Employee Relations and Engagement Analysis

The provided assignment is a comprehensive study on employee relations, covering topics such as employee engagement, voice, and collective bargaining. It includes a list of references to relevant research papers and articles, offering a detailed overview of the subject matter. The assignment aims to provide insights into the dynamics of employee involvement and participation in multinational companies, as well as the relationships between employee readiness for organizational change, supervisor, and peer relations.

EMPLOYEE
RELATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames of reference......................................................................1
1.2 Impact of alteration in trade unionism on employee relation...........................................2
1.3 Discuss Role of major players..........................................................................................4
TASK 2............................................................................................................................................5
2.1 Explain the process of organisation when deal in different situations.............................5
2.2 Key features of employee relation....................................................................................7
2.3 Effectiveness of process used...........................................................................................7
TASK 3............................................................................................................................................9
3.1 Duty of negotiation in collective bargaining....................................................................9
3.2 Impact of Negotiation strategy.......................................................................................10
TASK 4..........................................................................................................................................11
4.1 Effect of EU on industrial Democracy...........................................................................11
4.2 Methods of gaining employee relation...........................................................................11
4.3 Affect of human resource management on employee relations.....................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
It is important for maintaining relationship between employee and employer is necessary
for an enterprise. It is an important base of every firm. Relation of employees refereed to as the
strong relationship between workers of company and also among employees and employers are
maintaining firm relation with the other parties. It is essential for an organisation is to satisfied
all employees in better manner. This is also important for an enterprise is to maintain peace and
sound working environment for their workers which help in fulfilling desired goals and
objectives (Bach and Kessler, 2011). This report is based on Iceland Ltd. which is a British
supermarket firm and offers frozen food items and meals to their consumers. Company will deal
in both food products and non-grocery items. They have approximately more than 800 stores in
all over the world and they almost serve 2.2% share in the market of United Kingdom. The ain
purpose of this study is to understand the Unitary and pluralistic frames of references and impact
of trade union on relation of employee and some major players of ER. The process of handling
various conflicts situations within organisation and characteristics of employee relation are also
discussed here. Further, role of strategies and its impact which influence the European Union is
also explained.
TASK 1
1.1 Unitary and pluralistic frames of reference
Employee relation is very essential to understand by Iceland Ltd. and there are main two
factors which are necessary to interpreted in better manner. These frames aid firm in reaching at
their target goals in an easy manner. There are various approaches which help in dealing with
these references in different situations.
Unitary Frame- This can be described as a source of thinking, attitude, value and
behaviour that is related with administration of firm (Budd, Gollan and Wilkinson, 2010). They
are trying to believes each and every worker which has different responsibilities in the
organisation and also some target objective must be completed by them. They try to attain the
mission and vision statement of enterprise and after that, need to match their performance with
company’s expectations. The aim of adopting this approach is to check that all managerial
activities and functions should be easily carry forward by the organisation. In context of
employee relation, unitary frame refers that control and duty is to be managed by higher level of
government. Also, it is important that only one party can take decision for the overall functions
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of company that include uniformity in their decision making process. Such perspectives are
based on assumption where unity of interest among various staff members of an enterprise. It can
be seen that staff ad employees working in the company have common interest for inspiring
them for doing effective work. By this reason, the possibility for resolving conflicts among
workers by integrated such type of interest of staff members due to cause such issues or
problems in proper manner.
Pluralistic Frame- In this respect, it is considered that firm is required to make powerful
groups and teams who need to achieve their own objectives and targets (Carter and et. al., 2013).
This will include the matters which describe concerns of sharing information and profit which
are totally related to employee and employer’s relation. Iceland Ltd. Infused with frames and
there are more opportunity that managing role of employer which will be less in dominating and
mainly they should give order. For managing disputes, organisation can adopt collective
bargaining process for reducing conflicts in between workers and managers. If enterprise wants
stability in employee relation then it can e achieved by using negotiation strategy within
organisation. Employees can take decision for company and also, they help the Trade union who
plays an important role in this approach. Such perspectives are based on specific assumptions
which analyse the interest of different type of staff members of an enterprise that different from
each other. Such divergence interest develop and create chances of conflicts which occurs among
customers and staff members towards achieving desired goals and objectives in proper manner.
