Human Resources vs. Employee Relations

Understanding the Relationship between Human Resources and Employee Relations

Human Resources (HR) and Employee Relations (ER) are two terms that are often used interchangeably, I hear it all the time when speaking with executives and even professionals within the People & Culture teams. While they share some similarities, they are not the same thing. So, what exactly is the relationship between HR and ER?

How HR and ER are Similar

Both HR and ER are concerned with the well-being of employees within an organization. They both deal with issues related to employee performance, workplace policies and procedures, training and development, employee benefits, and recruitment.

In addition, both HR and ER aim to create and maintain positive relationships between employees and their employer. They work to ensure that employees are treated fairly and that their rights are protected. Both HR and ER departments strive to create a positive organizational culture where employees feel valued, respected, and motivated to perform their best work.

How HR and ER Can Differ

Although HR and ER share some similarities, they can differ in terms of their focus and approach to dealing with employee issues.

HR is typically focused on the administrative tasks related to managing the workforce. This can include tasks such as payroll management, benefits administration, and compliance with labor regulations. In addition, HR departments can be responsible for recruiting and hiring new employees if an organization does not have a team dedicated to Talent Acquisition (TA), and providing training and development opportunities to help employees improve their skills and knowledge.

ER, on the other hand, is focused on the employee experience within the organization. ER is concerned with building and maintaining positive relationships between employees and the organization, as well as between employees and their managers. ER departments are responsible for handling grievances, conflicts, and employee complaints, as well as promoting diversity, equity, and inclusion in the workplace.

Common Conflicts between HR and ER

Conflict between HR and ER teams can arise due to differences in focus, priorities, and approaches to handling employee issues. Here are some common sources of conflict and ways to overcome them:

1. Role ambiguity: Conflict can arise when there is a lack of clarity or overlap in the roles and responsibilities of HR and ER teams. To overcome this, it is essential to define clear roles and responsibilities, emphasizing collaboration and communication.
2. Differing priorities: HR and ER teams may have different priorities. HR may focus more on compliance and administrative tasks, while ER may prioritize employee advocacy and relationship building. It is crucial to establish open channels of communication to understand each other’s priorities and find common ground.
3. Communication breakdown: Miscommunication or lack of effective communication between HR and ER teams can lead to misunderstandings and conflicts. Regular meetings, joint training sessions, and clear communication channels can help foster effective communication and collaboration.
4. Conflicting strategies or approaches: HR and ER teams may have different strategies or approaches to handling employee issues. It is important to find ways to align these strategies and work collaboratively to address employee concerns and maintain a positive work environment.
5. Lack of trust: If there is a lack of trust between HR and ER teams, conflicts can escalate. Building trust requires open and honest communication, active listening, and a willingness to understand each other’s perspectives. Regular team-building activities and fostering a culture of mutual respect can contribute to developing trust.

By recognizing these common sources of conflict and implementing strategies to overcome them, HR and ER teams can foster collaboration and maintain a harmonious working relationship.

Conclusion

In summary, HR and ER are not the same thing, although they share some similarities. HR is often focused on the administrative end related to managing the workforce, while ER is focused on promoting positive relationships between employees and the organization. Together, HR and ER departments work to create a positive organizational culture that supports employee well-being, performance, and growth.