Impact of HRM on Employee Relations

The assignment analyzes the significant role of Human Resource Management (HRM) in shaping positive employee relations within an organization. It discusses how HRM strategies, such as employee empowerment, conflict resolution, and fostering a friendly work environment, contribute to improved relationships between employers and employees. The essay emphasizes the importance of effective HRM practices for organizational success by enhancing employee engagement, productivity, and overall well-being.

Employee Relation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 The unitary and pluralistic frames of reference................................................................1
1.2 Trade unionism have affected employee relations...........................................................2
1.3 Role of the main players in employee relations...............................................................3
TASK 2............................................................................................................................................4
2.1 organisation should follow procedures dealing with conflict situations..........................4
2.2 Features of employee relations in conflict situation.........................................................5
2.3 effectiveness of procedures used in conflict.....................................................................6
TASK 3............................................................................................................................................7
3.1 Explain the role of negotiation in collective Bargaining..................................................7
3.2 Assess the impact of negotiation strategy for a given situation.......................................8
TASK 4............................................................................................................................................9
4.1 Assess the influence of the EU on industrial democracy in the UK................................9
4.2 Methods to gain employee participation and involvement in the decision making process
..............................................................................................................................................10
4.3 Assess the impact of human resource management on employee relations...................12
CONCLUSION..............................................................................................................................12
REFRENCES.................................................................................................................................13

INTRODUCTION
Employee relation focus on Employee and employer relation of an organisation. An
employee relation within an organisation provide fair treatment to employees and resolve their
issues to make them commit with organisation longer and loyal for their work. . HR manages
designed employee and employer relation through organising several events, meeting, campaigns
and activities in order to create a friendly environment in company. Such approaches goals to
solve and prevent further rising problem, issues and crisis situation within an organisation.
Human resource manages those approaches which raised and manage competition in industry
(Pelit, Öztürk and Arslantürk, 2011). Also Employee relation increase employee involvement
within organisational activities and decision making and also create positive workforce in
company. Mark and Spencer, whereas, largest British international Retailer located in UK. M &
S sell various products such as clothing, grocery products, food and luxury products, accessories
etc. Company have more than 1100 stores in all over world with more than 82,000 employee
working in company. This report will discuss unitary and pluralistic frames of organisation,
study of Changes in unison in M&S, role of HRM approaches and procedure of employee
relation problems. Also it will study Barging collective procedure, And EU on industrial
democracy in UK.
TASK 1
1.1 The unitary and pluralistic frames of reference
Unitary frames defines mind set like attitude, supposition, belief and activity through
which manage the organisational relationship. This idea is based on Company Mark and
Spencer's objective and to accomplish its goals. Any organisation allot management as
delegation system and through this activity they portion roles and responsibilities with
employees and share same organisational goals, objectives and values with them. This will also
give them reason to satisfy their personal as well as company's objectives. In this process of
unitary prospective, they measure implementation of strategies. Although calculate success too
from the already set of objectives (Wilkinson and Fay, 2011). So on, they make strategies
according to this and also decide their action plans, frame work . They consider workers to be
loyal for company and organisation too make them sure to control and coordination at workplace
to achieve their respective goals. Delegation system in unitary perspective is quite smart decision
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because one company owner and manager can't control number of employees. For big
organisations like mark and Spencer they need leaders so they control and motivate workers and
make them complete target.
Pluralism In this, the company Mark and Spencer made strong and different groups and
sub groups. In each department with their own legal loyalties, there is set of leaders and objective
and they have to achieve them in consideration of time management (Sadikoglu and Zehir,
2010). In pluralistic perspective management there are two major subgroups one is management
and another one is trade unions. Management role is to lean fewer of controlling and enforcing
towards determinant and coordination in the whole organisation. Trade unions demands to hold
as legal allegorical of workers, conflicts is deal and managed very smoothly and by aggregate
dialogue. They try to channel it towards the positive change and evaluation. This is important to
resolve the conflicts and deal with them correctly. Otherwise this may distract other employees
from their respective and create vulnerable environment due to this work will goo slow and
company barely reach to their respective goals. As according to pluralism, it demands delegation
to do their work properly and motivate employees time to time and make them to accomplish the
sore by considering time management.
Marks and Spencer use the pluralistic framework in their organisation in order to manage
their employee relation. This can aid in meeting proper influence of worker and help in gaining
the loyalty and dedication of employee in regard of organisation along with avoiding issues with
trade unions.
