ABSTRACT

Organizations regard its human resource as their core competency because it

leads towards better organizational performance. Employees are among an
organization's most important resources and coined as most valuable assets.
An effective employee relation involves improving employee morale,
conveying expectations and cultivating a motivated and productive workforce.

This study examines integration of HR planning with Employee Relations at

PVH Corporation. Objective of this study is to determine initiatives that PVH
Corporation took to improve its Employee relations and restructure its HR
planning methods. The data is collected through secondary research from
articles and research papers including interviews and open ended questions
based on the measures of performance and Human Resource Planning. The
result from the factor analysis on HRP measures training, employee relations
and internal communication and concludes how company’s changed HR
policies helped it build a healthy working environment and stop the incurring
losses.

PROBLEMS/CHALLENGES FACED

Dave Kozel , Chief Human Resources Officer, PVH Corp. observed that PVH’s HR
function reflected a decades-old personnel department that focused on
administrative transactions.
Its HR systems were antiquated, and employee training was minimal. Even its
internal communication strategy was practically null and void.
Employees complained about lack of skills training and women’s leadership
issues like upward mobility. One of the issues that employees raised was poor
internal communication.

PVH’s limited or absent HR – technology systems and HR functions – such as

training, planning, compensation and benefits – had to be built or redesigned.
  PVH’s UK & Ireland Division

UK and Ireland division experienced ongoing difficulties with employee

relations (ER) issues that were seriously costing the business in terms of time
and budget.

According to Yolanda Wijesinghe, HR Director for UK and Ireland, previously

there were no ER strategies or solutions in place to deal with people’s issues.
As a result, it was a challenge to change the way the teams worked, especially
since they were fire fighting constant wave of HR issues, which itself led to
problems such as:

 There was a persistent need to turn to specialist employment law firms

to deal with arising issues.
 These issues were taking longer than necessary to shut down, taking up
valuable senior management time and effort.

The foremost effect was that the HR team’s time and effort was taken away
from the key strategic activities valuable to wider business, simply because ER
issues were not being dealt with quickly enough.

Also, the rocketing cost of specialist employment law advice from traditional
legal firms was severely impacting the HR’s budget. In four months the
company had spent €50,000 resolving an employment law issue.

HOW HR CHANGES WOULD HELP

By developing and monitoring HR plans and strategies, the organization can

ensure the right processes are implemented to meet the ever-changing needs
of the organization. Maintaining a strong employer and employee relationship
can be the key to the ultimate success of an organisation. It is known that if a
strong relationship is in place, employees will be more productive, more
efficient, create less conflict and will be more loyal. 

1. Promote Dialogue and Communication

Good communication would help to avoid employee confusion and
unnecessary stress. It can decrease friction between employees, especially
management and employees. It would also help to set clear goals and
expectations. Furthermore, it provides a way for employees to express
grievances and to resolve a conflict.

2. Help Employees to Feel Valuable

Regardless of their actual quality of work, most employees feel proud of their
discipline and results. For this reason, appreciation for a well-done job does
more to motivate than does criticism. 

3. Inspire and Reward

Consider creating employee goals with employees instead of simply handing
them down. Encourage employees to set stretch goals: goals that are difficult
but achievable. This will help them stay motivated to work and give a better
output. Another way to inspire employees is to reward them. Consider having
a gold, silver, bronze incentive for various achievements of employee goals.

4. Promote Healthy Work/Life Balance

Employees who feel supported at home by their employers develop a greater
sense of loyalty. It’s not coincidental that some of the most sought-after
employee benefits include things that provide for a better work/life balance.
These benefits include flexible work schedules, paid time off, work from home
ability, or health benefits that support family life. Also, managers need to be
supportive when employees need to take time off.

5. Regular Team meeting

Let everyone come together on a common platform and discuss whatever
issues on their mind. The meetings must not be too formal. Leaders should
start and end the meeting with a positive tone, provide updates and get the
group involved. This will help build a healthy employee – management
relationship.

6. Event
Celebrate birthdays, holiday parties, and other occasions at the workplace.
These small initiatives actually go a long way in strengthening the bond among
the employees. Allowing them to decorate the office, their work stations and
make all the necessary arrangements themselves will encourage them to
organize things on their own.

CONCLUSION
We conclude that HR planning and employee relations play a crucial role in
deciding on the company’s functioning and profits. HR department should be
given the needed attention as it is a major part of an organisation. A company
needs to focus on its HR planning in order to have control over it employees
and resources. A deepened relationship with the employees can uplift a
company’s face. Timely action and well thought strategies can save the
company from damage.