make promises easily. Third, when communication is difficult, we can use the power of third parties, such as talent agencies, employment agencies, psychological counseling agencies and so on. Employees think that the employee relationship manager, with the company's money, must speak for the company, which is not credible. Might as well tell him a consultation telephone number of the labor department and let him ask for it himself. If a third party says it, he will feel more audible. In communication, you can also invite employees, their departments, trade unions, personnel departments and other parties to participate, so that everyone can do some persuasion work separately, so as to prevent employees from pestering on a certain issue and from focusing their firepower on the employee relationship manager alone. In addition to communication skills, employee relations managers must have extensive knowledge. To sum up, we should have three aspects of knowledge: first, knowledge of economic management. What the employee relations manager does is not mediation in the general sense. He wants to make employees understand that the company's practice is for long-term development, for the benefit of most people, and is by no means to embarrass or target anyone. When the company wants to carry out mergers and acquisitions, pay cuts and other actions, employees often have panic. At this time, reasonable analysis can also achieve the purpose of stabilizing the morale of the army. In order to analyze the correct path, we must have a strong grasp ability and deeply understand the company's industry characteristics, investment priorities and possible changes in the future from a global perspective. The second is legal knowledge. Labor conflicts sometimes have to resort to law. " Many employees slapped my desk unreasonably and even hurt people. We can't be confused, but we must firmly tell each other that the company's practices are completely legal. Then, explain the relevant laws and regulations to him. If the explanation is in place, the other person's mood will be alleviated. "Zhang Weiqiang said that he had represented the company in the district court and the city intermediate court, and he was proficient in labor law. The third is to integrate humanistic knowledge, such as sociology, pedagogy, psychology, etc. " To do "human" work, it is necessary to adopt different working methods according to different personalities. In this process, we need to think about and comprehensively apply the knowledge and skills of various humanities, "Zhang Weiqiang said. In short, the responsibility of the employee relations manager is to establish harmonious, happy and healthy labor relations and employee relations, so that every employee can identify with our corporate culture and have the same values and codes of conduct. The basic work of employee relationship management manager: 1, employee relationship management 2, activities and coordination of employee organizations 3, establishment and promotion of corporate culture and democratic management 4, strengthening and ensuring smooth internal and external communication channels 5, receiving and handling employee complaints in time 6, providing welfare, legal and psychological consultation services for employees 7, handling various accidents in time 8, employee incentives, rewards and punishments 9, employee resignation interviews and procedures/kloc- Employee relationship training and hot issues investigation 1 1, internal and post-activity investigation of each company, organization of employee satisfaction activities 12, employee relationship diagnosis and enterprise management audit quality require that the high quality of HR is the lubricant of employee relationship management, so HR must constantly improve its own ability and strive to become a qualified business partner. To achieve the above points, we must be proficient in business, HR strategy, change and process. For HR itself, it should have excellent personal qualities such as honesty, foresight, openness, fairness, accuracy, enthusiasm and optimism. If you want to be an excellent HR, you must practice hard, keep learning and constantly optimize your self-ability according to the quality model. Key skills and training methods The main skills of an employee relationship management manager are familiar with company culture and values, communication, human characteristics, conflict management and self-management ability, and understanding the theory and practice of organizational behavior (motivation theory, organizational development means, counseling and consulting, etc.). Training methods: training, self-study, joining HR Association, and participating in the work of employee relationship managers and department managers of human resources department: creating an atmosphere of mutual respect and trust, maintaining healthy labor relations, observing the provisions of labor contracts, ensuring that the company's employee complaint procedures are implemented in accordance with the relevant laws and regulations of labor contracts, participating in labor negotiations with the human resources department, and keeping the communication channels between employees and managers smooth, so that employees can understand the company's major events. Express suggestions and dissatisfaction with the work of the human resources department through various channels: The key to analyzing the deep-seated reasons leading to employees' dissatisfaction, cultivating front-line managers and helping them understand and understand