An organisation with good employee relations provides for equitable and consistent treatment to all employees (without prejudice or favour), so they will be committed to their jobs and loyal to the company
We analyse the current situation. What processes do you have in place? Is it compliant with the current legislation? Does it produce the desired effects?
Identify the gaps
We ascertain the shortcomings. What is not in place? Do all processes comply legally? What does not work as it should?
We set goals and formulate action steps with timelines. What needs to be rectified, or added? How important is it? What consequences are possible if the status quo is maintained?
FILLING THE GAPS
We implement the plan strategically. What processes do we need to prioritise? How will we introduce change? What kind of reactions can we expect?
We measure progress and evaluate the outcomes. Does all in the company understand the changes? Was it excepted? If not, why? Will it now produce desired effects?
We reflect and revise if needed. What worked well? What didn’t work well? How should it be changed?
To create and maintain a positive relationship between employers and employees
To prevent and resolve problems and disputes
To help with, or manage, disciplinary actions for your company
To facilitate communications between management and other employees
To help with, or manage, employee grievances and conflict situations
To help with problem resolutions and strike action plans
To help with union negotiations and collective agreements
To help with, or manage, your company’s employee (industrial) relations to comply with legal requirements
To measure employee satisfaction