Employee Relations Audits and HRM Practices

The provided assignment details a collection of academic articles and research papers on employee relations audits and human resource management (HRM) practices. The articles cover topics such as talent management, innovative HR practices, work performance, networking ability, and autonomy. The summary also includes information about the publication dates, authors, and journals in which these articles were published.

EMPLOYEE RELATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Value and Importance of employee relations ......................................................................1
P2. Fundamentals of employment laws .....................................................................................2
TASK 2............................................................................................................................................2
P3. Different types of rights, duties and obligations of an employer and employee .................2
P4. Appropriate advice related to rights, duties, obligations of the employment realtionship...4
TASK 3............................................................................................................................................4
P5. Conduct a stakeholder analysis ............................................................................................4
TASK 4............................................................................................................................................4
P6. positive and negative impact on employee relations on different stakeholders ...................4
TASK...............................................................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................5

INTRODUCTION
Employee relations refers to bond that is shared among employees in an organisation. It
is very much important that every individual work in healthy and conducive working
environment so that final set goals can be achieved effectively. The responsibility lies in the hand
of higher level of management to draft such policies and rules that encourage significant working
condition. Human resource manager plays vital role in establishing healthy relationship among
workers in business organisation. The report highlight the case of ASDA which is a supermarket
retail company headquarter situated in England. They supply diverse products in form of
financial services, and mobile phones to their clients that are located all over nation. This
assignment focus on types of rights, duties that are associated with employee and employer in
work place. There is negative and positive impact on this process which have to be evaluated
properly by manager of ASDA.
TASK 1
P1. Value and Importance of employee relations
HR manager is responsible for creating healthy employee relation in ASDA so that all
work should be carried out in prospective manner. It is essential so that whole organisational
structure run smoothly without any problem or issues (Bohle, and et. Al, 2017). It is directly
linked with earning higher productivity level. Hence, there are number of importance of this
process which are as follows: Work process is carried out in smooth way: Healthy employee relation allows to perform
in team towards single direction and hence, lead to increase in productivity level of every
individual. Complete work is divided into small portions so that it is completed within
specific time period. Increase in motivation among employees: Staff members of ASDA feel secure and
motivated in organisational system when there is good relationship among individuals.
This results in carrying out work process correctly and effectually. It is true that highly
motivated employee will contribute with best of their efforts as compared to non
motivated worker (Brown, 2017).
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 Decrease in absenteeism ratio: Employees feel comfortable in ASDA as they become
energetic and motivated to work. Thus, this lead to reduction of absenteeism ratio in
business concern. It also poses a good image of business firm in front of society and aids
in enjoying sustainable market growth and goodwill. Reduction in disputes between workers: Employees in ASDA do not waste their time in
fighting on some issues. On the other hand they concentrate on their work properly so
that final vision and mission can be accomplished. Senior manager have to coordinate
with their subordinates in order to carry out work process fluently and easily. There is
proper chain of command that specifies roles of every individual and their accountability
factor. Creation of happy place of working: Proper employee relations assist in making workers
mind free from any tensions and stress so that they can work without any pressure and
lead to achievement of goals in efficacious and expeditious mode. There are several
problems that may arise in business life, but they are trained accordingly so that they can
able to tackle it rightly and hence, it does not create any hindrance in performance
accomplishment (Gkorezis, and et. al, 2017).
 Clear objectives: Organisation have set targets and goals that has to be attained in their
working business life. Hence, objectives and aims are properly known by every
individual who are working in ASDA. Individuals become clear with their roles and duty
and they work accordingly. Therefore, there is no overlapping of objectives and work is
conducted in accordance to set standards.
From the above discussed points, it is clear that HR manager always work in creating healthy
employee relation in ASDA so that targets are met out in proper time frame.
P2. Fundamentals of employment laws
There are certain employment laws that are formulated by government bodies and has to
be accepted by organisation. Employees are important asset of any business establishment
therefore, it is indispensable to consider all these laws into system so that working process
should be carried out in attainable and correct mode (Hickland, and Hickland, 2017).
Employment law refers to all rules and regulations that are framed by company system that focus
on protecting employee- employer relation so that their bond remain healthy and conducive for
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longer period of time. There are number of subjects that are involved in this law. ASDA have to
look after it carefully so that their employees remain happy and satisfied with their decisions.
