Competitive forces are changing the way businesses manage employees involved in industrial operations. First-line supervisors tend to have greater responsibility for managing workers, and senior management is usually more willing to listen to employee concerns and ideas. Companies and unions which may differ over policy work together to increase productivity. Creating an effective industrial relations strategy requires focusing on meeting employee needs.
Grievance Strategy
Conflicts in work centres usually lead to reduced productivity. Conflicts may occur between employees, between employees and supervisors and between the company and employees. A proven strategy to deal with grievances is to establish a grievance committee authorized to find solutions to problems. These may include reassigning workers, reorganizing work activities and employee discipline. Without forgetting laws that protect employee rights, discipline should take a continuous path designed to not only solve grievances but to provide a path leading to higher productivity. Possible disciplinary actions include written reprimands and limitation of promotion and pay increase opportunities.
Safety Strategy
Every business that has workers must comply with governmental oversight entities such as the Occupational Safety and Health Administration. Each state also has agencies that work to keep employees safe. Industrial workers expect and have the right to, a safe and healthful labour environment. An effective industrial relations strategy must include a company-wide commitment to doing everything possible to keep work centres safe. Safety strategies may include regular inspections and briefings, hazard reporting systems and an open-door policy for safety concerns. Employees must be able to report issues without fear of negative repercussions from management.
Retention Strategy
Your company’s most important resource is the highly qualified employees who faithfully produce your products. The loss of any key employee has the potential to reduce your competitive advantage. Human resources must utilize retention strategies that induce valuable workers to remain with your company even as others try to draw them away. These may include promotion opportunities, professional recognition, flexible work hours, competitive benefits and educational opportunities.
Recruitment Strategy
The future of your company depends on your ability to recruit new employees as you grow. Traditional recruitment strategies include advertising, referrals, job fairs and campus visits. Newer strategies include the use of social media and Internet job boards, providing your HR department with the opportunity to reach out candidates across the country and around the globe.
By: Kenneth V. Oster
