But there is another way. A way where employees can feel a part of your business, where manager and employee can communicate effectively with each other, where rules are fair and flexible, yet enforced with positive discipline. The job gets done efficiently and profitably, and the business does well. People are your most important asset. Looking carefully at the answers to questions like these can help you develop a sound employee relations program.
Large companies have a separate personnel department.
It is good practice, though, to think of your personnel function as a distinct and separate part of your responsibilities - only then will you give your personnel responsibilities the priorities they deserve. The personnel function is generally considered to include all those policies and administrative procedures necessary to satisfy the needs of employees. Administrative personnel procedures. Supervisory practices based on human relations and competent delegation. Grievance prevention and grievance handling.