Human Resource Management Study Guide

This assignment is a compilation of various human resource management (HRM) studies and research papers. It covers topics such as strategic HRM, decentralization of collective bargaining, organizational empowerment, high-commitment HR practices, employee effort, and firm performance. The documents include research articles from reputable journals like Employee Relations, Human Resource Management, and The International Journal of Human Resource Management.

Employee Relation

Contents
INTRODUCTION...........................................................................................................................1
PART 1 – UK specific.....................................................................................................................1
1.1 Different frames of reference explaining the implication of each perspectives as means for
handling employment relations....................................................................................................1
1.2 Assessing changes in trade unionism have affected employee’s relations in UK.................2
1.3 Role of main players in employee’s relation.........................................................................3
PART 2- Case study: Junior doctors contract dispute.....................................................................4
2.1 Procedures followed by NHS to deal with different conflict situation..................................4
2.2 Key features of employee relations in selected conflict situation..........................................5
2.3 Effectiveness of the procedure followed in resolving the conflict........................................6
3.1 Role of negotiation plays when collective bargaining as in conflicts....................................7
3.3 various negotiation strategies and impact of each strategy on conflicts................................7
TASK 4............................................................................................................................................8
4.1 Assessing the influence of the EU on industrial democracy in UK and how it will change
after Brexit...................................................................................................................................8
4.2 Comparing different methods used to gain employee’s participation and involvement in
the decision making process in NHA...........................................................................................9
4.3 Assessing the impact human resource management approach has on employee’s
relationship relation to Harvard, Michigan or models...............................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Within organization, there are different type of issues that are faced by employees. There
are condition in which management develop rules or regulations or make changes as per their
preferences. It becomes difficult for workers to accept the changes (Fombrun, Tichy and
Devanna, 2015). With this respect, there are formation of trade union in which negation take
place and appropriate decisions are taken so that issue of the problems that are faced by workers
can be solved. The present report is focused on a scenario in which conflict between BMA
(British Medical Association), NHS employers and government are provided. This report covers
explanation of unitary and pluralistic frames within the organization. Further, it covers
explanation of key features of employee relations with reference to the mention conflict
situation. Lastly, it also includes impact of human resource management approach on employee
relations.
PART 1 – UK specific
1.1 Different frames of reference explaining the implication of each perspectives as means for
handling employment relations
Both unitary frames and pluralistic frames are highly effective for handling employee’s
relations within the organization. Below give are the explanations made for each of these terms:
Unitary frame: Unitary frame can be determined as the values, policies, belief and
behaviour that are related with firm and management. It is important for the employees and the
management to understand the roles and responsibilities that has to be played by them and take
up appropriate steps so that they are able to work together as common goal (Marsden, Caffrey
and McCaffery, 2013). All the employees with the firm need to make use of their skills and
capabilities towards achievement of goals and objectives in effective manner. In accordance with
the conflict that take place between employees are considered to be negative and they are treated
as disloyal and dysfunctional for the firm. In this aspect main role is played by the HR manager
in which they need to have frequent negotiations for the working condition. This is an effective
way through which the rate of disputes are reduced. As per the belief of unitary reference, there
is only one authority and that is management and when employees work against it, then they are
treated as non existent (Paauwe, 2013). However, this frame is important in order to develop
1

strong relationship with workers but lacks realism and inequality of power among employees and
employers.
Pluralistic frame: This is type f references that dominates the authorities and there are
two different type of division make or groups formed which are trade union and management.
There are situations in which there are different type of policies that management implements as
per their preferences. In this context, employees may not be in favour of the decision made. With
this respect, trade union gets involved in which negotiations take place and the policies are
changes as per common benefit (Torrington, Taylor and Hall, 2016). In this aspects, the HR
manager of the firm will have interaction with the head of trade union and appropriate steps are
taken so that so as to make sure that the issue is solved. In this frame, the firm faces serious issue
like conflicts with the employees when there management are trade union are not able to come
up an appropriate solution for the condition raised. The role management is to influence the
employees and make workers understand the condition and take up appropriate steps towards
attaining the goals and objectives.
From this, it can be stated that both frames are effective enough and both are focused on
maintaining strong relationship with employees so that work can be performed in effective
manner. Selection of these frames are done depending upon the condition that are faced within
the organization.
1.2 Assessing changes in trade unionism have affected employee’s relations in UK
Change in trade unionism is not the common issue for the organisation and the employee
have to face many difficulties to build up relation with organisation. In united kingdom these
practice have been very old and their new things have been emerge in organisation affect to the
employee (O’hara 2016). Trade union will help employee solve issues in their level. If the trade
union change than communication gap will arise in front of employees. Also the new system
have to develop for employee meet the requirement from the organisation. Trade union bring the
internal change in organisation for the betterment of employees. sometimes trade union have the
not manageableness demand in front of the organisation will bring the adverse situation for other
employees. traded union in UK are dived in two group which don't have the coordination. These
union are misuse of their position in organisation. After the Brexit all the trade union are not able
to communicate with employees which result to affect on relation with employees and
organisation. But now the employee are not communicating the trade union because these union
2

