Creating a Pro-active Labor Relations Environment - Part Nine in a Series: Employee/Associate Selection System

An Employee/Associate Selection System focuses on the development of a “profile” identifying the type of worker the employer should actively seek for employment.  An employee/associate profile greatly increases the likelihood that an employer will hire applicants who will be productive, happy, useful workers and reduces the chances of hiring persons who will be dissatisfied and create problems.

The development of an employee/associate profile begins with a thorough analysis of the employer’s current workforce.  The workforce analysis must determine the precise skills required by the employer and examine the attitude employees/associates must possess to foster a pro-active work environment.  In addition, it will be necessary to analyze the labor market to measure the availability of desirable employees/associates.

Once the profile has been developed, management will be in a position to develop the rest of the employee/associate selection system.  This includes developing questions and model answers to help employment interviewers determine whether an applicant possesses the desired profile characteristics.  An applicant’s answers can then be weighed and compared with those of other persons seeking employment. 

The selection system will ensure that the employer hires only applicants who have the right combination of skills and attitudes to be successful in the particular work environment.

In addition to the ideas discussed above, creating a pro-active work environment should also include the components to be discussed in upcoming blogs as part of a comprehensive strategy.

 

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Creating a Pro-active Labor Relations Environment - Part Seven in a Series: A Sound Employee Relations Program (Continued)

To build trust in and commitment to a pro-active approach, attention must be focused on four areas:

  • Effective communication.
  • Handling complaints and performance problems.
  • Knowledge and application of company policy.
  • Building commitment.

Fourth Step:  Building Commitment to the Company

Employees who feel a sense of identity with, and commitment to, the company are much more prone to mutual cooperation.  Such feelings can be developed through providing the employee with a good understanding of:

  • The product or service the company provides.
  • The importance of the quality with which the product or service is provided.
  • How they contribute to making and delivering the product or service.

Each employee must feel that s/he is a valuable and integral part of the company.  

  • Explain why things are done and how various policies serve the larger good of meeting customer needs, maintaining market share, and creating a pro-active work environment.  
  • Build employee’s commitment to their jobs by keeping them aware of their personal importance to the company.  Help them understand their jobs in relation to overall company operations.
  • Encourage employees to question accusations and doubts about the company.  Provide them with facts that support company actions.

In addition to the four areas discussed above, creating a pro-active work environment should include the components to be discussed in upcoming blogs as part of a comprehensive strategy.

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