Some are discussed below: Prevent discrimination on the basis of grounds: Every worker are consider equal in
front of company system. There are not discriminated on the basis of gender, position or
society etc. Encourage health and safety: Health and safety is very much important in the
organisation where they are working. Manager of ASDA have proper system that
concentrate on taking care of employee's health so that they remain fit and fine while
conducting their working process. Controlling any disputes that may arise in work process: There are number of reasons
that are present in company institution that lead to rise of conflicts and fights among
employees. HR manager have to look after such area in order to remove such issues that
may arise in ASDA. There are numerous aspects that may lead to generation of disputes
and that has to be resolved in appropriate way (Jennings, McCarthy, and Undy, 2017).
 Equal pay act: According to this act, all employees that are working in ASDA receive
fair remuneration so that they remain contented and satisfied with organisational system.
Therefore, it has to be correctly drafted in order to gain high outcomes or results.
TASK 2
P3. Different types of rights, duties and obligations of an employer and employee
Employer and employees share a strong relation with each other in order to carry out
work process together in achievable manner. There are certain duties, rights that are associated
with employee as well as employer. Both have different obligations that needs to be fulfilled by
them in accurate way. There are basically three types of management level consisting of different
types of employees that have distinct roles and responsibility that have to be followed by them.
Some responsibilities that are attached to employees of ASDA is as follows:
 They have to carry out their work properly and according to standard performance by
aligning their personal objectives with organisational aims (Khoreva, and et. Al, 2017).
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 They have to work properly and according to instructions that are given by their superior
in ASDA company. All workers follow guidelines of their employer who have created
duties and obligations for them so that they can able to carry out their transactions and
obligations in constructive and efficient way.
 Employees must be loyal towards their work: This is very important that workers should
be loyal towards their work responsibility. This enable them to build strong relationship
between employee and employer. It is primary obligation of management level to
generate loyalty among every worker so that both parties work in accordance to plans.
Responsibilities of employer of ASDA towards their employee is as follows:
 It is obligation of employer to create such working environment so that every worker
remain happy and can able to work with best of their productivity level.
 Employer of ASDA ensures that their employees remain satisfied with the organisation
and hence, motivate them with frequent time. Basically, there are two ways of motivation
which involve in monetary and non- monetary terms (Kloutsiniotis, and et. Al, 2017).
ASDA have these system for different group of workers in accordance to their work and
performance.
 Employer regularly make efforts of imparting training and development programs for
employees in order to enhance their skills and knowledge for carrying out work process.
There are certain rights that every employee enjoys in ASDA that are discussed below:
 Right to Participate: Each and every individual member working in ASDA have right to
participate in decision making process. Hence, they have right to share their ideas,
thoughts and suggestions with management.
 Right to equal pay: This is a basic right that every employee have in ASDA. There is no
discrimination between male and female members and are paid in accordance to their job
position and level.
 Right against harassment: It is especially for female staff members as they it may be
possible that they may face problems at work place (Moore, and Piwek, 2017). Hence,
ASDA have proper committee set up for accepting any complaints regarding this matter.
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Rights of employer of ASDA is discussed below:
 Ensure that there is healthy and conducive working environment so that every worker
can able to work according to set conception.
 Continuously motivate their employees to work in achievable manner.
 Manage work properly and correctly.
P4. Appropriate advice related to rights, duties, obligations of the employment relationship
There are number of duties, responsibilities that are attached to employee and employer
of ASDA. There are various obligations that are present in them hence, it is very important to
establish healthy and conducive employment relationship so that they can perform at best of their
efforts and accordance to their capability and capacity. Every organisation operates in dynamic
business environment which keeps on changing with time and hence have to operate accordingly.
Thus, there are number of roles that are played by employer and employee. There are business
entity of different nature and size and therefore, have distinct types of duties that are played by
every individual which is present (Nesheim, Olsen, and Sandvik, 2017).
Higher management level frame several roles that are transferred from one level to
another. Hence, duties should be formed in accurate and proper mode. This have several
advantages that are associated with it which involve employee and employer remain happy and
quenched as they are consider important part of ASDA. It is necessary that these rights,
obligations must be clear and accurate so that every individual work towards single direction or
path so that finally result in accomplishing vision and mission of ASDA in specific time period.