The reason of arising conflicts under this framework for referring the different level of disputes
and remuneration occurs for selecting rights and government possessed by them.
Iceland Ltd. use pluralistic frameworks which is effective and suitable for managing the
employee relation in proper manner. Company consider that there are no role of trade union in
the democracy industry as the firm have to render its fundamental rights of the employees.
1.2 Impact of alteration in trade unionism on employee relation
Trade union plays an essential role in the firm because it can provide benefits of
employees and also, they can protect them from upcoming problems and issues which are faced
during working time period. Changes are required for trade union which are effective in a
manner and also, there are some changes that should be followed by an enterprise. Each person
knows that there is large difference in employee’s demands and wants who work for achieving
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desired goals and objectives in a different manner. All the staff members should have excellent
knowledge and skills who works within an organisation (Deakinand Koukiadaki, 2011). So trade
union has to focus on some points such as communication, training and improvement in
behaviour etc. by this they are capable for giving knowledge to those person who does not have.
These factors create huge impact on employee relation within the company. Trade union are
those unions which are employees representatives of workers to solve major issues and
problems. They are developed to make sure the employees rights and analysing workers who
works within an enterprise. There are various emerging factors related to past decades that has to
be changed perspectives of trade unions which affects the employees relation such as
outsourcing, globalisation etc. in this context, the major factor should be shifted from public to
private sector. Apart from this, most of women who work in the company are required rights so
by this can become easy for achieving each task in proper manner. There are certain effects of
changes which are as follows:
1. Social Connection- This will play an essential role for the development of activities and
functions of firm. It helps in eliminating various disputes among employees and
managers and they should develop social connection with the enterprise. Trade union’s
role is to fight for workers’ rights and providing them safety or security in a proper
manner. These are necessary for providing job security, gaining high revenue and fair
treatment, making the environment safe to work and protecting employees.
2. Partnership in Development- It is necessary for trade union is to redevelop the partners
development properly (Donaghey and et. al., 2011). This will considered as big part of
society which directly impact on social policies, economical policies, employment and
some other. They should manage their partnership sessions with improvement authorities
of domestic and some are international, so that they are capable to assist the employees
and also society are related for doing best and effective work in better manner.
3. Supporting Human rights- In respect to encourage human rights and responsibility in the
order, so trade union required to develop changes into these duties and rights, by this they
are able to convince firm for adopting necessary alterations. If trade union can not carry
out any modifications then it will directly influence others for doing changes.
4. Challenges at International level- Later on economic process of Global labour
organisation in 1998. Iceland workers has also get all necessary rights and duties at their
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working place and also they are satisfied with their work. These employees were doing
work in effective manner and achieved desired outcome. Company workers have get their
rights which are relevant in that workplace. Iceland firm are capable for giving their
employees rights and they are mainly implemented these rights in the firm when it is
required effectively. By adopting these, employees are feel secured and safe within an
organisation. Also they work hard for the firm for getting these rights and equalities.
There are two factors which required for changes that are as follows:
 Political factors- The new laws and rules are enforce within the country or its economy
are directly influencing different observation of employees who maintain relationship
with Iceland staff.
 Technological factors- The demand and wants of workers are reduces at the time of
introduction of latest technology and systems in working place. Iceland ltd. Required to
comply the various activities and functions which are totally linked with employee
retrenchment.
