The role of negotiation in employee relations

Employee Relation

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Unitary and pluralistic frames of reference......................................................................3
1.2 changes in trade unionism have affected employee relations in the UK..........................4
1.3 Key players in employment relations...............................................................................5
TASK 2............................................................................................................................................5
2.1 Dealing with different conflict situations.........................................................................5
2.2 Key features of employee relations in conflict situation..................................................6
2.3 Effectiveness of the procedures followed in resolving the conflict.................................7
TASK 3............................................................................................................................................8
3.1 The role negotiation plays when collectively bargaining as in this conflict....................8
3.2 Use of Management accounting information as a decision making tool for Dalata hotel9
TASK 4..........................................................................................................................................10
4.1 Impact of EU on industrial democracy in UK................................................................10
4.2 Compare various methods that used to gain employee participation for making decisions
................................................................................................................................................1
4.3 Assess the impact human resource management approach has had on employee relations
................................................................................................................................................2
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Managing employee relation is essential for an organisation especially after the industrial
democracy incurred in UK. For managing such activities, an organisation manages the human
resource development in their organisation which can help them in meeting desired objectives
and standard performance quality of worker. For this, one coordinate various activities, function
and organise practices such as negotiation and bargaining procedure, compensation and
rewarding activities and many other (Avey and et. al., 2010). The whole implied action aims
over the better relation with their workforce. BMA is the professional association which is
registered for doctors as trade unions in UK. The purpose of this report is to analyse various
framework of employee relation management along with changes which occur in the
organisation due to alternation in trade unionism. This will evaluate the various laws and
legislation which is required to imply for managing ER and how they influence the decision
making procedure of company. This report will also assess the impact of employee engagement
and contribution as well as main player which help in the procedure of management of
personnel.
TASK 1
1.1 Unitary and pluralistic frames of reference
In order to manage the employee relations, there are various framework which an
organisation can imply i.e. pluralistic and unitary perspective. These have been briefed as below:
Unitary Perspective: The unitary framework of human resource management depends on
values, attributes and opinions which is related with the organisational membership of
organisation along with management. It is linked entirely with the goals and objectives of
employee that should be based on responsibilities and roles of worker. It will help them in
rendering the satisfaction cause which can aid in meeting the objectives of organisation. In the
procedures, they can scale the strategies of implementation. Although success can be measure
through the recent objectives. So, the structure and plans are organised by companies for
betterment of workplace (Bach and Kessler, 2011). This is quite smart for the system of
delegation because organisation manager and owner cannot control the worker amount. For
BMA this is required to control the worker in order to motivate employee and meet target.
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Pluralistic Framework: In the organisation, company has made some sub-group as per
this approach, in which the departments sets the objectives determined by leader which help in
meeting the outcome though time management. Trade unions are not examined like essential for
managing conflicts harmonious.
The company is using the pluralistic framework which can aid the organisation in
managing employee relation. The company can meet the desired outcome through maintenance
of workplace which leads to better productivity (Crespo and et. al 2011).
1.2 changes in trade unionism have affected employee relations in the UK
Employee relation: Employee relation is effective factor which has large impact on the
success and failure of organisation. To achieve success in their operations there is need having
good employee relation which improves communication and coordination among the employer
and employee. As the large number of benefits are derived by organization through good
employee relations which are supportive nature, motivated behaviour, effective team building
etc.
Impact of change in trade unionism upon the employee relations
Trade unions have the responsibility in providence of effective rules and regulations
which governs the rights of employees in an organisations. The change in trade unionism means
evolution of new concepts regarding employee relation due to having new industrial relations.
The traditional job of the trade union is to make job regulation which helps in determination of
employment rules. After changing of the time, such regulations are developed which includes
about the concept of rewarding to employees on the basis of their efforts in an organisation. It
also includes about protecting of their interest and effectively treat by employers. Such trade
unions provides the regulations and legislations regarding grievances disciplinary policies,
industrial relation training, labour legislation, government intervention etc. Changes in trade
unionism over the time provides the opportunity of development in employee relations in future
between employer and employee. Such changes provides more emphasis on employee welfare,
professional development, employee safety, remuneration etc. Use of such tools by the
employers while providing their business functions helps in providence of effective facilities to
employees. This provides opportunity regarding removal of conflicts and strikes. It provides
opportunity to the organisations to improve their productivity and profitability. This contributes
to enhance employee relation and attain their confidence and trust on the activities of employer's.
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