1.2 Trade unionism have affected employee relations
Trade union go along to create themselves as to attract , and expand the membership with
new team or workforce. Trade union basically is a union of employees who decide working
hours, wages, mange the whole team of workers, as well they also help to employees by
resolving their conflicts, and motivate them to accomplish organisational goals. Role of trade
unions has changing importantly since 30 years, they demands focus on training, education,
research and communication as according to changing trends and changing consumer behaviour
(Silva, Hutcheson and Wahl, 2012). M&S can use the strategies and ways through which he
organisation is aiming their changes and modification as well as managing the employee relation
in their enterprise. The company need to be use these factors of research, education, training and
communication. some of requirement of these are as follows:-
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 Employees will build attitudes, behaviour and expectation from this acquisition
experiences and help them to build commitment and loyalty to M&S.
 This will help them to act with alert and active relationship with team. This education and
learning helps them to make their knowledge broad and wide that will help them to
understand new trends and technology. This will help them to accountable performances.
 These trade unions is valuable by influencing social line and keep balance between
between market and on other hand public. Through all these this will help them initially
to go with market trends and train employees as according to them for gratify consumer
needs (Welch, 2011).
Some of trade unions have essential roles and terms are as follows :-
Partnership in development :- This is largest group of the society which contribute to
development in community. They are the one who is directly involve in economy from
production to distribution. M&S maintain their long term relation with development as housing
societies, social security sanitisation, consumer cooperatives many more.
Support human rights and democracy :- They need their project like that kind of social
issues and development things. so they, can promote democratic institutions and human rights as
well is mandatory for employees. M&S can manage their work and function along with
managing effective relations of worker which lead to employee benefits as well as organisation
benefits at the same time.
Global level challenges :- There is big range scope at international level. These unions
can become partners at global stage and raise the issues and concern about labour standards and
set some fundamental rights for labour at work which Marks and Spencer is also facing.
1.3 Role of the main players in employee relations
Healthy employee relationship is important for employees so they can find their work
interesting and try their best to perform. This is must to understand by everyone that during work
they should try to interpret situation and avoid conflicts this will be waste of time. Employee
should maintain relation between each other in Marks and Spencer as the organisation is a large
enterprise so they may feel motivated and enjoy their work place too, this will lead to
consistency. It is important to assign work to employees as their interest and specialization. So
they do not disrespect their opinions and they do it by their interest and encourage them to accept
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challenges (Wilkinson and Fay, 2011). Here are the major M&S players in their company which
is mentioned as below: Team leader :- The person should be role model so employee will motivate automatically
from his capabilities and listen to his suggestion and obey team leader's instruction. Team
leader should play as fair and treat every individual equally and avoid partiality among
staff members of Marks and Spencer. Its responsibility of leader to appreciate employees
in M&S if, anyone does great work this will motivate him more to do effectively perform.
Team leader should be polite and not rude and harsh to anyone. It is unethical to insult
any member of team, other way is to deal with that is to make him realise his mistake and
give him to chance to rectify that.
 Manager :- Manager is crucial member who make sure that all important information
should be deliver to everyone. Its his responsibility to ensure that all employees are on
same page. Problem arise when there is any mislead of communication, its better to make
communication transparent for employees relation. Its important to share plan and
communicate with all of them, employees should not feel neglected and left out. Manager
make that kind of liberty through which any employee is free to walk up to him and
satisfy their queries, doubt. Otherwise, they might be go with confusion and it will leads
to disputes among all of them.
TASK 2
2.1 organisation should follow procedures dealing with conflict situations
Conflicts at workplace its also a dark reality this is one of the reasons of frustration
between, employees and it will directly effect on poor quality of production. There are various
types of conflicts at workplace and its not that too easy to detect them (Wilkinson and Fay,
2011). There are few strategies through which Marks and Spencer manage conflicts at work
place are as follows :-
Understand situation :- Some of the conflicts are presented by others and through that it
will be more complicated to make decisions. So, before going to any conclusion its necessary to
investigate on ground level in M&S as issue can take place at large level, like what's the matter
between them and them resolve their issues.
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Be patience :- Its already said that hurry makes more worry. So, its important to take
time, interpret the whole scenario and its okay to take time. If they make decision may quickly
and that would be sometimes turn into harmful than good , this will be more worst condition by
taking wrong decision.
Establish guidelines :- When there is any conflict in employees, before resolving them
launch guidelines. In which its clearly written that Marks and Spencer allow them to express
their views and prospective. In between if any of them will create nuisance then organisation
will end up meeting (Welch, 2012).
