Unit 20 Key Features of Employee Relation Assignment
The handling and managing of employee relations is the basis of the entire task. I’ve been hired by one of the organisations as an employee relations officer. I have to write a Unit 20 Key Features of Employee Relation Assignment on the concepts, principles, and procedures that should be used to handle employee relations for the company’s HR Director, who is my direct line boss. The company I’ve joined is a manufacturing division of Gillette, an FMCG company. There will be 4 tasks in the Unit 20 Key Features of Employee Relation Assignment. Task 1 will cover topics including unions, key participants’ roles, unitary and pluralistic frames of reference, and more.
Task 2 will provide insight into conflict situations, their solutions, distinguishing characteristics, and the efficiency of procedures for addressing conflict in employee relations. The third task will cover the function of negotiations in collective bargaining and the implications of a specific negotiation approach. Task 4 will examine the impact of the EU on industrial democracy, the effect of HR on employee relations, and various strategies for involving and involving employees in an enterprise.
TASK 1
The unitary and pluralistic framework of references will be used in this assignment for Unit 20 Key Features of Employee Relationships. The importance of key stakeholders in employee relations as well as how trade unionism and developments impact employee relations will also be highlighted.
Employee Relations is referred to as ER. In the past ten years, it has grown in significance as a separate department since employees and their concerns are significant. From the viewpoints of the employees, employers, and other associates, it is a crucial department. This division fosters good relations between employers and employees.
1.1 Explain the unitary and pluralistic frames of reference.
Employer serving as the organization’s central authority.
Company executives support the development of peace and friendly ties between the employer and the workforce.
It holds that both the employer and the employee must collaborate to achieve shared goals.
Employer and employee collaboration on work and organisational goals is facilitated by this.
It outlines the function of managers in achieving a scenario where everyone benefits.
It is ineffective because there is always a power imbalance between employers and employees. As an illustration, consider proprietorship businesses, where the employer is a one-man army.
1.2 Assess how changes in trade unionism have affected employee relations.
In the past 30 years, there has been a significant change in the way that trade unions operate. In terms of outsourcing, employee involvement, and participation in corporate decision-making, there has been intense competition. It has been observed that trade unions aid in the development and moulding of the lives of those who work in Gillette’s production facility. Only via the use of trade unions may employees or workers in the firm voice their concerns and decisions to the management of the company. Due to intense market competitiveness and benchmarking, businesses now have to deal with market pressures and competition.
Trade unions researched labour laws and rights and made sure they were followed in businesses. By serving as an intermediary and addressing employee problems, trade unions have improved and strengthened relations between employees and employers. Trade unions have therefore contributed to the creation of fair job opportunities for all while defending the employees’ individual, familial, and collective rights. Even more, it has made sure that all employees are paid the minimum salary that the government has set (Matlay, 1999).
TASK 2
This task would have a detailed discussion on the procedures in the organization for dealing with the conflict situations. The various key features would be analysed for the employee relations in a specific conflict situation. It will also evaluate the effectiveness of procedures in conflict situation. It will even tell whether conflicts could be resolved or not.
2.1 Explain the procedures an organization should follow when dealing with different conflict situations.
When there is disagreement between the two parties engaged over a single objective or goal, the situation is said to be in conflict. Major Conflicts and Minor Conflicts are the two different categories of conflicts. Minor complaints about wages could be settled through informal channels. Policies, complaints, or working circumstances could be significant ones. They ought to be dealt with formally. Conflicts must be addressed carefully and with great accuracy since they are so sensitive. For the purpose of resolving disputes, the following procedure or process is used:
Setting the Scene – Before attempting to resolve the problem, it is important to comprehend and set the situation. This will provide a summary of the issue and the conflict.
Information gathering – This will include data and information on the issue and the conflicts that are developing. Finding the precise cause of the issue will be aided by the information provided.
Agreement on the issue- This will include the words in which both parties are in agreement with each other’s ideas and promise that the appropriate action will be made in this regard.
Brainstorming potential solutions and alternatives – This will include the many possibilities and potential solutions that are available for resolving the dispute scenario.
Negotiation on the Solution – The best option or solution is chosen based on the alternatives and potential options for the solutions. This remedy could be explored and put into effect when necessary.