1.3 Discuss Role of major players
Employee relation refers to maintaining relationship between workers and managers
within an organisation. It is not only confining to address the relationship with employer and
employee. For maintaining each and every relation which is important for managed within an
enterprise (Fossum, 2014). There are various person who assist in maintaining good relation
within an organisation that include authorities, managers etc. If these people are not there so that
this will became impossible for managing and maintaining relation with company in effective
manner. There are various roles of main players which are discussed as under:
 Role of manager- It is the responsibility and duty of human resource manager is to
maintain strong relation within an enterprise. It directly affects on employee performance
if company can not maintain relation with employees then they will not reach the goals
and objectives. HR is also a team leader so that he know that their employees strength
and weaknesses and on the basis of its capabilities he can allotted them work or task
which are appropriate for their skills. Here are certain roles of employers which are as
follows:
◦ They can not do biasses with their employees at work place.
◦ Motivate employees for healthy competition at office.
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◦ Open communicating in the firm must be allowed which help in solving major
employees problems and issues (Guest, 2011). Role of Trade union- It is the group of people who works for providing benefits to their
employee and also assist in preserving unfair trade practices which can be conducted
within an organisation. This will help in giving better working situations and conditions
to workers and provide them accurate payment. The role of trade union in these factors:
◦ Workers benefits- Trade union assist in providing welfare for the firm that include
enhancing salary, income and job security and also protect them for any exercise
which are not suitable for the employees.
◦ Collective bargaining- In this, trade union try to give equal bargaining chance to their
workers in the firm. It will assist the workers by bargaining on position of employee
and employer.
◦ Unfair Trade practices- They have right to investigate that if any company practices
for carrying out unfair trade exercise in better manner (Holland and et. al., 2012).
This will help in securing the workers from illegal activities which take place by
managers and also they try to aid in giving sound employed environment in the
workplace.
 Role of states- In UK, there are various authorities corporations and departments which
help in controlling and managing duties and responsibilities of an employee. This will
considered as government duty that should be manage the whole economy and by this
they easily carry out various plans and policies which can be applied within an
organisation and it will help in reaching targets and goals. States main role are as under:
◦ To preserve the exchange rate
◦ Increase the level of employment and also develop it
◦ To maintain stability in price of economy
 Employees- This is the major venture which have to play an important role for achieving
desired goals and targets in proper manner. The employee should develop strong
relationship with their employer as well as organisation. They also assist in solving major
issues and conflicts for the upcoming future time period. An organisation have to
maintain work structure in required and effective performance of employees for reaching
the potential goals and aims.
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 Organisation- An organisation should set up practical and effective approach of
communication which can be practices by workers and their employers. On the other
hand, Communication and other factors are developing mandatory to be authenticated
whereas they are shown as real sources. In an enterprise, strict rules and regulation must
be developed and executed for giving punishment to those employees who creates
disputes and conflicts.
 Government agencies- Such agencies must be formulated and implemented various laws
and rules which can help in making strong employees relation within an organisation.
Along with this, for monitoring work of employee regarding trade union so there is no
unfair exercise means are taking into consideration. Such government agencies has been
work with combining for accomplishing potential targets and goals.
TASK 2
2.1 Explain the process of organisation when deal in different situations
There are various situations occurs in competitive environment which creates
disagreement and conflicts such as strikes etc. If an organisation are not solve conflicts at given
time period then it affects the daily actions which will get damaged (Høyrupand and et. al.,
2012). These conflicts are develop positive changes in the company but still disagreement are
carry out and act as threats of firm. There are various types of disputes which can be solved by
using methods. The conflicts are as follows: Intra personal- This will occurs when worker is facing some problems and issues in
choosing goals and targets for their own. Inter personal- It is that situation when two persons flight for their common things. The
supervision is needed by the managers etc. Structural- In this, the disputes arises among line and staff employers, marketing and
sales department. Strategic- Strategy has to develop and implement within an enterprise for accomplishing
desired goals and objectives. This procedures will be followed by Iceland Ltd. For
dealing with various difficult situations that are as:
 Joint conflict- These disputes arises within an organisation when there are continuous
changes in term of employment and employees which are not getting accurate
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environment for work and work is not allotted properly (Kersley and et. al., 2013). These
types of conflicts were occurs during performing work and this will increase the voice of
manager in the firm. The process of maintaining these form of conditions which are as
follows:
◦ whole issues and problems is discussed by top level management and they try to solve
this in better manner.