Act decisively :- It is important to collect all the information and listen all the members
and parties who are involved in conflict after reviewing all circumstances them fairly make
decisions. Authority should not delayed or take decision on the basis of hypothesis, delayed in
decision may loose credibility and change perception towards authority. These are some of
delicate and sensitive issues which demands to be handle carefully.
Communication is a key :- Its important to keep open interaction because it can also
resolve issue by interacting to each other. It will also allow all the members and parties who are
involve in conflicts to express their point of view and discussing real issues. This may be lead to
solving problem and realizing.
Thus, Marks and Spencer is an effective organisation which is managing the functions
according to the needs and requirement of workers. The organisation can undertake these
procedure of solving issues and conflicts in order to manage te work in effective manner.
2.2 Features of employee relations in conflict situation
Conflict can be very harsh and due to that, can cause of disputes among the employees. It
may be of variety of reason, regarding work issues, personal grudges, many more. This type of
environment and situation cause negativity all around at work place (Welch, 2011). These things
can directly affect on profitability and production set up of whole organisation. Its crucial for
employees to share healthy relations between each other at workplace. There are few features of
employee relation in conflicts situation are :-
Several issues individual cannot take :- In workplace sometimes employees needs hel
and they can't take decision alone, Sometimes its happen that fellow worker can give brilliant
idea to take that decision. Its also happen when only individual not able to figure out where he
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was wrong and that another fellow can help him to realize his wrong mistake. If like this
employees helping each other than there is less chances to have disputes between them.
Positivity at workplace :- Individual may loose tensions ans stress if he got favourable
healthy and good positive environment. If there is nice quiet and positive environment then
employee can do his work by time . It will be profitable for organization they will automatically
encourages quality production.
Healthy relations :- If there will be good healthy relationship between all the employees
then they will be motivated by this. They can make more focus on work and if they all
employees of organisations will balance with work. These relations then, they will get rid of any
kind of disputes and conflicts (Silva, Hutcheson and Wahl, 2012).
Hence, there are various features and elements which an organisation like Marks and
Spencer should undertake for managing positive and healthy workplace which is considered as
the key of better and best productivity of company. The organised and managed staff is the
success cause of company which have led enterprise toward the global reach and achievement.
2.3 effectiveness of procedures used in conflict
Employees at workplace, like every individual they also have various values, perceptions,
and this changing environment and different values may can cause conflicts. Conflicts can rise
due to multiple factors like:- lack of performance standards, communication problems,
expectations, goals, values and many more even factors which is changing or trending
technology, power etc. and financial incertitude these and other factors make reality of conflict.
M&S if has too many conflicts than its sign of quandary, conflict actually distract employees
from their work. Certainly somewhere it also reduce company's growth because instead of
working and focusing on goal they are engaging in doing disputes and conflicts. Some
effectiveness of procedure in Marks and Spencer are as follow :-
 Conflict management is always kind they help to prevent fight, help in get rid of negative
consequences and make them feel motivated (Sadikoglu and Zehir, 2010).
 Effectiveness of these conflicts procedure that it addressed accurate time to prevent from
conflicts and contrary effects at later stage. Through these skills individual explores all
reason and later they lead to problem and try to resolve them soon as possible.
 This effectiveness tends to make employees feel motivated at workplace and help them to
focus more on quality work this may lead to organisation's growth.
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Thus, Marks and Spencer through undertaking these procedure and features can make the
appropriate changes in their organisation and make accurate decision in the conflicts situation.
TASK 3
3.1 Explain the role of negotiation in collective Bargaining
Collective barging is a process of determining negotiations rights and policies of
employed labour between employee leaders and trade union representative. In collective barging
process of organisation, trade union select a representative and deicide terms, policies and and
labour decisions such wages, working climate, hours, holidays, and margin of employee. In
present scenario, trade unions has mostly no need in market place as Every organisation has set
up HRM in their workforce. Employee representative carry out employee demands, requirements
and conditions before HR. Mark and Spencer is a major organisation of UK with a large
employee group hired by company. As employer must not have time to listen individual issues ,
HRM control such problems and barrier in growth (Pelit, Öztürk and Arslantürk, 2011).
Role of Bargaining and Negotiation process :-
Bargaining and Negotiation process play a vital role in Mark and Spencer because of its
vitality of employee members. Company need this process to settle wages and salary issues and
resolve working environment issuers from working environment.
 Manage and foster friendly and consonant relation among people of organisation.
