Tag Archives: employee relations

Free Download: LPHR’s Orientation Kit

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Let LPHR take the frustration out of creating your own professionally polished orientation kits for new hires.  This kit provides you with pre-formatted sample templates that are designed to organize your company’s orientation process, so you can focus on making your new hire’s experience as positive as possible.

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Free Download: Employee Relations Resource Guide

 Looking for the ultimate resource guide for all things Employee Relations?

Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations.

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LPHR Magazine: HR Made Simple

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A Human Resource Professional Magazine that connects people and organizations with the right resources.

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  • The Science of Motivation and How to Implement It Into Your Business
  • HR Practices: Smart Ways to Bridge the Gaps
  • March 2013 Recognition Guide for HR Professionals

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360 Degree Leadership Survey
Personal Values Quiz
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Sample Policy and Procedure: Conflict Resolution

Conflict Resolution” is simple example of a
commonly used policy and procedure in organizations.

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Sample Policy: Conflict Resolution

Problems, misunderstandings and frustrations arise in the workplace.  It is the organization’s intent to be responsive to our employees and their concern.  Therefore, an employee who is confronted with a problem should utilize this policy to  resolve or clarify the situation.

The purpose of the conflict resolution policy is to provide a quick, effective and consistently applied method for employees to present concerns to and have those concerns resolved. Proactively identifying and resolving conflicts is a way to strengthen the relationships that improve relational coordination.

Sample Procedure: Conflict Resolution

The following steps should be taken to resolve conflicts in the workplace:

STEP ONE

Employees should attempt to resolve issues with employees involved.  This attempt should take place in private.  Issues should  be approached with humility and the intent to learn.  The conversation should focus on problem solving and improving the overall process.  Finger pointed should be avoided.

STEP TWO

If issues cannot be resolved, the employee should direct their concerns with their immediate supervisor.

STEP THREE

If the discussion with the immediate supervisor does not resolve the problem to the mutual satisfaction of the employee and the supervisor, the employee should direct the issues with the next level of management or Human Resources.  Human Resources may call a meeting to facilitate a resolution and increase understanding between functions.

Employees may direct their concerns through mail, email, phone or private discussion. Resolving issues will be treated with confidentiality and respect, in a timely matter, serving as a learning experience.

NOTE:
An index system should be organized and kept separately
to identify policies and procedures by ID or number.
  It serves organizational and tracking purposes. 
This also helps make for easy reference when conducting
annual updates or audits in your organization.

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Learn more about Conflict Resolution by visiting LPHR on your desktop, tablet or smartphone.  For HR Business Professionals interested in Leadership Communications, LPHR Magazine presents you with simple concepts and practical applications to help you develop personally and professionally Find the latest issue, complimentary, on LPHR’s Scribd.

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Conflict Resolution

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Approach conflict with humility,
with the intent to understand, and resolve the problem...

Organizations should proactively resolve conflicts with humility and the intent to understand the problem.  Every conflict is an opportunity in disguise awaiting your leadership.  Understanding the foundation of conflict resolution will help you be a proactive leader.

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