Responsibilities of a Manager of Labour Relations
Discuss about the Recruitment and selection plan for Manager.
The manager of labour relations will be strongly recognized with the great records in their work environment. The candidate will be selected on strong, result oriented leader who can manage the association across the company with wide variety of partners depending on faith, skills and resources. The responsibilities for this role is –
To deal with the business leadership team for labour relations, to function active responsibility of business advisory to meet the business outcomes and to deal with the labour resources to meet the change in leadership as well as organizational growth, compensation and recruitment. The major parameters to focus on developing as well as executing, staffing and learning, retention strategies, leadership growth and talent management, engagement. There will be the requirement of some kind of travel. (Chand 2014)
Labour relations manager deals with the strategic goal to know the importance of people who work in the organization. The development of the industry is dependent on the individual and it deals with collective efforts of the employees. Human resource management works with serious behaviour in the business world. It is known that employees are not only business but it focus on emotional as well as financial requirements of the employees. Human beings are important to develop the positive work environment. It also helps to improve the motivation of the employees as well as help to improve the training process. The business dynamics have been very difficult in today’s world. Employee retention is the difficult approach where there is a need of labour relations manager.
The importance of labour relations manager helps to meet the needs of employees. Motivation is the approach to perform the employee. The employees will be outstanding performer for being motivated. The labour relations manager organizes the program and lectures that help the employees being aware about the market competition and it also increases employee skills.
The performance of employees is strongly monitored on a monthly basis. The labour relations manager also works on providing gifts and prices for strong performances. This will help to deal with the performance of the workers. It will help to focus on the strategic partnership and organizational design as well as selection and recruitment. It will help to deal with the employee skills and change management too. This way, there will have performance of duties assigned.
Importance of Managing Labour Relations
At least 6 years of experience in labour relations
Manager of labour relations help to know the requirements of people who work in the organization. The organization’s growth is based on the individual and the important efforts of the workers. Manager of labour relations help to know that employees are not machines and they are human beings with some emotional, financial and personal needs.
Important to have experience in different parameters – human resource management, labour relations management, change management and compensation as well as staffing
To plan, develop and to implement the HR management strategies, to deal with the recruitment and selection practice, training and development, employee motivation, culture as well as performance, to develop the management of important aspects of HR growth and to monitor as well as measure the challenges of HR development plans and manage the expenses as well as budgets. It is important to deal with the latest labour relations theory in the organization.
Title: Job description of Manager of Labour Relations
Job Summary: Manager of labour relations will administer the pay, safety and retention plans, it will help to determine the staff requirements and recruit the required candidates. There is a need of proper information about job roles and opportunities for promotion. To perform the responsibilities of employees and to administer the process is important. It is vital to deal with equal employment opportunity and required changes. Interpersonal skills are vital for labour relations and it helps to recruit the candidates among labour as well as management. This develops new people and interaction with people from multiple backgrounds. The manager of labour relations will also focus on arranging exit interviews to know the termination purpose. The effectively managed job description is communication tools that help in the success of the workplace. The poor written job description impacts communication and create confusion so there is a need to know the important job description.
Labour relations manager are engaged into different business. It is found at different offices at different branches. It is possible for negotiating the contracts among the company and deal with labour laws, process of bargaining, economic information, wage relation information and the products managed in negotiations also involve union practices, safety and welfare, healthcare grievances etc. This help to resolve the complaints and understand the situations of new labour laws.
Job specification
Employees are the major assets in the workplace. The organization works on the basis of employee’s performance. The manager of labour relations is important to manage the requirements of employees. The business dynamics plays an important role in today’s economy. Employee retention is the major parameter to work with multiple departments and to monitor the requirements of employees. Labour relations manager resolve the challenges faced by employees. They manage the complaints to protect the level of skills as well as interests. It helps to create the supportive and healthy work culture. There is also the requirement of negotiations among the organizational employees.
Recruitment Factors Impacting Workplace
Factors that impact recruitment
The process of recruitment in the organization is impacted with internal as well as external factors. The internal factors could be managed with the organization and external factors could not be managed by the organization.
The factors that impact recruitment are work situations, salary and benefits.
Work situations: If there is a need of urgent hiring, employer will focus on recruitment.
Salary and benefits: The issues with high demand in salary impacts the recruitment and if employee is not happy with the wages and compensation and leaves the workplace, recruitment impacts.
Internal factors that impact recruitment are recruitment policy, human resource program, firm size, cost and growth as well as expansion. External factors impact the recruitment is demand as well as supply factor, labour market, the political factor, rate of unemployment and competitors. (Giri 2008)
Recent employees in the work place
Transfers and promotions are important source of recruitment. Promotion to high position includes many advantages. It is strong public relations that form high morale, recognition and selection. Promotion should be effective that needs job posting and personnel information. Job posting will help in participation. It will be done through website. Email will be published for former employees. It involves skills and abilities as well as training. It could be an effective approach of recruitment.
Skills inventory
Skill inventory is the other method involves employee names, education, skills and their abilities. This way, the company can search the inventory to determine the abilities of candidate for the opening based on managers of labour relations.
Referrals
The strong source of information is recent employees who refer to someone who meet the requirements for the open position. Some companies also provide referral amount if referrals are hired.
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Skills: The major skills required for the job process is based on the qualification of the applicants, it is important to perform the background verification check and to manage the information on employee grievance and salary. Interpersonal skills are important for labour relations and it helps to recruit the candidates among labour as well as management. This develops new people and interaction with people from multiple backgrounds. There is a need of listening skills important for labour relations. Presentations and information about the organization is important.
Knowledge: There is a need of knowledge of important principles and labour relations as well as business management. It will help to ensure the timely responses and labour relation issues.
Abilities: The candidate must possess the abilities to work with union members and it should be favourable. There is a need of the abilities to recruit, interview and to hire the new staff in the organization.
- Brief me about the task you have finished with the team?
- Could you brief me about the situation where you took the initiative to resolve the queries at workplace?
- Brief me about the time where you focused on the role of leadership?
- Could you brief me about the mistakes you made in the workplace and how did you resolved it?
- What experience you possess with respect to labour relations management?
- Where do you want to see yourself in next five years?
References
Chand, S. (2014). Sources of Recruitment of Employees: Internal and External Sources | Recruitment. [online] YourArticleLibrary.com: The Next Generation Library. Available at: https://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-of-employees-internal-and-external-sources-recruitment/25954/ [Accessed 9 Aug. 2015].
Giri, Y. (2008). Human Resource Management: Managing people at work. Chennai: Nirali Prakashan, p.22.
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