◦ There are various discussion between employee and employer which reach the proper
decision and also take part in in it.
◦ HR manager is given 6 days in which they required to identify the issues or problems
that will help in achieving desired goals and objectives.
◦ Any Problem will carry forward to the committee and they find out the necessary
solution.
 Strikes- This type of disputes will damage the whole structure of organisation. In order to
that, when worker are not happy for company management works then they battle against
them (Kim and Rhee, 2011). In Iceland Ltd. If any situation occurs which are not
approving to the employees and managers is also not carrying certain changes in that
situations. The major suitable method that is used for discussion and other person who
need to modify and then cooperate with that method.
 Compromise- The main aim of this method is to solve major issues and conflicts within
an organisation. In this situation, company manager should develop certain guidelines
which help in increasing growth and success of management operations and its functions.
 Empathy- Company managers can creating some efforts for maintaining positive
environment at workplace for motivating and inspiring employees for doing correct work
and achieve desired goals and targets. They should maintain and control all functions for
resolving major issues in systematic manner.
There are some other steps for resolving major issues and problems within an organisation that
are discussed as follows:
 Understanding the issue- In an enterprise, conflicts and disputes may arise at any time
among employees and their colleagues. It is necessary for employees is to understand the
reason behind each problems and try to resolve these issues at given time period.
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 Gathering accurate information- Data has been collected from those source which need to
analyse major issues and problems in more effective manner. Company manager does not
take any decision without providing related information.
 Analysing data or information- It is important for analysing and understanding
information and data which can solve major issues and problems in effective manner.
This can done for identifying major cause of making decision to resolve various complex
issues and conflicts.
 Implementing major changes- Such changes may solve major issues and disputes which
can made properly and then executed it in given time period. Company manager make
require changes as per the demand and need of their employees.
2.2 Key features of employee relation
Iceland Ltd. has to maintain all conflicts which are related to employee and employers
within an organisation. Effective communication skills is necessary for every manager. It is
important because if they conduct any open communication sessions which are beneficial for an
employee and that can be able for easily communicated in better manner. They also face these
difficult issues or problems which can be shared (Trade union and Collective Bargaining. 2012).
It is essential for managing and controlling various conflicts situations in the firm. Relation
should be maintained in different forms of conflicts so that make judgement on the basis of
various situations in good manner. There are some key features which are as follows: Dissatisfaction from organisation- When the worker feel that they are not acquiring
chance opportunities in the firm which compared to others or organisation is not giving
adequate assistance in growing employees career and also provide extra benefits to them
which will help in enhancing their skills and this will also create negative belief for the
leader and the administration (Kim, MacDuffie and Pil, 2010). If manager is capable for
bringing certain situations in managing and also they required to solve these types of
conflicts. It is important for management is to listen necessary issues and problems which
has to be solved in appropriate manner.
 Difference between employees and co-workers- Collective disputes are occurs within the
Iceland Ltd. And it directly affects the relationship between employee and employer. If
complaints are coming from employee then it will affects the whole working environment
of the organisation. In the cited firm, the customers can not get best services if staff is not
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behave good with them and they need to attract them for buying various products and
services. These form of situations are directly affects the goodwill of an enterprise and its
business operations.
 Ideological framework- They can set major rules which incorporated employees working
in the firm. An organisation also work for national health and safety for protecting people
from diseases.
 Conflicts and cooperation- The disputes and conflicts is the contract which increasing
dissatisfaction among internees doctors. They are feel happy with their formulation and
require to make changes among employees.
