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 Two in a Series: A Management Perspective

As well as creating mutual cooperation, a pro-active employee environment enhances the ability of management to enjoy, without limitations, the following prerogatives:

  • Unobstructed management of your organization.
  • Control over customer services.
  • Unobstructed work assignments
  • Promotions based on performance and qualifications.
  • Transfers based on business and employee needs.
  • Independent complaint resolution.
  • The right to fairly discipline where warranted.
  • The right to equitably establish work schedules, work rules, and assign overtime.

By achieving these and other related objectives, management can begin to build a work environment predicated on trust and mutual respect.  This type of work environment helps promote morale, efficiency, and productivity.  Thus, employees become stakeholders in all processes of the business while at the same time feel no need for third party representation.

Subsequent blogs will be provided to help employers deal more effectively with critical aspects of pro-active approaches to relations between management and employees.

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