IPASJ International Journal of Information Technology (IIJIT)

Web Site: http://www.ipasj.org/IIJIT/IIJIT.htm

A Publisher for Research Motivation ........ Email:editoriijit@ipasj.org
Volume 7, Issue 3, March 2019 ISSN 2321-5976

Employee Relations and workplace balance @

2020
Dr Swati Ranbhor-Munot

K.G. College of Arts & Commerce Pandit Nehru Hindi Vidyalay Campus, King’s Road, Near LIC Office,
Ahmednagar

Abstract
Human Resource management is the term increasingly used to refer to refer to the philosophy, procedures and practices
relating to the management of people within organizations. Human resource management is concerned with employees both as
individual and as a group in attaining goals. It is also concerned with behavior, emotional and social aspect of personnel. It is
the process of bringing people and organization together so that the goals of each other are met. The liberalized and globalized
policies and cut through competition in the global scenario have exerted immense pleasure on Human resource management
function of domestic companies in India. To sustain and survive in such situations of crises, the future organizations have to
prepare themselves and develop their employee to compete with other organizations in every aspect be it skills, efficiency or
effectiveness. In the present era of globalization. Indian organizations are undergoing a revolutionary change in reorientation
of employment relations with their employees. For the healthy employee relations it is essential to have well defined proactive
policies and procedures since reactive policies cannot sustain in the long term.In this context, organizations have shown keen
interest in framing and implementing the policies and procedures which can address their global needs. However, there exists a
gap when their implementation part comes in to picture. Increasing competition complex and changing economic environment,
ever increasing cost of labor and such other factors have compelled organizations all over the world to adopt proactive and
innovative strategies towards employee relations. Companies with strong employee relations initiatives will definitely benefit
because their workforce is highly motivated to expand their extraordinary efforts.

Introduction
As we enter in the new century, experts continue to validate that it is the human asset, not the fixed asset that will make
the difference for successful organizations. While it has historically been human resources job to own those assets, the
overall enterprise must take a more active role in the workplace experience. Human resource management must
continue to ground as the chief people strategist by providing attraction and retention techniques that that creates an
employer of choice environment. Simultaneously Human resource management must demonstrate a measurable return
on investment on human capital. The World Bank has recently in its reports, forecasted that by 2020, India will become
the fourth largest economy of the globe. Owning to such developments, a large number of overseas firms have shown
their genuine interest in investments and exploring business opportunities in India. The liberalized, globalized policies
and the increased level of competitiveness in the global scenario have exerted immense pressure on human resource
functions of domestic companies in India. To sustain and survive in such competitive situations the domestic companies
have to prepare themselves and develop their employees to compete with overseas organization in every aspect be it
skills, efficiency and effectiveness. In the present competitive era Indian organizations are undergoing a revolutionary
change in reorientation of employee’s relations. For healthy and effective employee relations, it is essential to have well
defined proactive policies and procedures since reactive policies cannot sustain in the long term. In this context
organizations have shown keen interest in framing and implementing the policies and procedures which can address
their global needs. However, their exist a gap when their implementation part comes in to picture. Increasing
competition complex and changing economic environment ever increasing cost of labor and such other factors have
compelled organizations all over the world to adopt proactive and innovative strategies, the organization have to ensure
achievements of corporate objective which is only possible through the cooperation and commitment of employees.
Companies with strong employee relations initiatives will definitely benefit because their workforce is highly motivated
to expand their extraordinary efforts. It providing fair and consistent treatment to all employees so that they remain
committed to their organization. Thus excellent employee retention can help in developing satisfied, committed and
productive workforce that lead towards overall effectiveness of an organization.

@ 2020 The Challenging phase of Workplace -

Relationship between Superior and Subordinate– The relationshipbetween superior and subordinate is considered as the
most important aspect when we talk about job satisfaction, working environment, organizational development,

Volume 7, Issue 3, March 2019 Page 1

 IPASJ International Journal of Information Technology (IIJIT)
Web Site: http://www.ipasj.org/IIJIT/IIJIT.htm
A Publisher for Research Motivation ........ Email:editoriijit@ipasj.org
Volume 7, Issue 3, March 2019 ISSN 2321-5976

mentoring, coaching etc. Employees would love to work under a leader who acts as a mentor instead of boss. Apart
from a leader, an employee expects his boss to be a philosopher, motivator, guide, coach and a mentor rather than a
person who gives orders and firings.