the mistakes easily made in the terms of labor contracts and laws and regulations is to give suggestions to front-line managers on how to deal with employees' complaints, help all parties concerned reach a final agreement on complaints, introduce communication skills to front-line managers, and promote the success or failure of employee relations in downward communication. China is a golden triangle composed of three parties, namely, general manager, human resources department and employee relations manager. Only by ensuring the stability of this golden triangle can employee relations be basically guaranteed. In this golden triangle, the top management and general manager of the company are in the most important position. A clear distinction between the work of the employee relationship manager and the work of the human resources department is the basis for maintaining the balance of this golden triangle. We should do our part, communicate effectively, and be unified in the future of the enterprise. Employee relations-balancing contradictory communication with communication, guidance, care and encouragement-establishing a smooth road of understanding in good faith. Only through sincere communication can mutual understanding be achieved; Only by understanding each other can we form * * * knowledge. Good communication is the lubricant to enhance feelings and the golden key to open the soul. Through communication, problems can be found and solved in time, and the efficiency of enterprises can be effectively improved. First of all, we must enhance communication awareness. Some managers in our enterprise are used to sitting in the office and waiting for instructions and reports because of lack of communication consciousness, and they like to give orders in everything; When the policy was introduced, employees' opinions were not sought, resulting in ineffective implementation; When some departments compete for the appointment of account managers, employees with poor communication don't understand and complain everywhere, which affects the normal work of enterprises. Secondly, we should grasp the principle of communication. ① Grasp the principle of initiative. No matter leaders and employees, managers and managed people, this department and other departments can't wait for problems and contradictions to affect their work and feelings before passively communicating. Everyone should take the initiative to hand over their sincerity and exchange it for true feelings. ② Grasp the two-way principle. Communication is not a one-way sermon, but a collision of hearts, mutual understanding, knowledge and understanding. ③ Master the principle of transposition. In daily life and work, we often complain that others don't understand, support and cooperate, but as long as we think about his feelings and ideas from the other side's point of view, our mentality will be much more peaceful. ④ Grasp the principle of respect. When communicating, both sides should fully show respect. Regardless of their position, knowledge and experience, respect is a common demand. In particular, leaders should respect their subordinates, elders should respect their younger generations, and knowledge-based young people and experienced old people should respect each other. Third, we should use communication skills. In practice, I think to achieve effective communication, we need to pay attention to the following skills: ① Appreciate others. Appreciation is the premise and foundation of communication, and only by appreciation can we have something to say and something to share. ② Flexible and diverse. There is no fixed mode of communication, and it cannot be one-sided and rigid. Different people should have different skills and methods. Pay attention to observation and careful experience in daily life, and establish the most pleasant way of communication. ③ Good at listening. Don't get bored or even interrupt each other in the process of communication; Listen patiently and try to get the other person to tell more truth. 4 stimulate interest. In the process of communication, we should express our appreciation and recognition of each other with rich facial expressions and enthusiastic attitude, and stimulate each other's interest in speaking. Fourth, we should establish communication channels. With the continuous updating of mobile communication technology and the gradual refinement of management, various communication forms such as employee forum, rationalization proposal and general manager's mailbox have been opened in the automated office system, and a multi-channel and three-dimensional communication mechanism has been established. Guidance-help employees establish correct values. At present, there is a common phenomenon in society and enterprises: wealth is increasing and satisfaction is declining; Have more and more, less and less happiness; There are more and more means of communication, but fewer and fewer sincere friends. How to guide employees to look at the mainstream of society and establish a correct outlook on life and values has become the primary task of ideological and political work in enterprises. First, guide employees to master dichotomy and overcome gloomy psychology. In recent years, the reform and opening-up policy has made great progress in all walks of life, but corruption has also led to people's extreme psychology, belief crisis and frustration, which are also manifested in employees. In my opinion, to improve the political consciousness of employees, we must guide employees to look at the mainstream and the