![\"Human](\"http:\/\/recruitloop.com.au\/blog\/wp-content\/uploads\/2012\/09\/extreme-makeover.jpeg\" "\\"Human")
\nEditors Note<\/em>:\u00a0This is a guest post written by David Bates, Managing Director of\u00a0Workforce Guardian. His opinions are his own.<\/em>
\nAustralian workplaces are changing rapidly, and the way we manage employees needs to change too.<\/strong><\/p>\n
When you become aware of an employee-related issue in your workplace, what\u2019s your first port of call? For most employers it\u2019s a member of their HR Team (or the person who performs HR functions along with a huge range of other tasks!). We assume that \u2018HR\u2019 will \u2018handle\u2019 the matter and that all will be well with the world \u2013 or at least we hope so.<\/p>\n
But our workplaces are changing: more and more employees are aggressively asserting their \u2018rights\u2019 and it\u2019s easier than ever for aggrieved employees to lodge costly and time-consuming claims against their employer. So it\u2019s more important now than ever before to change the way we manage our staff.<\/p>\n
The key is to begin the transition from old-practice \u2018human resources\u2019 (HR) to best-practice \u2018employment relations\u2019 (ER). Making this transition is easier than you think and it starts by understanding the key differences between these two very different approaches to people management.<\/p>\n
Reactive v Proactive <\/strong><\/h3>\nTraditional HR is reactive \u2013 we wait for a problem to arise then deal with it as best we can. In stark contrast, ER is proactive and focussed on the effective and efficient avoidance of problems in the first place. Let\u2019s take workplace bullying for example. In the HR world, we wait for an employee to bring a claim, investigate it and then take appropriate action. In the ER world we develop policies and procedures in consultation with employees, we implement and communicate these and then follow them up with regular training in an effort to reduce the likelihood of bullying taking hold in our workplace. This not only reduces employer liability, it reassures our staff that our business is a great place to work.<\/p>\n
Ad hoc v Strategic <\/strong><\/h3>\nHR often involves ad-hoc decision making that results in vastly inconsistent processes and outcomes. Over time \u2013 and often very quickly \u2013 HR practices fall out of step with the employer\u2019s broader objectives. ER is very different. A good ER officer will ensure absolute alignment between the goals of the employer and the management of the employer\u2019s personnel. In turn, this creates transparency, consistency and certainty for both the employer and their employees. Ultimately, everyone knows where they stand and everyone will be pulling in the same direction.<\/p>\n
Touchy-feely v Professional <\/strong><\/h3>\nHR practices can all too often become akin to therapy \u2013 we counsel employees rather than expertly coach them to solve problems and overcome challenges. A good ER practitioner understands the difference between professional empathy and a comforting cuddle (we don\u2019t recommend cuddles \u2013 plenty of possible claims there too!). While we should always encourage employees to speak openly and honestly about their concerns, ER experts will ensure any information provided by the employee is effectively used to identify solutions to whatever problems may have arisen. After all, our people managers are there to keep things on track and protect our most valuable and expensive resource.<\/p>\n
People-Focussed v Outcome-Focussed <\/strong><\/h3>\nOld-practice HR frequently focusses on the individual employee to the exclusion of all else. But how can we achieve personal and business objectives if we only focus on the first when dealing with employees on a 1-1 basis. Best-practice ER maintains a focus on the ultimate outcome for both the employer and the employee. For example, it is counter-productive to provide reassurance and personal support to an employee and then put them back into the same situation that caused them to seek assistance in the first place. A bigger-picture focus is essential.<\/p>\n
Expensive v Cost-Effective <\/strong><\/h3>\nLastly, it should come as no surprise that traditional HR practices are often very expensive and resource-intensive. It\u2019s certainly a lot more costly and time-consuming to deal with problems, claims and conflicts as and when they arise as opposed to consistently managing employee performance in line with the company\u2019s broader direction of travel. Good ER practices are a far more cost-effective way of ensuring your people are performing to the very best of their ability and maximising productivity. Equally as important, happy employees are less likely to resign and leave you with all of the difficulties usually associated with recruitment.<\/p>\n
Making the transition from HR to ER is straight-forward and well worth your time and effort. Most large organisations are already evolving in this way, some without even realising it.<\/p>\n
\u00a0<\/p>\n
\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"
Guest Post: Human Resources needs to transition from old-school compliance to best-practice Employment Relations. David Bates from Workforce Guardian explains why.<\/p>\n","protected":false},"author":280,"featured_media":3348,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[23,30],"tags":[],"yoast_head":"\n
Why It's Time For An Extreme HR Makeover<\/title>\n<meta name=\"description\" content=\"Human Resources needs to transition from old-school compliance to best-practice Employment Relations. Here's why.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.zippia.com\/employer\/the-difference-between-human-resources-and-employee-relations\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why It's Time For An Extreme HR Makeover\" \/>\n<meta property=\"og:description\" content=\"Human Resources needs to transition from old-school compliance to best-practice Employment Relations. Here's why.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.zippia.com\/employer\/the-difference-between-human-resources-and-employee-relations\/\" \/>\n<meta property=\"og:site_name\" content=\"Zippia For Employers\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/Zippia\/\" \/>\n<meta property=\"article:published_time\" content=\"2012-09-19T22:25:33+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2013-08-03T08:16:43+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.zippia.com\/employer\/wp-content\/uploads\/2012\/09\/extreme-makeover1.jpeg\" \/>\n\t<meta property=\"og:image:width\" content=\"290\" \/>\n\t<meta property=\"og:image:height\" content=\"290\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Conner Martin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@ZippiaInc\" \/>\n<meta name=\"twitter:site\" content=\"@ZippiaInc\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Conner Martin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.zippia.com\/employer\/the-difference-between-human-resources-and-employee-relations\/\",\"url\":\"https:\/\/www.zippia.com\/employer\/the-difference-between-human-resources-and-employee-relations\/\",\"name\":\"Why It's Time For An Extreme HR Makeover\",\"isPartOf\":{\"@id\":\"https:\/\/www.zippia.com\/employer\/#website\"},\"datePublished\":\"2012-09-19T22:25:33+00:00\",\"dateModified\":\"2013-08-03T08:16:43+00:00\",\"author\":{\"@id\":\"https:\/\/www.zippia.com\/employer\/#\/schema\/person\/a72cec630630e694f5d527346149c113\"},\"description\":\"Human Resources needs to transition from old-school compliance to best-practice Employment Relations. 