bring the more conflicts situation organisation. After that organisation takes more serious
decision to influence such demands of trade union which are not able to fulfil. As the economic
condition of the united kingdom is also not in control of the government. More number employee
have to loss their jobs. If the trade union change, relationship with employee will be affected. As
the united kingdom bring their own laws for trade union to solve problem of employees. but it is
important for trade union to meet employee on regular basis to fulfil their needs and requirement.
From these discussion it is concluded change in trade union in UK will affected the
employee relation (Rahim, 2015). It is important for government to set new laws and for better
practices in organisation because if these major change will be continue in future it can be
serious issues with reacted to employees welfare and development.
1.3 Role of main players in employee’s relation
In order to develop strong relations, there are many key players that play vital role so as
to make sure that the firm is able to attain their goals and objectives in effective manner (Dizgah,
Chegini and Bisokhan, 2012). It is important for the management to make sure that all the people
working for the firm should be satisfied and appropriate steps are taken so that the issue or
problems are solved. Below given are the main players in employee’s relation:
Employers: Employers are the one who provide proper guidance and have direct
interaction with employees. It is important for the employers to have strong relationship with
their employees so that the problems that are faced by them can be identified. They are helpful
enough to develop and grow industrial relation and in aiming at attaining the objectives
efficiently.
Employees: It is not possible to have a strong relationship with efforts are just made from
one side (Hoobler and Johnson, 2016). When employers put on their effort to make sure that
employees perform with their full efficiency, then it is also important from the side of workers to
make sure that all the requirement are fulfilled from their side as well.
Trade union: Role of trade union is to make sure that they develop support to employees
so that they are not affected with any type of discrimination towards work. They aim at
providing workers and management to work together and to work for common goal. Apart from
this, they work as a mechanism to solve the issue that are faced within the business environment.
3

Employer association: This is type of association in which it includes all the top
management and they are focused on understanding the situation and take up appropriate steps so
that the rate of issues that are faced can be solved. All the employers provide proper suggestions
and appropriate steps are taken for develop strong relation.
Government: There are many policies and legislations that are formed by the government
and so they are helpful enough to understand the conditions and take up proper steps with the
help of which the rate of issues that are faced can be solved effectively and efficiently (McClean
and Collins, 2011).
This ways, it can be concluded that all these players are highly effective to make sure that
strong relationship is maintained within the firm. In case of any conflict, it requires to have
proper understanding with each other so that the issues can be solved and appropriate decision
can be taken.
PART 2- Case study: Junior doctors contract dispute
2.1 Procedures followed by NHS to deal with different conflict situation
There are different type of conditions faced in which employees may not able to accept
the changes or there are clashes that arise within the business due to which the rate of work that
are performed can get negatively affected. In order to overcome the problems that are different
type of steps that are taken by firms like NHS so that the conditions can be controlled. There are
various type of conflicts that occur in the business (Richard and Johnson, 2010). In this context,
it includes range of conflict like single employees, between employees, with a group of
employees, and employee and employer. For each of the conditions, management of NHS take
appropriate steps to solve the conflict.
Single employees: To overcome the problem that is faced by single employees, the HR
manger have direct interaction with the employee and focus on understanding the issue that is
faced by him/her. Appropriate options are provided as solution for the problem and preferences
of employees are identified. This way, proper steps are taken so that the condition can be solved.
Conflict between employees: In this type of condition, HR manager will have proper
interaction with employees and they will aim at understanding the main cause of the problem
(Addison, Portugal and Vilares, 2015). Then both the employees will be called and HR will
4

