Comparative Employee Relations Essay

Employees transaction is those policies and daily practices that ar concerned with the statute and reign overment of respective(prenominal) and team dealinghips within the organization. Essentially, employee relations argon cantered on the ability to resolve and sustain conflicts that involve either an individual or the teams in the organization which directly take up work situations and performance. high-octane chat ensures that information is passed to the employees in order to part with them realise better the communitys goals and objectives. nearly employee relations directors uphold the responsibility of handling grievances, individual code of conduct period in the office, rating of employee performance and counselling programs. Sound employee relations are based on participation and effective communication for both(prenominal) the management and the employees. There are unhomogeneous management styles that cover the way employee relations moldiness be conduct ed in order to achieve the outflank from the employees. These management styles are intended to t apiece employees the following,applicable regulations and policies Bargaining agreements Grievance and appeal rights Discrimination and security of whistleblowersEmployee relations remove broadened its definition from the initial industrial relations to such aspects as employer-employee relations, personal contracts, study environmental safety, and socio-emotional factors. In developed countries, there is a growing trend of harmonization in about all levels of government mainly because of the government consignment to enhance employee relations programs.Comparison of employee relations in Kenya and the United StatesEmployee relations between diametric countries such as the United States, Japan, Brazil, South Africa, Europe and developing countries such as Kenya are farther untold varied because of frees such as economic status, policy-making will, policy creation and impleme ntation, employee literacy standards, justice ashess, type of company and management standardsUnited States and Kenya are two antithetic countries that go distinguishable views and perceptions on how they handle employee relations. In some issues however, they agree and a nonher(prenominal)s they dont.Similarities both are members of the International Labour Association They both have federal courts that deal with cases arising from employees Both countries have stack unions that champion for employee rights They have health and safety sound judgement policies Both value equal treatment, opportunities and rights for the employees Both countries have created and implemented policies and legal requirements that govern the conduct of both the employer and the employees In both countries workplace malpractices occur Both uphold human rights concerning employees They both have turnover wander and retention concerns In both workplace badgering is punishable by lawDifferencesIn th e U.S, every(prenominal) State i.e. Washington, Texas etc have each Employee transaction consultatory Organization (ERAO) that is concerned with individual organizations dealing with employee relations1 while in Kenya there is only one cardinal organization that deals with the issues raised by its employees. Also, the U.S has an elaborate system of government that promotes the utilization of its staff members attached to the Employee Relations Advisory Board to monitor employee relations in various companies.In Kenya, the situation is different with no government body that is specifically assigned the duty of overseeing employee relations. In the U.S each organization including institutions have the license of getting the operate of an employee relations officer and in Kenya, the companies find it rugged and expensive to hold an employee relations manager. The U.S also has well trained power that have the human resource skills to handle employee relations issues which Kenya does not. In addition, the U.S have a better economy that can support better pay packages, benefits, compensations and other incentives while in Kenya employers pay poorly frankincense undermining the morale, motivation and performance of individual employees.Finally, in the U.S, the employees are from different parts of the world speaking different languages and diverse political, social, cultural and religious backgrounds making it difficult and tedious to the companies to ensure smooth harmonization in the company. While in Kenya, only a a couple of(prenominal) internationals work in some companies with the majority universe the locals making employee relations very easy to manage Third world countries like Kenya, are not economically capable of handling employee relations effectively. With an unemployment rate of 57%, most employers are arrogant to employees because they eff that they can sack one employ some other within a very short fourth dimension frame.Since most com panies due to financial weaknesses cannot afford the services of employee relations manager, then the work of handling employee issue are either left with the general manager or the human resources manager who have no skills to handle the sector. This will lead to unfair and high-priced consequences for the company such as failure to understand individual problems which will in turn affect his or her performance. Because of corruption in Kenya, very few cases of employee relations abuse have been so far settled while in the U.S the case is different with more significant cases being reported each year.