overall situation, and we must not be blind. The second is to guide employees to straighten out the master-slave relationship and establish a grateful attitude. Educate employees on "cherishing posts, cherishing opportunities, cherishing power, cherishing family and cherishing the future" and "thanking society, enterprises, leaders, colleagues and customers" to help employees correctly handle the relationship between the state, the collective and the individual. The third is to guide employees to stand on their posts and realize the value of life. Using system principle and wooden case, we can guide them to correctly handle the relationship between "what they want to do, what they can do and what they want to do", help them correctly understand the relationship between work needs and personal wishes, and put their lofty ideals and life values into concrete work. The fourth is to guide employees to learn to teach themselves and strive to surpass themselves. The times are developing and knowledge should be updated. Propagandize in the tidbits of corporate culture that "no sense of crisis is the biggest crisis" and "yesterday's knowledge can't solve tomorrow's problems"; The electronic display screen and office system in the lobby broadcast the success stories of celebrities, and formulated incentives for technological innovation and management innovation. Conduct business knowledge competitions, technical operation competitions and other activities, guide employees to challenge themselves and surpass themselves, and encourage employees to struggle for a better life and lofty ideals. Caring-let employees have a strong sense of belonging to the enterprise. People are the most emotional. Leadership's care and consideration for employees will bring employees' loyalty to the enterprise. First of all, create a warm corporate home. When employees have something to do, someone remembers to remind them and give them help; When an employee is sick, someone sends medicine to the doctor and takes good care of him; When employees celebrate their birthdays, they will receive flowers, cakes and good wishes. With this warmth, employees will naturally regard the enterprise as "home". In order to build this "home", the branch established activity rooms, gymnasiums and sports fields, held various cultural and sports activities, and purchased various insurances for employees, which made employees feel more and more "home" and a sense of responsibility to live and die together with the enterprise. Secondly, create a happy working environment. To reduce the ideological pressure of employees and make them work happily, managers need to care and love them. To this end, while increasing welfare, we constantly improve working conditions, beautify the working environment, and organize outings, summer camps and other activities after work, so that employees' tired body and mind can be greatly relaxed. Third, provide a broad learning platform. Employees not only want to live and work happily, but also have the need for continuous learning and improvement. Fourth, establish a fair promotion mechanism. Designing an attractive career for employees and creating an environment with learning, achievement and expectation is the fundamental task of ideological and political work and an important link to improve the core competitiveness of enterprises. Motivation —— Turning corporate vision into the conscious action of employees. First, pay attention to spiritual encouragement while material encouragement. While implementing material incentives such as performance appraisal rewards and labor competition rewards, employees' thoughts are constantly guided to a higher level of spiritual incentives. Such as: selecting model workers, young entrepreneurs and young employment experts. Hold a commendation meeting and wear red flowers for them; Hold deeds report meeting, publish deeds compilation, record pictorial, and enhance sense of honor; Send all kinds of advanced figures out for training, study and inspection to enhance their pride; Let those employees with strong ability and high quality be independent and enhance their sense of mission. The second is to pay attention to individual motivation while organizing incentives. While constantly improving various rules and regulations, we should pay attention to mutual encouragement between leaders and employees and between employees. Vigorously create a collective atmosphere of "colleagues are waiters" and "don't do to others what you don't want them to do to you" within the enterprise, learn from each other, help each other, hone each other and complement each other. In particular, leaders at all levels are required to give their subordinates "one-on-one" incentives to enhance employees' confidence and activate the working atmosphere. The third is to pay attention to effect motivation while formal motivation. (1) reflects timeliness. Leaders at all levels give timely praise and encouragement to every useful thing employees do, so that employees can always feel concerned, valued and fulfilled. ② Recognition of receptors. In the performance appraisal, clearly point out what is good and what needs to be improved, and improve the pertinence of employees to improve their work quality. ③ Establish a "benchmark". Clearly set the advanced conditions, stage targets and reward standards, so that employees can know how far they are from the target and what rewards they can get after exceeding the target. Fourth, we should pay attention to the responsibility incentive while stimulating the interests.