Employee relationship management has eight modules and nine dimensions. If an enterprise wants to run well, the most important thing is to win the hearts of employees. Do grass-roots work well, just as a house needs a solid foundation. Read the article to understand the relationship between the eight modules and nine dimensions of employee relationship management.
Employee relationship management 1 employee relationship management has eight modules and nine dimensions, including:
I. Employee probation period and labor contract management.
The specific contents include: employee probation management, involving the conclusion, alteration, dissolution, termination and renewal of labor contracts.
Second, employee turnover management.
Specifically, it includes promotion, demotion, transfer and salary adjustment.
Third, employee turnover management.
Specifically, it includes normal resignation and abnormal resignation.
Fourth, employee reward and punishment management.
Specifically, there are two kinds: administrative rewards and punishments and performance rewards and punishments.
Five, employee complaints and labor dispute management.
Properly handling all kinds of employee complaints and labor disputes is of great significance to the development of enterprises and society. When a labor dispute occurs, workers can choose solutions in four ways: negotiation, enterprise mediation, application for arbitration and litigation.
Six, employee health management, including physical health and mental health.
Psychological counseling service is the most fashionable and popular welfare in modern enterprises, which comes from the increasingly fierce competitive pressure.
Seven, employee satisfaction management.
Eight, employee welfare management.
Extended data:
Use of employee relations:
First, provide a competitive mechanism.
Using employee relations, enterprises set up relevant systems to play a binding role, but more importantly, they can motivate employees and let them find a measuring point.
Second, the mechanism of providing employment opportunities.
Through employee relations, we can fully understand employees' real thoughts, make them accept them in the right way of "command", make them feel that the work is fun and challenging, make rational suggestions become "infernal affairs", and trust and respect can also be the basis of the same work.
Thirdly, the mechanism of providing training.
Through employee relations, we can deeply understand the weaknesses of each employee at work, formulate a complete personnel training plan and system, and encourage employees to constantly learn new knowledge, new skills and new methods at work and in their spare time.
And through standardized training, more employees can identify with the values of the enterprise, master the necessary work skills, learn at work, work in study, and stimulate employees' self-motivation.
Fourth, the mechanism of providing returns.
The purpose of training employees is to provide opportunities for work and study, so that employees can give back to the enterprise and make contributions to it.
You know, the reason why people want to keep moving forward, in addition to realizing personal value, the most important thing is to make their own efforts to improve their living conditions and quality of life, which is also an effective way for enterprises to turn passive into active.
Eight modules and nine dimensions of employee relationship management Relationship 2 (1) Labor relationship management
1. On-the-job management: On-the-job management refers to the management of new employees when they are on the job. A special person is responsible for handling a series of induction procedures for new employees. This part includes three parts: before, during and after the post. The company can formulate on-the-job management measures and standardize on-the-job management.
2. Employee turnover management: Employee turnover should be implemented in accordance with the employee turnover management regulations or methods formulated by the company, so that there will be no legal disputes if there are procedures and basis.
3. Employee information management: Employee information management includes employee's basic personal information, employee's position, salary, performance appraisal, employee's skills, training, rewards and punishments and other important information. These information managers should be updated in time to facilitate the company's grasp and dynamic management of employee information.
4. Personnel file management: Personnel file management mainly includes three parts: basic information of personnel when they are employed, information during their employment, resignation information and other information. The specific content can be stipulated in the management measures formulated by the company.
5. Labor contract management: When employing labor, the employer must strictly follow the management provisions of relevant labor laws and regulations, standardize employment, and put an end to labor disputes.
6. Labor dispute settlement: Labor dispute settlement refers to the dispute between workers and employers due to working conditions such as wages, working hours, benefits and dismissal. After disputes arise, they shall be handled according to certain procedures, which can be conducted through negotiation, mediation, arbitration or litigation.
(b) Staff discipline management
1. Employee reward and punishment management: in the daily management of the company, it is to punish the behavior that violates the company's management regulations and reward the employees for their contribution to the company or the honor they have won for the company. Only by formulating corresponding reward and punishment management measures can the company do a good job in employee reward and punishment management.
2. Employee conflict management: Employee conflict management refers to the situation in which the company intervenes in management because of the tension between employees due to differences of opinion, disputes and confrontation in the usual communication process.
(C) employee communication management
1. Employee complaint management: Complaints refer to the dissatisfaction with the organization or related matters expressed orally or in writing by members of the organization. It shows two kinds: individual appeal and collective appeal.
2. Employee interpersonal relationship management: guide the establishment of a good working relationship, create a harmonious interpersonal environment, and ensure the harmonious relationship between superiors and subordinates and colleagues within the company, mutual understanding and mutual tolerance, thus creating a good working environment and interpersonal environment for employees.
3. Employee satisfaction survey: the profitability of an enterprise is mainly determined by customer loyalty, which is determined by customer satisfaction, which is created by employees who are loyal to the company, while employees' loyalty to the company depends on whether they are satisfied with the company. Therefore, to improve customer satisfaction, we need to improve employee satisfaction first.
Employee satisfaction survey is helpful to cultivate employees' sense of identity and belonging to the enterprise, and constantly enhance employees' centripetal force and cohesion to the enterprise. The content of satisfaction survey includes salary satisfaction survey, job satisfaction survey, promotion satisfaction survey, management satisfaction survey, working environment satisfaction survey and other special surveys or several comprehensive surveys.
4. Psychological counseling service: Psychological counseling service is a process of using psychological methods to help employees solve psychological conflicts and reduce mental stress, thus ensuring the healthy development of psychology.
5. Employee Assistance Plan (EAP): EAP, also known as employee assistance plan or employee assistance plan, is a systematic and long-term welfare and support plan established by the organization for employees. Its purpose is to help employees solve problems in life and work, such as work adaptation, emotional problems and legal proceedings. To help employees overcome obstacles and improve their adaptability.
Staff activity management
That is, the company regularly organizes various cultural and sports activities to enrich employees' recreational life, enhance communication among employees, mobilize employees' work enthusiasm, relieve work pressure, achieve a combination of work and rest, and enhance team cohesion. Activities include sports meetings, parties, social gatherings, outdoor activities, travel, year-end dinners and various sports activities.
(E) Corporate culture construction
The construction of corporate culture is very important, and the construction of an active, effective, healthy and progressive corporate culture is very important for rallying people's hearts and enhancing the competitiveness of the company and the loyalty of employees.
Employee relationship management has eight modules and nine dimensions. Employee relationship, abbreviated as ER in English, is the abbreviation of employment relationship.
Employee relationship management is the communication management between enterprises and employees. This kind of communication mostly adopts soft landing means to improve employee satisfaction and support the realization of other management goals of the enterprise.
The content of employee relations includes 9 dimensions.
1, labor relations management;
2. Staff discipline management;
3. Employee interpersonal relationship management;
4. Communication management;
5. Employee performance management;
6. Employee situation management;
7. Corporate culture construction;
8. Services and support;
9. Employee relationship management training.