The procedure for handling conflicts is as follows:
Negotiation
Conciliation/Mediation.
Arbitration.
2.2 Explain the key features of employee relations in a selected conflict situation.
The resolution of conflicts of all kinds is greatly influenced by employee relations. The following would be the main aspects of employee relations in a particular dispute situation:
Corporation – Cooperation.
Building relationships and trust.
Diversity in unity
Employee Relations aid in grabbing the listener’s attention.
Employee Relations aid in grabbing the listener’s attention.
It aids in situational understanding.
It foresees a variety of potential conflict indicators.
It determines the cause of the conflict situation’s emergence.
It will aid in conflict resolution.
Even the means of preventing similar conflicts from occurring in the future will be described.
TASK 4
This activity would involve talking about how the European Union has impacted the industrial democracy in the United Kingdom. Additionally, it will compare the approaches being taken to increase employee involvement and participation in the organization’s decision-making process. Additionally, it will emphasise and establish the value of human resources in fostering positive, long-term relationships among employees.
4.1 Assess the influence of the EU on industrial democracy in the UK.
The development of the industry and employee-related policies, as well as the evaluation of labour relations, are all greatly influenced by the European Union. It plans and establishes how the business should operate and manage employee and employer relations. It could be compared to the Maastricht Treaty, which was signed in 1994. The trade union will be affected, and it will even specify how it should be run. In collaboration with the British government, it will put the policies into effect. Once a policy has been established by the EU, it will be adhered to and carefully observed in the United Kingdom.
It will aid in dealing and resolving disagreement between employees. The European Working Council assists in creating laws and policies that will benefit the populace. Later in the year 2002, Informational Councilative Directive set the requirement that the agreements and laws must be followed. The advantages that should be required to be provided to the employees and workers for the company were once more decided jointly. Industry participants, labour unions, employers, and employees will make up the Industrial Democracy.
4.2 Compare methods used to gain employee participation and involvement in the decision making process in organizations.
Employee participation describes a procedure in which each and every procedure gives an employee the chance to participate in the task that is performed. Employee involvement refers to an employee’s full involvement and participation, which includes decision-making. To increase employee participation and involvement in organisational decision-making, a number of strategies could be employed. There are several ways it could be done, including:
Participation at the management or board level – The employees who are performing well could be added to the board team since they are viewed as assets inside the company.
4.3 Assess the impact of human resource management on employee relations.
A department that aids in the development of positive employee interactions is human resource management. It is a department’s responsibility to make sure that the organisation strictly complies with all laws, regulations, and procedures. It brings people together and serves as a neutral party in resolving disputes of all stripes. Employees will remain very cordial and working as a team under HR’s excellent guidance. In cases where they are advantageous to the organisation, HRM aids in the condensation of ideas and viewpoints before presenting them to management. Additionally, HRM serves as a stand-in for the employee relations division of the comp anie.
Conclusion
In the business, employee relations are quite important. The world has certainly changed. When the idea of trade unions was first developed, they weren’t given the respect they deserved. Later, they served as a go-between between the workers and the boss to settle disputes and enforce the proper procedures and rules throughout the company. The interests of the workers and even the bosses were served by doing this. There are disputes between employers and employees all the time. Collective bargaining is used to resolve these conflicts. In this process, negotiations play a crucial part. The manner and approach to which negotiations are conducted will depend on the individual. This could be accomplished by gathering information and data on a particular circumstance so that appropriate and effective action is made in the conflicts (Hislop, 2003).
Involvement and participation of employees in corporate decision-making is essential. It is crucial that this be done in accordance with the company’s requirements. We’ve talked about a number of ways to implement this employee engagement process, including collective bargaining, giving employees ownership, and putting them on the corporate board. The HRM division makes sure that those working for the company are satisfied and continue to enjoy their jobs.
References
P. R. Blyton and P. J. Turnbull (2004). employee relations’ dynamics. Pamphlet Macmillan
M. Cully (Ed.). (1999). According to the 1998 Workplace Employee Relations Survey, Britain is a great place to work. Mental Health Press
D. Hislop (2003). Commitment as a link between human resource management and knowledge management: A review and research agenda. 25(2):182–202. Employee Relations.
M. Marchington, P. M. Parker (1990). The dynamics of employee relations are evolving. Wheat sheaf harvester.