Women at Work – with theworkforce expected to grow continuously, the number of women in the workforce is
expectedto rise further, and at much faster rate than men. At present there are only 7% women employees in leadership
role at global level. This scenario is changing because of changing aspirations of women. Women do not want to
occupy the back front in the careers and wants to come in the forefront. With the passage of time more names will add
in the galaxy such as Indira Nooyi , Arundhati Bhatacharya,Shobhana Bhartiya, Padmashree Warrior. So the problem
of gender sensitivity can be overcome by creating gender friendly environment at the workplace.

The Younger Workers – Another important trend concerns younger workers in the workforce @2020. Changing
expectations, motives and values in the younger group of workers are likely to influence the nature and the character of
the workforce. Youngsters and fresher’s joining the organization believe that they are more dynamic and talented than
seniors and existing employees. Imposingly the senior’s opinion that youngsters and fresher’s are arrogant and have an
attitude problem. They are not in listening modes and want to create their own individuality instead of team
cohesiveness. Many a times it has been seen that they surpass their immediate bosses, in order to come in the lime light
of the top most bosses. This result in a “generation gap”, where young blood will demand greater flexibility at the
beginning of their careers in contrast to older working groups. The only mantra is to respect your workplace and
dignity for everyone.

Future Work Stressors – Using the work environment to help people maintain or improve their health requires
the identification of those working conditions that are stressful. However it is important to remember that not all stress
is bad and that jobs need to be challenging and demanding so that the individuals can maximize their potential, utilize
their skills and abilities. It is when the individual perceives that their working conditions about to utilize their physical
and psychological resources that results in stress. In some cases work stressors can become productive and definitely a
tool measure and enhance their performance and at the same time considering their limitations and capabilities in to
consideration.

Workplace Bullying-In future interpersonal conflicts at work are more likely to extend beyond traditional role
conflicts to encompass behaviors such as bullying, mental harassment, sexual harassment, mistreatment, hostility and
aversive behavior. Bullying is more generally defined as “those situations when an unequal balance of power exist
between individuals in a conflict situation” and dignity at work initiatiatives , the development of measurement tools
and building a culture at work where appropriate ways of behavior are clearly communicated and supported has all
been identified as useful strategies to combat bullying.

Work systems and flexible working - The last decade has seen many organizations engaging in some form of
re-engineering of business processes. While the drive to improve productivity and reducing costs has resulted in much
restructuring, global competition and changing labor markets have ensured that the most significant advantage of an
organization lies in the competencies of its employees. This had led to the growth in so called resource based strategies,
where competition is furthered by placing even greater demands on employees in term of their competency to produce
and their motivation to do so.
To face these challenges effectively the management should motivate employees for their involvement related to work
and they should concerned with making use of employee experience in exploring the impact of different arrangements
and identifying what employees want and how it can be accommodated.
Management should impart training needs because training is crucial and becomes important at two levels firstly in
preparing and training employee for what maybe involved when taking up different forms of flexible working and
requires different styles of management and therefore training is required.
Furthermore there should be trustworthiness among employers and employees. The trust and confidence between
employees and employers ensuring that the ensuring autonomy is not exploited.
Conclusion
In the light of above mention areas, progress must be made in two imported areas.These are in developing and
progressing human capital metrics and measurement and greater emphasis on the human in human resources as
expressed in the form of employee engagement and organizational culture. Employee engagement requires the
translation of human resource policies in to practice. The important element here is partnership with all levels of the

Volume 7, Issue 3, March 2019 Page 2

 IPASJ International Journal of Information Technology (IIJIT)
Web Site: http://www.ipasj.org/IIJIT/IIJIT.htm
A Publisher for Research Motivation ........ Email:editoriijit@ipasj.org
Volume 7, Issue 3, March 2019 ISSN 2321-5976

organization working together as partners, so that employees experience the benefits and voluntarily work the extra
mile and enhance their performance. The essential element that leading to the development of new approaches to
workplace relationships. Partnership at work, for this trust and commitment is required in every organization.

Volume 7, Issue 3, March 2019 Page 3