The code of the good practise in employee’s relationship today is creating a positive awareness and understanding of the industry. It is important for managers at all levels, that the effectiveness of the business can be undermined of issues relating to conduct, capability and performance are not handled professionally and consistently or even worse if such matters are ignored altogether. At the concept of good practice in relation to performance and behaviour at work at the steps that should be taken when employers are trying to alter existing behaviour or performance, and how to ensure that all employees are treated fairly. “Good practice” is a concept that many employer and managers have difficulty with, because it is a term that is difficult to define in the context of discipline at work, it is about acting with just cause using procedures correctly, acting consistently following the rules of justice. Good practice is therefore an important principle. Not only does it help to guarantee fairness and consistency but it makes good business sense and can add value.
Employee relations is concerned is gaining people’s commitment to the achievement by an organisation of a series of business goals and objectives. Such objectives and goals can be achieved only if the individuals who work in the organisation believe that they themselves are valued by the employer and yet in many organisations, employees can gain the impression that they do not really matter that they are expendable. Organisations like this may have a good reward system, may have effective system of communication, may have well trained line managers and effective policies to deal with a range of people issues but in one key area they are found wanting.
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