Employee Relations Management Practice: the Case of Ethiopian Management Institute
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Date
2023-06
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Addis Ababa University
Abstract
To be successful and use the best out of the organization’s employees it needs smooth and healthy relations between the employer and employees. Employee relations management is the human resource management aspect that is influencing the performance of organizations in the 21st century. The purpose of this study was, therefore, to examine the employee relations management practice at Ethiopian Management Institute. To objectively answer the research questions, and meet the objectives of the study, the researcher employed both quantitative & qualitative approaches and descriptive survey design. Employee relations climate, employee representation, conflict management, grievance handling, and employee work-life quality were the major constructs used to examine the overall employee relations management practice of the institute. The target populations for this study were employees, employee representatives, and managers of the institute. Totally, 171 samples of respondents were selected using a hybrid of purposive, stratified, and simple random sampling techniques. The sources of data for this study were primary and secondary data sources. The study employed structured questionnaires and semi-structured interviews for data collection. The quantitative data were analyzed quantitatively using both descriptive and inferential statistical tools with the help of SPSS tool, whereas the qualitative data were analyzed qualitatively using descriptions and narrations. The analysis of the quantitative data revealed that the grand mean score for the overall employee relations management practice at EMI is 2.57, and the aggregate mean for the five employee
relations management practice s is found between 2.38 to 2.71 which is below t he average.
Furthermore, the qualitative data also confirms that there is a wide gap in the application of the
five ERM practices at the institute. With this level of employee relations management practice,
there will not be healthier employer employee rel ations which in turn will have negative effect on
the institute’s performance. Based on the research findings and conclusions drawn, the study recommends EMI to formulate an employee relations strategy, inculcate employee relations management practices into its policies and procedures, recognize them as the major part of the HRM process, implement them exhaustively, sustain the strengths, and solving the limitations identified by this study. Finally, the student researcher suggested future research areas to fill the limitations of the current study