 Major role of Bargaining and negotiation process is determine employee net policies and
conditions and labour of working employee within an organisation and benefits both
employer and employee.
 This process support industrial policies in M & S.
 It protect employer and employee relations and their interest for organisation and create
potential manage employee toward their work (Newsom, Turk and Kruckeberg, 2012).
 In Creating better understanding in workplace which is helping M & S growing everyday.
Examine process of collective bargaining :-
M & S has a different department to manage such problems and issues in organisation in
order to working system proper. HRM handle Bargaining and negotiation processes within
Marks and Spencer and stimulate employee and employer with coordinating different HRM
practices and events. HRM coordinate in various stages of process.
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First HR allocate a manager of negotiation process according knowledge and
communication skill of person. During process, manager determines terms, conditions and
policies appropriate in respect of M & S.
After management process, next steps is wages set up .Manger meet member of
executive, such as CEO, HR CFO to discuss wage allotment process and amount. Then team
evaluate company fund and financial conditions.
The final step is Finalising wages and policies of employee. It also include benefits
concern with negations. Thus implementation and strategy making process is accomplished
(Mowday, Porter and Steers, 2013).
3.2 Assess the impact of negotiation strategy for a given situation
Negotiation process begin from the moment employee recruitment is confirmed by
company. It is necessary that employee is getting required salary from organisation according to
work. Organisation aims to earn profit in market as HR of M&S hold employee in minimum
salary and good skill making sure that employee is getting g better from last organisation. Marks
and Spencer offers its employee wide objective and ambitions to clutch job instead of worrying
about salary status. For this, company keep worker engage in extra circular activities. These
procedures are managed and implemented properly to avoid disputes in M&S. Here are some of
its benefits in the respected organisation is mentioned as below:
Maintain Secrecy :- Negotiation and bargaining process occurs in organisation contribute
in maintaining secrecy of organisation policies and terms. Organisation maintain employee and
employer relation through providing them desired wages, hours and satisfies their require. Thus
employee keep company policies and secrecy maintained in outer environment (Morris, 2012).
Avoid Trade Union conflicts :- Negotiation and bargaining process avoid trade union
conflicts of an organisation. It removes issues and further coming problem and create a
satisfactory environment and equal representative opportunities to employee and employers.
Improve Work Quality :- Collective bargaining agreement will consider employee
recruitment on favourable pay. A worker can not be terminated instantly despite case of
discrimination, legal protection reason. This keep everyone on a same platform. This improve
employee potential and loyalty toward and make them comfortable in working climate.
Represent Every Member :- Negotiation representative represent himself in regard of
every employee of organisation. Unbiased decision will carry out in organisation and fair
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selection of wages will be motivated. These activities offer a fair representation of employee as
well as employer.
Collective Agreement :- Collective bargaining and negotiation process lead to a contract
where collective agreement are made. These agreement cover union and non union staff and
represent agreement on terms from organisation, and trade union. This avoid Internal
organisation crisis situation (Mishra, Boynton and Mishra, 2014).
Community Relationship :- Such unions stay aware about social issues and activities of
society as well. They make contribution in social issues, support communities and participate in
political elements which create relationship between organisation and community
TASK 4
4.1 Assess the influence of the EU on industrial democracy in the UK
Industrial democracy is a contact which comprises employee decision making, authority
and responsibility in organisation. In EU, concept of Industrial democracy was adopted decades
ago, but cause of aggressive relationship between managers and unions in British companies,
concept was not fitting in climate.
European Legislation provide an opportunity to employee to involve in decision making
process of organisation. In result, employee involvement and relation turned into functional part
in company which means employee got authority to perform in company positively (Meyer and
Maltin, 2010).
EU influence in UK business:- EU has played important role in influencing UK business
activities. EU has managed employee relations and decision making process, employment laws
and legislation system in UK industry. They negotiate business activity through-
 Expenses and taxation
 Regulation, legislation and laws
 Stimulating business practices support and grants
 Through assistance and suggesting for business.
Decision Making Process :- Because of EU presence in market, employee involvement
in decision making process have raised. Now institution perceive and educate and benefit
employee. Now ,work council has represent leaders in all functional departments. Additional
offer has been put up for all shareholder, worker and employers to stake in company ownership.
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This schemes brought up by EU achieve success in UK by involving employer involvement as
stake holder. Although there is threat that EU Monetary will raise Wage Dumping.
EU has follow a different extent of provisions an guiding which support essential
employee policies, security of health and safety and equality at work. EU started some laws and
legislation in UK and developed rights in UK Govt. (Kuvaas and Dysvik, 2010).