suggest some way to solve the issue and then this enables to solve the problem in effective
manner.
Conflict with group: In a group, there are different type of employees who possess
various set of skills and capabilities. They are helpful enough to perform the set of given task in
effectively and efficiently. At NHS, to solve conflict in a group, the HR will interact with each
member and try to understand the issues that are faced. Then proper steps are taken in all the
members will be conveyed about the steps that are taken to solve the problem.
Employee and manager: At the time when conflicts are faced among employees and
managers. Then this is a serious condition in which management need to take up proper steps in
which strong relationship is maintained. HR will aim at understanding the issue and take up
proper steps so that the rate of problem can be solved.
From the above answer given, it can be stated that there are different type of issues that
are faced by the management (Colombo, 2013). It is important to make sure that management
have strong interaction with each so that the issue can be identified at the initial stage itself and
proper steps are taken to overcome them.
2.2 Key features of employee relations in selected conflict situation
In accordance with the scenario given, there different type of features that are faced. As
per the case, there are conflict situation that are faced by three of the groups which are BMA
(British Medical Association), NHS employers and government. There are certain contracts that
are introduced and this was not affected by one of the group and this caused serious conflict
situation. As per the range of conflict, conflict among group is selected. In this context, below
given are the scenario there are different features:
Ideological framework: In accordance with the ideological frameworks there are three
different type of approaches that has to be considered. In this context, it psychological approach
determines the perception of management. For management the decision made by them may be
effective enough for the business (Jackson, Leopold and Shams, 2016). Further, it includes
sociological approach in which the perception of change that is implement is determined. Lastly,
it includes human relation approach in which employees are provided with the opportunity to
share their views.
5

Conflict and corporation: It is important for the management to make sure that all the
parties involved are proper analysed in which the rate of performance is analysed and evaluated.
As per the given scenario it is important to make sure that proper consideration is made in which
the main cause of the conflict is understand. Different people have diverse set of perception and
when management is able to understand the main cause of issue, then it becomes favourable
enough to overcome the situation in effective manner.
Consultation: As per this feature, it is important that proper steps are taken in which all
the employees or people involved are able to consult from them so that each and every aspects of
the condition can be determined (Kazlauskaite, Buciuniene and Turauskas, 2011).
Negotiation: All the parties that involved have their own set of problems faced. In order
to overcome, it is important to have proper negotiation so that the problem can be solved in
effective manner. With the help of negotiation, the group is able to come up with a strategy that
will be favourable for each of the groups involved in the conflict.
From this, it can be concluded that there are different set of feature that are involved
when there are any type of conflict situation faced. It is essential that proper steps are considered
from all the people so that appropriate steps are taken to overcome the condition.
2.3 Effectiveness of the procedure followed in resolving the conflict
As per the given case it is identified that there are negotiations between government,
NHS employers and BMA taken place in relation with new junior doctor’s contract and it was
supposed to begin in October 2013. However, BMA were not is support of this, due to which the
contract was not formed. In order to overcome the condition, it is important to make sure all the
issues that are faced by each of the groups should be considered. There need to have a common
representative who can provide proper information in relation with the problems that are faced
by the groups. Then it requires to have negotiation so that the appropriate steps can be taken with
the help of which the appropriate step is taken. Due to this issue, there are about 129000 working
days lost and this has caused serious problem (Morrison and Croucher, 2010). When this issue is
solved, then all the groups will be able to perform their work in effective manner. So as to
deliver proper quality of services it requires to have proper coordination in which each of them
can focus on the quality of services that has to be delivered by NHS and when people are
involved in conflict then the quality of services gets negatively affected. In addition to this, there
6

are certain set of goals and objectives that develop by NHS when there are proper support from
the side of government and BMA, then it becomes favourable enough to perform the set of roles
in effective manner.
From this, it can be concluded that to solve an issue it requires to have proper negotiation
taken place so that it can be solved and firm is able to attain their aim and objectives.
3.1 Role of negotiation plays when collective bargaining as in conflicts.
As the collective bargaining is the process negotiation between the employer and trade
union to bring the common objectives for both groups. The most important role of negotiation
play for following things such as:
To maintain the employer and the employee relationship: it is the most important role
for negotiation is to maintain the employee and employer relationship with setting up common
objectiveness. As the organisation has to want their junior doctors on the contract basis but ther
demand is to give permanent employment. Due to the negotiation only they agreed with common
objective as they have to work more and according to the performance of the doctors they will be
promoted for permanent employment in organisations (Hall, 2014). Due to such negotiation the
employee and employer relationship now more better.
The implementations will be rapid: these is the major role of negotiation in collective
bargaining is to rapid implementation of common objective have been made. It is important for
both the group to work on the decisions which have been made during negations. If the
implementation will be faster than employee will work more effective and efficiently to achieve
organisational objectives. As in case the conflicts have been solved for juniors doctors for
permanent employment. It is the organisational responsibility to work on juniors doctors
problems and solve as early as possible to make happy relation with them (Poon, 2010).
As it is concluded that the negotiation have the major role in collective bargaining with
juniors doctors conflicts and it will help to maintain the employee and employer relationship. For
rapid implementation of outcomes from collective bargaining is also the major role of
negotiation.
3.3 various negotiation strategies and impact of each strategy on conflicts.
To solve any problems negation will be better option in front of management as the such
s various negotiation strategies will help to solve the conflicts such as:
7

