Human Resources Management as an Important Aspect of Any Business That Wants to Thrive

The relationship that exists between employers and employees which are at times referred as industrial relations can affect how the management and employees perform their duties. The quality of the relationships highly impacts the performance of the organization (Mellahi, 2007, 22). The factors that influence these relationships can either be internal or external. Employee motivation affects how they relate to management. Employees with confidence about communicating their issues to the management are more likely to be productive than those that fear their employees. It is important that the management involves their staff in decision making so as to improve the working relationships between the management and staffs (Mellahi, 2007, 35). The conduct of the human resources manager and team affects working relationships in an organization. Procedures and processes for crucial events like promotion, remuneration are some of the factors that people who work in these units need to look out for. Membership to a trade union was sometimes back a standard for employees especially those in the lower cadres. Organizations need to put in place systems that allow employees to air their grievances and ensure that conflicts are resolved accordingly. This will go a long way to improve relationships within an organization. Some of the outside influences that may affect the relationship between the management and employees include matters such as the private life of staff. This can result in absenteeism and low performance at their tasks. Government regulations can also affect the relationship between staff and employees. These include regulations that touch on worker safety, workplace rights and family leave. There are five employment statuses that are known worldwide and more so in the United Kingdom. These are Permanent – A permanent employee is one that has been engaged to work either in a full-time or part-time basis for the long-term of the company (Lindsay, 2011, 56). Basically, permanent employees are envisioned to work for the company until they retire upon meeting the retirement age. Self-employed – These are employees who run their businesses and therefore are responsible for the success or failure of the business (Lindsay, 2011, 101). These staffs mostly work for businesses as consultants. They are not paid through the main salary system and therefore are not entitled to some of the rights and responsibilities enjoyed by other staffs. Contractual staff – This is a special group of employees. Unlike permanent staffs, their working periods at the organization are well defined. This period could be from as high as two years to as low as three months. This staffs also don’t enjoy full rights and responsibilities like permanent and pensionable staffs. They are mostly employed to perform a certain task, and the contract ends once the task is finished. Agency staff – These can also be called out-sourced staffs. Institutions that will need many people to prefer getting these staffs through an agency (Lindsay, 2011, 66). A good example is a call center setup. Agency staffs are paid by the recruiting agency or as per the contractual agreement between the two institutions. Volunteer/Interns – These are people who work for an organization to achieve self-satisfaction or for their educational purposes. Institutions like Non-Governmental organizations enjoy the services of such individuals. They are mostly not paid as they give their services to charity.