Rights, obligations must be clear and transparent so that there is no overlapping of system
take place and lead to generation to perfect outcome and results so that there is no contradiction
of process take place (Wang, and Seifert, 2017). As a manager it is advised that there are number
of issues and aspects that gets generated within time period and resulted in attainment of goals
and ends that are set. If employment relationship is healthy and good than there is proper
achievement of final goal and aims that are present. Superior and subordinates roles are different
from each other in number of dimensions and has to be put into action by them so that there are
accurate system that is run in smooth manner.
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TASK 3
P5. Conduct a stakeholder analysis
Stakeholder analysis is a important step that is taken to find out effect and impact of
decision making process. There are number of parties that have significant share in organisation
that include customers, owners, creditors, debtors and many other parties (Opgenhaffen, and
Claeys, 2017). There are several number of stakeholders that are present in ASDA that are
discussed below:
 Primary stakeholder: These are refer to those parties that engross in economic
transactions that are taking place in conducting business transactions. They are suppliers,
workers of business organisation, creditors.
 Secondary stakeholders: These are refer to parties that are present in external business
environment. They are not involved directly in day to day business operations, but their
actions affect the decision making process. These include number of communities that
are present in society (Thakur, and Bhatnagar, 2017).
 Excluded stakeholders: They are those party that do not have any economic interest in
business organisation. These include general public that are present in outside world of
company institution.
Stakeholder analysis can be conducted through Mendelow's matrix which is described below:
Every organisation has certain objectives and aims that has to be accomplished in
effective and proper manner. This matrix in formed to measure stakeholder mapping which
refers to dealing with conflict that may arise due to many conditions in future. Hence, in order to
examine stakeholder accurately and properly Mendelow have proposed matrix which is
explained below with specific strategies which is mentioned below:
 Box A: This category consist of those stakeholder that follow instructions that are given
to them.
 Box B: This category involve stakeholders that are follow set strategies but do not
contain any power to function on their own.
 Box C: This type of stakeholder remain contented and satisfied by fulfilling their
demands and wants.
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 Box D: They are influenced by changes that are taking place in business environment. If
they are not satisfied with any modifications that are made higher management level they
can share their views regarding it.
There are two categories involved in this matrix which is:
 Level of Interest: it determine the interest of each and every stakeholder whether they
will perform any actions or not related to management decision that are taking place.
 Power: The amount of power that each stakeholder pertains whether it is framing of legal
actions, setting up of remuneration of employees that are working in ASDA.
Thus, ASDA perform stakeholder analysis in order to find out their performance level and than
check if there is any improvement required proper system is framed to overcome any obstacles
and hurdles that arises in future time period. Hence, it is very much essential that managers
conduct this process in effective and efficient manner (Siyanbola, and Gilman, 2017).
TASK 4
P6. Positive and negative impact of employee relations on different stakeholders
Employee relation is very much necessary so that there are no clashes among different
level of management and hence, unfavourable environment is created which will hinder the
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growth and performance of ASDA. There are positive and negative impact of employee relation
on different stakeholders that has to be examined properly in order to achieve final goals and
aims (Prowse, and et. Al, 2017). Positive impact of the process can be described below:
 Healthy creation of employee relation result in developing of good working environment
so that maximum output can be determined from each individual. It is the basic motive of
organisation that vision and mission of ASDA must be clear in minds of employees so
that they can work in accordance to set path.
 Employee relations allow to know about their demands and needs so that it can be
fulfilled by organisational system so that there is no dissatisfaction that may occur
between them. Their interests and opinions are also consider my management system.
This can be possible through healthy establishment of employee relation system(Sahadev,
and et. Al, 2017).
 Organisation create basis for them so that they can work according to it for longer period
of time and thus, there is no confusion among them and thus, overlapping is prevented.
 HR manager play a vital role in this respect as he is responsible for maintaining healthy
and right working environment in ASDA. Therefore, proper structure is constructed and
allow them to run all system properly and correctly (Rodriguez, and Stewart, 2017).
 It is very much essential that performance level remain at higher level and there is no
downfall that may pose a threat in front of ASDA. Hence, it is require to have proper
employment relationship exist in system.
 There are certain guidelines that has to be followed by every worker that are present in
ASDA. There are number of unfavourable events that may occur in future time and has to
be met out correctly so that it does not arise in business organisational system(Pulignano,
2017).
 Creating proper and strong relationship and trust among all workers whether it is superior
level or lower level. This is directly linked with generation of huge revenues that may
happen in comely and correct mode. Therefore, building trust between various workers
and staff members is equally important for ASDA.