2.3 Effectiveness of process used
When conflicts occurs between parties then it will seen as an important for solving issues
without any incorrect force and means. This is essential that disputes can be resolved in
systematic manner if there is any unfair means which are used by parties then there are
possibility for getting accurate results. It is a difficult task for solving conflicts issues and also
company required to solve it in proper manner. An individual who gives the duty to resolve
necessary problems and conflicts within an organisation (Lavelle, Gunnigle and McDonnell,
2010). They need to solve basic problems and disputes for smooth running of business
operations and functions. Firm should evaluate techniques and technologies which is essential
for using effective methods and tools in better manner. By analysing the technique capacity,
Iceland limited will contact the conflicts resolving committee and also they will conduct
important discussion between employee and employer which help in solving conflicts issues and
also they directly share all these problems with them. If these process will be followed by
company then it will capable for listen and try to solve the required problems of employees. All
the workers are satisfied by registered their complaints. In Iceland Ltd. Will evaluate the process
which are as follows:
 concentrate to the response
 Describes the difficulty in terms of actions
 Evaluating the required conflicts and disputes
 If issue is identified then find out the solution
 And if there is no problem then re-discussed the issue in proper manner
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Illustration 1: Employee relation, 2017
(Source: Employee relation, 2017)
TASK 3
3.1 Duty of negotiation in collective bargaining
Collective bargaining is that procedures which has certain unions of employees which
gives some rights and legislation for the workers in order to preserved their rights and duties
(Marchington and Kynighou, 2012). It is that way where negotiation between employer and trade
union in which all the essential criteria are required for mutual advantages are present. This is
necessary for them is to do effective working of an enterprise. So it can be stated that it is that
approach which resolve major disputes and conflicts for solving properly. There are various
points which has been discussed importance of collective bargaining that are as follows:
 It assist in maintaining power and authority for place an organisation in large market
place.
 It helps to motivate employees moral values and it enhancing the productivity rate for
doing hard work.
 This support in preventing disputes and conflicts due to cause damage to the people and
in large organisation.
This is a function which has to manage and control the laws labours. Negotiation procedures
determines basic guidance or consent which has to be represented by presenter of workers and
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firm who are accept the terms for correct operations of whole organisation. In this technology,
the cooperation of each and every members and group leaders of company can negotiate and
discuss whole terms of techniques and methods. By following these process Iceland limited
determines plans and policies of company which are manage and control overall rule and
legislation of employment laws and also appropriated the firm in favour. It assist in finding
various issues and problems which are accompanying to intrinsic situation and also confront the
trade union disputes by reaching the desired objectives of firms employees (Morris, 2012). It will
help in processing adaptability and make positive working environment. There are some roles
and responsibilities of aggregate bargaining and negotiation process that are discussed as under:
Negotiation help in developing the Effectiveness of Collective Bargaining Process
The main and foremost goals and targets of this procedure is to eliminate all problems
and issues within an organisation that will provide growth to their employees. In Iceland limited,
solve all required conflicts relates to employees and employers. This will assist in bargaining and
negotiation process which will decrease the forthcoming methods and techniques in effective
manner. They will also deal in selecting wrong employee who are not suitable for working in
surroundings.
 Increasing the employees performance bthrough implementing needs and demand of
work in the company.
 Protected the rights and laws of workers and make changes in latest trends and fashions. Provide the proper solution for arising conflicts and issue in the enterprise.
Negotiation Help Organisation in respect of group meeting accurate outcome
In this respected process, the developer of an organisation discuss all major issues and
problems of workers related to group leader and also connected with staff members of the firm.
This will assist in searching the best possible solution of the specific issue which can establishing
accurate communication in the workplace. By this employer can make new strategies and
policies by meeting with the high level authority and they will manage the growth of cited
organisation (Pymanand and et. al., 2010). This will directly and indirectly affects the strength
and weaknesses of company and also impact on profitability and productivity of whole business
operations and activities which maximise the execution of actions and plans.
