With disgruntled employees reaping larger and larger jury awards, there’s more reasons now to ensure your HR people know effective ways to manage employee relations. Litigation threatens to ruin your company’s solid reputation. It forces you to pay monetary damages that, in some cases, might have been avoided had an HR manager been adequately trained to identify behavior that could give rise to problems. Avoid these harmful situations by requiring HR managers and staff to become fluent in personnel problems key terms.
Evaluating work performance problemsThe term evaluating work performance problems refers to the practice of monitoring an employee's productivity as a way to spot adverse behavior.
Anger managementIt is crucial for supervisors to understand anger management technique. Many companies require their HR staff to complete professional training in it. Anger management teaches staff to identify situations that trigger feelings of anger, to give and take constructive criticism in a professional manner and to teach by example when it comes to expressing negative feelings in the workplace.
Organizational cultureCurrent thinking emphasizes that a positive organizational culture, one that encourages employees to give feedback and advice when addressing new challenges, generates positive energy and is the most effective way to avoid personnel problems.
Complaint and grievance proceduresYou'll go a long way toward preventing personnel problems when you implement standard complaint and grievance procedures so that employees know who they can turn to within the company for advice and moral support when they have a problem.
MIT approached the subject. Notice how MIT outlines specific procedures to follow for employees in different departments.