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HR often involves ad-hoc decision making that results in vastly inconsistent processes and outcomes. Over time \u2013 and often very quickly \u2013 HR practices fall out of step with the employer\u2019s broader objectives. ER is very different. A good ER officer will ensure absolute alignment between the goals of the employer and the management of the employer\u2019s personnel. In turn, this creates transparency, consistency and certainty for both the employer and their employees. Ultimately, everyone knows where they stand and everyone will be pulling in the same direction.<\/p>\n
Touchy-feely v Professional <\/strong><\/h3>\nHR practices can all too often become akin to therapy \u2013 we counsel employees rather than expertly coach them to solve problems and overcome challenges. A good ER practitioner understands the difference between professional empathy and a comforting cuddle (we don\u2019t recommend cuddles \u2013 plenty of possible claims there too!). While we should always encourage employees to speak openly and honestly about their concerns, ER experts will ensure any information provided by the employee is effectively used to identify solutions to whatever problems may have arisen. After all, our people managers are there to keep things on track and protect our most valuable and expensive resource.<\/p>\n
People-Focussed v Outcome-Focussed <\/strong><\/h3>\nOld-practice HR frequently focusses on the individual employee to the exclusion of all else. But how can we achieve personal and business objectives if we only focus on the first when dealing with employees on a 1-1 basis. Best-practice ER maintains a focus on the ultimate outcome for both the employer and the employee. For example, it is counter-productive to provide reassurance and personal support to an employee and then put them back into the same situation that caused them to seek assistance in the first place. A bigger-picture focus is essential.<\/p>\n
Expensive v Cost-Effective <\/strong><\/h3>\nLastly, it should come as no surprise that traditional HR practices are often very expensive and resource-intensive. It\u2019s certainly a lot more costly and time-consuming to deal with problems, claims and conflicts as and when they arise as opposed to consistently managing employee performance in line with the company\u2019s broader direction of travel. Good ER practices are a far more cost-effective way of ensuring your people are performing to the very best of their ability and maximising productivity. Equally as important, happy employees are less likely to resign and leave you with all of the difficulties usually associated with recruitment.<\/p>\n
Making the transition from HR to ER is straight-forward and well worth your time and effort. Most large organisations are already evolving in this way, some without even realising it.<\/p>\n
\u00a0<\/p>\n
\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"
Guest Post: Human Resources needs to transition from old-school compliance to best-practice Employment Relations. David Bates from Workforce Guardian explains why.<\/p>\n","protected":false},"author":280,"featured_media":3348,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[23,30],"tags":[],"yoast_head":"\n
Why It's Time For An Extreme HR Makeover<\/title>\n<meta name=\"description\" content=\"Human Resources needs to transition from old-school compliance to best-practice Employment Relations. Here's why.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.zippia.com\/employer\/the-difference-between-human-resources-and-employee-relations\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why It's Time For An Extreme HR Makeover\" \/>\n<meta property=\"og:description\" content=\"Human Resources needs to transition from old-school compliance to best-practice Employment Relations. Here's why.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.zippia.com\/employer\/the-difference-between-human-resources-and-employee-relations\/\" \/>\n<meta property=\"og:site_name\" content=\"Zippia For Employers\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/Zippia\/\" \/>\n<meta property=\"article:published_time\" content=\"2012-09-19T22:25:33+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2013-08-03T08:16:43+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.zippia.com\/employer\/wp-content\/uploads\/2012\/09\/extreme-makeover1.jpeg\" \/>\n\t<meta property=\"og:image:width\" content=\"290\" \/>\n\t<meta property=\"og:image:height\" content=\"290\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Conner Martin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@ZippiaInc\" \/>\n<meta name=\"twitter:site\" content=\"@ZippiaInc\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Conner Martin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.zippia.com\/employer\/the-difference-between-human-resources-and-employee-relations\/\",\"url\":\"https:\/\/www.zippia.com\/employer\/the-difference-between-human-resources-and-employee-relations\/\",\"name\":\"Why It's Time For An Extreme HR Makeover\",\"isPartOf\":{\"@id\":\"https:\/\/www.zippia.com\/employer\/#website\"},\"datePublished\":\"2012-09-19T22:25:33+00:00\",\"dateModified\":\"2013-08-03T08:16:43+00:00\",\"author\":{\"@id\":\"https:\/\/www.zippia.com\/employer\/#\/schema\/person\/a72cec630630e694f5d527346149c113\"},\"description\":\"Human Resources needs to transition from old-school compliance to best-practice Employment Relations. 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Old-practice HR frequently focusses on the individual employee to the exclusion of all else. But how can we achieve personal and business objectives if we only focus on the first when dealing with employees on a 1-1 basis. Best-practice ER maintains a focus on the ultimate outcome for both the employer and the employee. For example, it is counter-productive to provide reassurance and personal support to an employee and then put them back into the same situation that caused them to seek assistance in the first place. A bigger-picture focus is essential.<\/p>\n