Introduction Employee relations concern the maintenance of the relationship between the employees and the employers that

is meant to enhance the performance, morale, productivity and motivation of the employees. It focuses on the prevention and solving problems in the workplace. Some problems arise in the workplace especially when supervisors are correcting performance that is poor or the conduct of the workers. This is why HR managers must ensure there are disciplinary approaches that are progressive and ensure that humane procedures are followed while settling disputes and resolving the grievances of the employees. Good employee relations also ensure that they are given guidance and information to help them in proper comprehension of the objectives, principles and policies of the organization. It also ensures that the employees have information about their rights and are helped to resolve their poor performance issues or workplace misconduct.

Employee relations is a modern term alternatively used for former industrial relations in present times. A move from manufacturing sector to service sector along with increased number of white collar jobs in place of blue collars and trends of individual protection and rewards have narrowed the scope of collective efforts(bargaining) and consequently lent the introduction of employee relations term (Daniels, 2006). It seems sophistication of different writers to use different terms interchangeably for employee relations such as Rose (2008) used employment relations, Lewis et al. (2003) used employment relationship while other prominent authors (Daniels,2006;Blyton and Turnbull,2004;Hollinshead et al.,2003) seek to agree on employee relations notion.