 Employing and advocate: These the negotiation strategies in which advocate have the
role for negotiation in behalf of employees. All the needs and requirement of the
employee will be describe by the advocate in front of organization. In the junior doctor
case advocate is plays the major role from their side. As the doctors have the demanded
to permanent employment in organization. This approach will be effective if the advocate
will bring all the demand of employee will be fulfilled.
Impact of employing and advocate on conflicts: The major impact of this strategies on
conflicts situation for junior doctors as they arr not able to bring their all demands in front of the
organization(Kelly, 2011). Presentation of the advocate will be poor and juniors doctors are not
satisfies with their negotiations.
 BATNA: It is also an negotiation in which the best alternative from negotiation made
and agreement or BATNA. If the current agreement have failed than it is not the proper
BATNA with negotiator. It ism important to find the best alternative from the negations.
The conflict of the juniors doctor is also solve with the agreement with organization as
they will be permanent on their better performance.
Impact of BATNA on conflicts: this strategies bring better solution for the juniors doctors
they've made agreement and in written. As the organization have to fulfill their requirement.
Because they have agreement for negotiation based on BATNA strategies.
It is concluded that the these strategies play the major role for negotiation and the impact of
strategy on conflicts bring a netter solution's for juniors doctors.
TASK 4
4.1 Assessing the influence of the EU on industrial democracy in UK and how it will change
after Brexit
Industrial democracy is that system which involve the workers decision making power,
sharing of the responsibilities and the authorities in the workplace of and industry or
organisation. It helps the workers to take part in the decision making process of the management
and European Union is also helping in this industrial democracy in UK (Swailes and
Blackburn, 2016). The EU as an institution is educating the management and employee in
benefits of this involvement of workers in decision making. Trade union in the industry are for
the betterment and upliftment of the employee and to communicate the decision made at the
management level of organisation. the industrial democracy is also helping the company in
8

increasing the sales and revenue of the company and the employees will also be satisfied with the
working environment.
But after the Britain's exit from the EU this industrial democracy which was once
introduced by EU is getting diminished. Many organisations now are not ready to follow this
employee participation in decision making process. And also adopting the wage dumping
process which is a practice of paying workers or employee less than the standard rate set by the
industry.
From above it is concluded that EU was having a great influence of industrial democracy
on the industries of UK which is after the exit of Britain from EU is decreasing. Many
organisations in UK are now not involving their employee in the decision making process of
company not by any means.
4.2 Comparing different methods used to gain employee’s participation and involvement in the
decision making process in NHA.
As the employee's being the integral part of organisation and that of NHA also participate
in the decision making procedures in NHA. The methods used to improve the employee
participation and involvement vary from organisation to organisation (Tansel and Gazîoğlu,
2014). This participation will always result in successful value creation in companies if they are
also involved to make the decision and policy of organisation. There are number of ways in
which the employee's participate in decision making process of NHA like
 Participation at Board Level: this is done by the representation of employees at the
management level directly in the form of representative of employee at board level. This
form of participation is known as industrial democracy and it plays an important role in
protection of the employee's interest.
 Participation through Ownership: this refers to ensure workers participation in the
decision making process by giving them a shareholding in organisation. Allotting them
shares to the employee like equity shares, advancing them loans and giving financial
assistance . Like all these methods the employee will get their ownership in a certain
percentage form.
 Participation through Collective Bargaining: one more method of employee's
participation in the decision making process in the organisation is that of collective
bargaining. In this process the workers and the management collectively make the
9

