Employee & Industrial Relations

Positive employee relations can have a very significant impact on the performance and success of organisations, whether the organisation is for-profit or not-for-profit.  Poor employee relations can have the opposite effect.  Negative media attention about poor treatment of staff does nothing for the reputation of a business and while different companies clearly have different attitudes to the importance of a positive media image, in all cases, a demotivated, negative workforce does not give rise to positive results.

Many elements influence the employee relations atmosphere in an organisation.   These range from terms & conditions enjoyed by employees, to communications, decision-making, level of autonomy and control, organisation structure and culture.

Direct managers (whether business owners or line managers) probably have the most significant impact on motivation and productivity.  Where grievances arise, effective managers deal with issues promptly and appropriately, avoiding escalation far beyond what the original issue warranted.

When making decisions on employment issues, we advise that employers/business owners should give consideration to the employee relations implications of the options prior to finalising the decision.

Talbot Pierce support and guide line managers and business owners in dealing with HR challenges – this includes preparation for and conducting difficult meetings – disciplinary – performance – absence/illness – grievance – interpersonal issues – etc.

Particularly for the SME, without an in-house HR, we can provide a HR professional to attend internal meetings with line managers/business owners to advise on process and ensure that correct procedures and requirements are adhered to.

Our experience in HR Management uniquely positions us to assist companies as an objective and independent resource to address difficult employee relations issues.


Industrial Relations

At the level of the organisation, the term Industrial Relations usually refers to organisations which are unionised – i.e. where a trade union is ‘recognised’ by the employer and with which the employer engages on staff issues.  There is much overlap between ‘Employee Relations’ and ‘Industrial Relations’, however, the basic difference is that the latter usually incorporates dealing with trade unions in the workplace.

Among employers, there are differing views expressed about trade unions.  There is no ‘typical’ trade union or trade union representative and there is no blueprint on which positive industrial relations should be conducted, however, a positive relationship with the trade union representatives/officials can enhance employee satisfaction/ motivation/ loyalty/ productivity/ etc.

At Talbot Pierce Consulting, we have a wealth of experience and expertise in industrial relations and can provide advice and support on drafting negotiation agreements, conducting negotiations, and any matter arising in the field of industrial relations.

Please contact us to discuss what we can do for you: [email protected] or (01) 902 00 31.

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