Negative Impact of Employee relation can be as follows:
If employee relation is not constructed in proper structure there are number of negative
impacts that are attached to it, which are:
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 Increase in stress level: This is a negative impact if employee relation is not established
in proper and correct manner. This will lead to increase in stress level and performance
decline to significant level (Regalia, 2017). Employees working under will not contribute
to best of their efforts and capability and does not lead to achieving final content of
ASDA.
 Increase in overall company Cost: if there is no proper working condition than there is
increase in overall cost and expenses of ASDA that may cause number of problems in
from them that may pose threat and hinder their performance at momentous level.
 Decrease in efficiency: Improper employee relation structure will lead to decrease in
efficiency of working and hence ASDA have to consider it properly.
CONCLUSION
After preparation of this report it has been concluded that employee relation is a very
important concept in all organisation. As it involve creating healthy and perfect bond between
workers that must be there among every worker so that accomplishment of final goals can be
done. This assignment highlight that case of ASDA company. There are several stakeholders that
are associated with company and contribute some percentage in order to increase their
productive level. There are some positive and negative impacts of employee relations that have
their own effects on overall structure of business firm. There are number of employment laws
that are framed by government and has to be adopted by business concern in order to run without
any consequences.
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REFERENCES
Books and Journals
Bohle, P. and et. al., 2017. Work organisation, bullying and intention to leave in the hospitality
industry. Employee Relations. 39(4). pp.446-458.
Brown, W., 2017. The toxic politicising of the National Minimum Wage. Employee Relations.
39(6). pp.785-789.
Gkorezis, P. and et. al., 2017. Employee expectations and intrinsic motivation: work-related
boredom as a mediator. Employee Relations. 39(1). pp.100-111.
Hickland, E. and Hickland, E., 2017. Finding a Voice at Work? New Perspectives on
Employment Relations. Employee Relations. 39(2). pp.254-256.
Jennings, C., McCarthy, W. E. J. and Undy, R., 2017. Employee relations audits. Taylor &
Francis.
Khoreva, V. and et. al., 2017. Talent management practice effectiveness: investigating employee
perspective. Employee Relations. 39(1). pp.19-33.
Kloutsiniotis, P. V. and et. al., 2017. Linking innovative human resource practices, employee
attitudes and intention to leave in healthcare services. Employee Relations. 39(1). pp.34-
53.
Moore, P. and Piwek, L., 2017. Regulating wellbeing in the brave new quantified workplace.
Employee Relations. 39(3). pp.308-316.
Nesheim, T., Olsen, K. M. and Sandvik, A. M., 2017. Never walk alone: achieving work
performance through networking ability and autonomy. Employee Relations. 39(2).
pp.240-253.
Opgenhaffen, M. and Claeys, A. S., 2017. Between hope and fear: developing social media
guidelines. Employee Relations. 39(2). pp.130-144.
Prowse, P. and et. al., 2017. Low pay and the living wage: an international perspective.
Employee Relations. 39(6). pp.778-784.
Pulignano, V., 2017. Workplace inequality, trade unions and the transnational regulation of the
employment relationships: The case of Europe. Employee Relations. 39(3). pp.351-364.
Regalia, I., 2017. Labour regulation in small firms: In search of a more comprehensive
employment/industrial relations paradigm. Employee Relations. 39(3). pp.335-350.
Rodriguez, J. K. and Stewart, P., 2017. HRM and work practices in Chile: the regulatory power
of organisational culture. Employee Relations. 39(3). pp.378-390.
Sahadev, S. and et. al., 2017. Service employee adaptiveness: Exploring the impact of role-stress
and managerial control approaches. Employee Relations. 39(1). pp.54-78.
Siyanbola, T. O. and Gilman, M. W., 2017. Extent of employee turnover in Nigerian SMEs:
Employees’-owner/managers’ standpoint. Employee Relations. 39(7). pp.967-985.
Thakur, S. J. and Bhatnagar, J., 2017. Mediator analysis of job embeddedness: Relationship
between work-life balance practices and turnover intentions. Employee Relations. 39(5).
pp.718-731.
Wang, W. and Seifert, R., 2017. Pay reductions and work attitudes: the moderating effect of
employee involvement practices. Employee Relations. 39(7). pp.935-950.
Online:
Employer/employee relations. 2017. [Online]. Available through:
<http://businesscasestudies.co.uk/business-theory/people/employeremployee-
relations.html>.
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