Examine the Role of Labor Relations Personnel

A 90-day plan of work for a newly hired labor relations specialist is critical in helping to clarify tasks and assignments in alignment to the job description. According to the Human Capital Institute, the first 90 days can make or break a new hire’s commitment to the company (Robinson, 2017). The first 90 days is a highly impressionable time where new hires form their opinions about the employer and their experiences directly impact long-term engagement, retention, and performance. In addition to the New Employee Orientations (NEOs), the required tasks initially begin with observation and assessment to map out the road to take in alignment with the company’s mission and vision. The incumbent will be expected to develop their skills over time throughout a 30/60/90-day plan of work as their responsibilities will also gradually increase. Frontline supervisors create an environment that represents high or low procedural justice that can result in high retention or voluntary turnover (Kammeyer-Mueller et. al, 2013). Therefore, management is encouraged to be proactive in their employees’ development throughout the entire duration of the 90-day initial adjustment period to enhance productivity, social integration, commitment, and encourage high-quality performance.