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3.2 Impact of Negotiation strategy
Negotiation process is start from that specific point of employee recruitment that will
actually changed by firm. According to the accurate work, the workers can getting salary or
wages which will satisfy demand and wants. The basic objective of company is to earn
maximum income and get extra profit in the market. HR manager can keep and consist the
workers in the minimum amount who have only good skills of work. They also check that an
employee can earning satisfied salary or wages. In Iceland Limited, manager will gives the
workers wide range of objectives and also ambitious towards work. This will assist in supporting
in salary which match with their job status (Sanders and Frenkel, 2011). These forms of process
are generally controlled and implement with other persons activities.
Maintain secrecy- It is that process which help in maintaining and securing secrets of
employees. Firm will assist in making relation with employee and employer and also they
required to make confidential data or information with other persons.
Eliminate conflicts of trade union- Negotiation and bargaining process try to remove all
trade union conflicts and problems which arises within an organisation.
Improve quality work- This ill help in improving all required work in better manner.
Collective bargaining will consider employees needs according to the appropriate salary or
wages.
Developing relation with society- This will assist in managing the strong relation with
community and society people. It also available for analysing accurate terms and conditions that
can help in developing employees or workers.
For resolving conflicts need some negotiation strategy in which both the parties has do
mutual consent. There are different negotiation strategy which can assist in resolving major
issues and problems. All the negotiation is documented so it has become certain reliable source
for future issue and problems which may occurs at same outcome. This can support in creating
and making better chance for harmonise environment for doing proper working. It can increasing
capability of integrity among trade union in the company.
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TASK 4
4.1 Effect of EU on industrial Democracy
European union determines the non discrimination of whole market area of Europe that
include barriers, conflicts, disputes etc. This will assist in developing and improving strong
relation between employees of EU which has various laws:
Equal opportunities- Eu will considered that each and every worker of the firm are
totally based on UK and there are many similarities shows in their work.
Employment security- According to the labour law of Europe, the UK based company
will demand for correct working situations (Shah and Ghulam Sarwar Shah, 2010.). They should
treat equal to their employees.
Employee relation- European union usually influence employee for making strong
relation with organisation and also they can process whole negotiation.
Industrial democracy- It implies that employees considered to be partners of an
organisation and increasing their empowerment for taking correct decision. By using this,
employee can indirectly participated in decision making process.
Co determination practices- It will treated as best practice model. Such exercise includes
work council and structure which consist two levels that includes supervisory and administration.
European work councils- These are main bodies which represents workers of an
organisation in Europe. This body consult about used with the help of management of the
company for taking accurate decision that can affect the whole working situation.
4.2 Methods of gaining employee relation
Employee participation and involvement means that each and every employee in the
organisation is a unique entity and is equally responsible for giving ideas and for active
participation in decision making process. For a company to run successfully long term it is very
much necessary that its employees are not treated as outsiders but are involved in companies
decision making so they feel that they too own the organisation and are equally responsible for
its growth and public image (Storey and et. al., 2010). However, the concept of participation
differs from company to company. Some organisation feels that even workers should be included
in this process whereas some feels that there should be some restriction between the management
and workers.
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Representatives participation- It is one of that method where representative of union,
employees and employers help in discussing major issues and problems of an organisation. Also
this is most effective forms where all the parties can give their reviews regarding environmental
issues of forming cooperation.
Survey of attitude- This is one of the effective techniques and methods which can be used
in involvement tool where workers can given their views that relates to performance
measurement methods, job evaluation process and some other.
Quality circle- This method can be used where management can get proper idea
regarding issues from top to down approach for forming groups within an enterprise.
There are different ways and methods through which employees can participate in the
decision-making process. They are as follows:
Participation at Board level: In this method a representative is selected on behalf of all
employees who presents their issues and problems in front of the board members and discuss
with them the solution to these problems (Van Buren III and Greenwood, 2011). This employee
representation is known as industrial democracy and it plays a vital role in safeguarding
employees interest in the company.