EU have improved employee situation and performance in workplace providing some relief and
rights to worker and initiate vary in UK legislation. EU protected and promoted employee and
their right in Britain and European market. They came up with new laws, some of them are
followed-
 Working time- Introduced 48hours working hour system.
 Working parent and cares- Includes Maternity rights, parental leaves rights, work and
family leave right
 Equality at workplace- such as equal pay (article 157), anti discrimination right, typical
worker right
 Public and outsourcing Acquisition- TUPE procurement, Public procurement,Posted
worker
 Collective right- Human rights, collective bargaining,right of information, health and
safety.
4.2 Methods to gain employee participation and involvement in the decision making process
Employee participation is essential component of HRM. Employee participation is
important technique to build curiosity in employee on their job. Marks and Spencer has stores in
many countries that is typical to negotiate every stores (Kim and Rhee, 2011). This activity is
important for worker satisfaction and performance enhancement in their job in M & S. To gain
employee involvement in organisational practices, various methods and tools are used described
below-
Methods used for Employee Participation and involvement :- There are several
techniques for involvement of employee in decision making process which are followed-
 Behaviour and attitude survey of employee to look for concept and opinions on different
decisions. It will help in seek their field of interest and in understanding their intellectual
power.
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 Evoked opinions about personnel policies and probable strategy of implementation.
Stimulate employee for sharing suggestion and their views in major process and
strategies of organisation.
 Work Evaluation, wage determination, performance management to evaluate their impact
and their experiences. Offer them different benefits and promotions which can be reached
by involvement and volunteering in company decision making activities.
 Delegation of responsibility among worker and senior subordinate. Supervise work with
effective and impressive technique (Kim, MacDuffie and Pil, 2010).
 Quality group management, in which small number of employee can voluntarily engage
in regarded work. Grouping skilled managers and employee into small different quality
group according skills, performance and work.
 Suggestion policy, which can help in ensuring employee decision value and requirement
at workplace. Open platform to share opinions with organisation and giving preferences
to effective ideas of employee.
 Direct Participation In which employee can actively participate in everyday routine work
and decision making practices.
 Proper information dissemination about organisation employer can boost employee
performance. It can use as a tool to access employee involvement within organisation.
 Employee like to order as an authority. Give them raise according to their effective and
enhanced performance at work and give them power to increase their work. This is most
affective method to gain employee involvement in organisation (Johnson and Yang,
2010).
 By employee empowerment, company can increase employee participation. By
organising training and development programme for employee. Interactive seminars,
meetings, conferences and discussion and offering them opportunities to speak first.
Thus, through the above mentioned techniques, Marks and Spencer can gain the
involvements of employee in their decision making procedures which can help them in meeting
organisation the determined and desired outcome as well as implementation of strategies in
effective way.
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4.3 Assess the impact of human resource management on employee relations
It is true that achievement and failure of a company is interrelated with employee
relationship. Employee relation is essential for M & S success and promotion in industry. HRM
control business relation within M&S. Impact of HRM on employee relation :-
Encouraged Employee :- HRM approaches encourage employee to involve in
organisational planning and strategies. Employee can take relief from their routine work and
share their opinions in organisational decisions.
Relation between employer and employee :- HRM practices manages employee and
employers relation within organisation. HRM organise activities with in organise that offer
employee to connect, share, communication , and help each other.
Friendly Environment :- HRM provide a friendly and helpful environment in workplace
by organising teamwork activities and fun practices within company. Friendly environment
would boost their performances in business climate.
Mediation of Conflicts :- HRM contact with employers and employee and solve group
and individual conflicts such as investigation, queries, and conflict in resolution strategies. HRM
come up with possible solution and resolve organisational internal problems (Dörrenbächer and
Geppert, 2011).
Discipline :- HRM create a disciplinary environment in workplace. Always keep
checking performances, behaviour and results of every day activities. HRM take important
immediate decisions to maintain environment.
CONCLUSION
By this followed assignment, it can be concluded that HRM has a very important role in
working of organisation properly and systematically. An organisation need to maintain and
manage their employee relation to run company and achieve success. Employee relation increase
organisational performance and support it to achieve organisation visions and goals.
Organisation success is interdependent on employee relationship. Employee conflicts can lead to
company fall and loss in profit. Thus, organisation require to have a person to lead employee.
HR manages employee relation, with employer and organisation goals and vision. Inspire and
motivate them by resolving their problems. Every organisation should have different department
to handle Employ relation and policies.
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