agreements with each other and then sit and decide about a certain issue in the
organisation forming some new rules and regulation or changing the existing one.
 Participation through suggestion schemes: in this method of suggestion schemes the
employees are encouraged to come up and give some ideas and suggestions to the
management. Which can be related to any of the given area of management like cutting
down the cost, waste management, safety measures of employee and workers and reward
or payment systems. By this method there is a transparency in the relationship of workers
and managements.
From the above it has been concluded that management need to evolve and introduce methods to
make the employee participate in decision making procedures. With this involvement and
participation employee will work on a very good and better manner and will also help the
company to earn profit and revenue.
4.3 Assessing the impact human resource management approach has on employee’s relationship
relation to Harvard, Michigan or models.
The HR of the company is the person who is the link between employee's and
management of any company they are one who train the employee and guide the management in
policy making of company (Wood, 2013). They impact the employee's relationship to a great
extent as without this relationship the company can not work and perform in the way they are
required. The HR manager must organise activities to boost up the employee moral and to help
them grow. There are different models used to analysis the impact of the HR manager on
employee relation like the Harvard and Michigan models.
 Harvard Model- this was made in the year 1984 at Harvard University which
acknowledges the existence of multiple stakeholder within the organisation. These
include employee, management and government and this model lay stress on human and
soft side of human resource management.
10

 Michigan models- this was propounded in the year 1984 by Michigan business school
and also known as matching model of human resource management. The HR strategies
must be highly calculative in terms of quantity of the human resource required to achieve
the objective of business.
CONCLUSION
Within the organization, conflicts have negative impact over the business as employees
fail to perform their set of roles in effective manner. It is important to make sure that HR manger
of the firm have effective interaction with each member so that issue that are faced by them can
be identified and appropriate steps are taken by them with the help of which the rate of
performance can be improved. When employees have employers have strong relationship with
each other, then organization is able to achieve their goals and objectives and in developing high
quality services to customers.
11

REFERENCES
Addison, J. T., Portugal, P. and Vilares, H., 2015. Unions and collective bargaining in the
wake of the great recession.
Colombo, M., 2013. Introduction. Pluralism in education and implications for analysis.
Italian Journal of sociology of education, 5(2).
Dizgah, M. R., Chegini, M. G. and Bisokhan, R., 2012. Relationship between job
satisfaction and employee job performance in Guilan public sector. Journal of Basic
and Applied Scientific Research. 2(2). pp.1735-1741.
Fombrun, C., Tichy, N.M. and Devanna, M.A., 2015. Strategic Human Resource
Management. John Wiley and Sons.
Hall, C. J., 2014. “Whence and what art thou” – collective bargaining in occupational
pensions?. Managerial Law. 46(4/5). pp.19 – 52.
Hoobler, M. J. and Johnson, B. N., 2016. An analysis of current human resource
management publications. Personnel Review. 33(6). pp.665 – 676.
Jackson, M. P., Leopold, J. W. and Shams, S. R., 2016. Decentralization of collective
bargaining: an analysis of recent experience in the UK. Springer.
Kazlauskaite, R., Buciuniene, I. and Turauskas, L., 2011. Organisational and
psychological empowerment in the HRM-performance linkage. Employee Relations.
34(2), pp.138-158.
12

Kelly, J., 2011. Human Resource Strategy. Employee Relations. 23(1). pp.94 – 104.
Marsden, P., Caffrey, M. and McCaffery, J., 2013. Human Resources Management
Assessment Approach. Capacity Plus.
McClean, E. and Collins, C. J., 2011. High‐commitment HR practices, employee effort,
and firm performance: Investigating the effects of HR practices across employee
groups within professional services firms. Human Resource Management. 50(3).
pp.341-363.
Morrison, C. and Croucher, R., 2010. Moldovan employment relations:“path
dependency”?. Employee Relations. 32(3), pp.227-247.
O’hara, L. A. 2016. Relation of employee and manager emotional intelligence to job
satisfaction and performance. Journal of Vocational Behavior. 68(3). pp.461-473.
Paauwe, J., 2013. HRM and Performance: Achieving Long-term Viability. Oxford
University Press.
Poon, L. M. J., 2010. What shapes HRM? A multivariate examination. Employee
Relations. 22 (5). pp.467 – 480.
Rahim, M. A., 2015. Managing conflict in organizations. Transaction Publishers.
Richard, O. C. and Johnson, N. B., 2010. Strategic human resource management
effectiveness and firm performance. The International Journal of Human Resource
Management. 12 (3). pp.290-311.
Swailes, S. and Blackburn, M., 2016. Employee reactions to talent pool membership.
Employee Relations. 38(1). pp.112-128.
Tansel, A. and Gazîoğlu, Ş., 2014. Management-employee relations, firm size and job
satisfaction. International journal of manpower. 35(8). pp.1260-1275.
Torrington, D., Taylor, S. and Hall, L., 2016. Human Resource Management, London,
UK: Prentice-Hall.
Wood, G., 2013. Employee Relations in the Periphery of Europe: The Unfolding Story of
the European Social Model. Employee Relations.
13