Participation through Ownership : Here employees are asked to buy equity shares of the
firm or invest in it thus safeguarding their interest and participation in the decision making
process by giving them ownership of the company. This creates a self of belongingness in
employees towards the organisation as, when the company will grow so will their stake in its
ownership.
Participation through collective bargaining :In this workers together agrees upon certain
rules and regulation of the company. It must be well controlled to avoid any havoc.
Participation through suggestion schemes: Here employees are asked and encouraged to
come up with new and better ideas in different sectors so as to achieve the organisation targets in
the best possible way.
Participation through complete control: In this type workers union themselves act as
management of the organisation and their elected representative through the Board directly deals
with all management and industrial issues.
Participation through Job enrichment: In this the employer redesigns job so as to keep
the employee motivated all the time (Van De Voorde, Paauwe and Van Veldhoven, 2012). This
14

methods gives complete freedom to employees to solve their day to day issues in the best
possible manner they can and thereby keep them involved in decision making process.
Sometimes even rewards are attached to it.
Participation through Quality Circles: A group of 5 to 10 members of anyone who is a
expert in its field is made . These members regularly meet and identify the problems in their area
of operation work upon them and finds a solution to it. It is one of the best way to improve the
day to day working of the organisation.
Apart from these there are many other ways such as Total Quality Management, financial
participation, joint committees and councils (Welch, 2012). However they can mutually decide
which method they have to follow to achieve the desired results by participating in decision
making process and thus make the organisation a better place to work in and achieve the best out
of all the resources available.
4.3 Affect of human resource management on employee relations
Human resource management is the backbone of every organisation which mange and
controlled all functions and activities in proper manner. The main purpose of this activities is to
enhancing sales and production of firm (Wilkinson and Fay, 2011). They mainly develop various
policies and strategies which help in smooth running of functions within an enterprise. There are
certain negative and positive impact which are discussed as under:
Positive impacts:
 Staff members can take decision in positive manner which directly impact on business
operation and functions.
 The firm required to provide training and development sessions which increasing
employee skills and knowledge. They also introduce new plans and strategies which increasing company profitability and
productivity.
Negative impacts:
 If an employee has work related or any other problem and HR continuously avoid them,
so this action will directly impact on employee performance.
 An organisation should properly ensure that their security systems are effectively work
or not (Employee engagement Issues in Multinational Companies. 2015). Employees
safety and security is very essential for them.
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 If manager can solve employee problem so this act will directly affects the workers work
and also its mind set.
Human resource management has been making relation with their employees to focused
on major responsibility, communication, quality, flexibility, quality etc. will used to establish
peace and harmony in an environment. Also HRM given accurate information to their workers
regarding latest development in the different business situations, modifications in working
procedures, training and development sessions and many other. Employee need communicate
their view with the help of communicating people about making changes. This is necessary area
for human resource department for increasing productivity while determining employees
feedbacks and response in proper manner.
CONCLUSION
From the above report it can be concluded that employee relation is very important to
maintain within an organisation. Relation of employees refereed to as the strong relationship
between workers of company and also among employees and employers are maintaining firm
relation with the other parties. It is essential for an organisation is to satisfied all employees in
better manner. Trade union plays an essential role in the firm because it can provide benefits of
employees and also, they can protect them from upcoming problems and issues which are faced
during working time period. So manager has to maintain relation between employee and
employer within an enterprise.
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REFERENCES
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Carter, B. and et. al., 2013. ‘Stressed out of my box’: employee experience of lean working and
occupational ill-health in clerical work in the UK public sector.Work, employment and
society.27(5). pp.747-767.
Deakin, S. and Koukiadaki, A., 2011. Capability theory, employee voice, and corporate
restructuring: evidence from UK case studies.Comp. Lab. L. & Pol'y J.33. p.427.
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