Human Resource Management and Performance

This assignment delves into the crucial link between Human Resource Management (HRM) practices and employee performance. It examines various studies that investigate how specific HRM strategies, such as high-commitment practices and organizational empowerment, influence job satisfaction and ultimately contribute to improved firm performance. The analysis also touches upon the role of collective bargaining and its impact on employment relations within organizations.

EMPLOYEE RELATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P.1.1 Unitary and Pluralistic frames of references in Sainsbury............................................1
P.1.2 Change in trade union have affected employees relations............................................2
1.3 The role of the main player in employee relations..........................................................3
Task 2...............................................................................................................................................3
2.1 The procedures an organisation should follow when dealing with different conflicts
situation..................................................................................................................................3
2.2 Explain the key feature of employee relation in a selected conflicts situation................4
2.3 Evaluation effectiveness of the procedures used in a selected conflicts situation...........5
Task 3...............................................................................................................................................6
3.1 Explain the role of negotiation in the collective bargaining.............................................6
3.2 The impact of the negotiation strategy used in the Sainsbury..........................................7
Task 4...............................................................................................................................................7
4.1 Influence of the EU on the industrial democracy in the UK............................................7
4.2 comparison of the Method used to gain employees participations and involvement in the
decisions making process in the organisations.......................................................................8
4.3 Assess the impact of human resource management on employee relations.....................9
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Employee relation play significant role in every organisation and the HR manger to take
various step to maintain the relation with employees. in every organisation issues regarding
employee relation due the generation gap has been evolved in organisation in which the age
have been the main issues to implement policies in organisation in which the communication gap
and conflicts will be raise. As the unitary and pluralistics approach to determine the employee
are in positive and negative way. Employee relation can be affected due to changes in trade
union. To maintain the employee relation various player have different role and the procedure an
organisation should follow when dealing with different conflicts situations. There are key feature
of employee and it is important to evaluate the the effectiveness of procedure used in some of the
selected conflicts situation. It is important for the organisation to take the better situation and
deal with conflicts negation in collective bargaining have important role in organisations. As the
influence of EU on industrial democracy in UK. For organisation is important to welcome for
the participation from employees in the decision making process to archive organisation
objectives.
Task 1
P.1.1 Unitary and Pluralistic frames of references in Sainsbury.
For every organisation the main issues is to maintain the employees relation in which
various frames have been used to judge the employees to make over the relation on the basis of
unitary and pluralists frames which can be discussed as follows:
Unitary Frames: These approach have been associated with value and ethics of employees are
different in organisation. Employee can Communicate with the top to bottom level management
but due to the intervention of labour Union and high expectation with organisation in behalf of
employee needs and requirement will affect the relations (Kelly, 2016). The proper training is
necessary to developed the employees according to their skills and attitude towards work will
help to create better environment in organisations. Training and development will be done when
employees are not able to do various task in which management will have responsibility to
improve productivity to boost the performance of organisation. Unitary frames can help to
proper development to considered the belief and ethics system and proper training and
development will bring better relations.
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Pluralistic Frames: A proper structure will be form to considered these frame of reference with
divide proper hierarchy of organisations. In pluralistic frames organisation goals are more
priority rather than other objectives. But the negative impact of these frames in which the trade
union is interpreted in organisation with their high demands. If any conflicts have been raise in
these frames it is easy to solve with collective bargaining and set common objectives for both
groups. But communication will be not direct it can be done through leader to next subordinates.
If the organisation is dealing which employees it is necessary to bring the communication
according to set of structure so gap of communication can be avoided. Thus the pluralists frame
will play major role to maintain relation with employees.
P.1.2 Change in trade union have affected employees relations.
Trade union is group of employees in which they came together to set common
objectives for employees and organisations. It can be the issues related with safety of employees
or any other demands in behalf of employees is necessary to fulfilled by the leader of trade
union. But if entire trade union have been changes than it will be directly impact on employees
relations. The major impact will be on communication gap will arise in front of employees and
management of organisations. It is possible to have double group in union in which the leader
will voice have never impact on employees due to which a politics will be played in between the
groups which will affect on other employee of union (Jackson, Leopold and Shams, 2016).
Change in trade union can be positive but majorly it has huge negative impact on employees
relations. The wages will be affected due to such changes in union will demand high wages will
affect the employee relations because it will be burden for organisation give high wages
according to the demands of trade union in which the past deal with trade union in between
management and union leaders is different from affect the changes took place. The major
changes have to made by the top management as the some of amendment have to reframe such
as code of conducts and leave politics and agreement of past deal etc. will create conflicts among
the employees these can be the main cause which can affect relations with employees. if the
communication gap will raise tan the employee bring new issues in front of management which
can be not easy to solve with new trade union. The top management have to understand the
situations. The most important factor is employee growth will affected due to changes in trade
union in organisations and HR manage of sainsbury have to take various step to manage such
situation which can be easily help to maintain the relation with employees.
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1.3 The role of the main player in employee relations.
In every organisation Human resource manage have the important role to maintain
relation with employee to fulfil the different needs according to demands of employees. apart
from the Human resource management some of the key player who play an important role to
maintain the relation with employees. such players are as follows:
Employer: for every organisation it is the key player who maintain the relation with employee
with proper communications with employees and listen their problems which they can take
necessary step to resolve the issues of employees (Poon, 2016). also the decision of employer
will be in favour of employees in terms of fulfil various requirement. Only the employer have
the power to take various step in behalf of employees or against to the employees. as the proper
facilities and create better working environment for employees in organisation is the main
objective of employer to maintain relation with employees.
Employees: if employer is putting efforts for employee maintain the healthy relation than it is
not one side process. Employees also cooperate with employer and set the common objective
form organisation. Employee need more wages and sales as per their skills and potential in
which different roles and responsibility have been assign by employer have to be fulfilled with
dedication. It is the employer who create positive system in organization. It is important for
employees to understand the situation of organisation in each and every conflicts. As the trade
union members have to understand the different situation in which employees can not be
influence for higher demands in front of employer. Relationship can be better only if it is two
side not on one side (Addison, Portugal and Vilares, 2015).
Government: if employee and employer will be the player than another major player to is
government who is responsible to make healthy relation with employees in terms of proper laws
have to introduce which can protect employees safety and other issues in which laws will create
organisation more better and it will directly impact to employee in which relation with
employees can be better.
Task 2
2.1 The procedures an organisation should follow when dealing with different conflicts situation.
Conflicts is the situation in which the negativity will be spread more due to these issues
organisation will face serious problems and management responsibility to take necessary step to
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deal with different conflict situation arise in organisations. The procedure an organisation
should flowed such as :
Clear what the disputes is: it is the important step for organisation to identify the and clear the
what disputes has arise (Rahim, 2015). If the actual problems will be identify in the
organisations will help understand the situations of both groups. Also the management will take
decision according to the disputes.
Make common objectives for both the groups: once the disputed have been clear it is the next
procedure that management should followed is frame the common objectives for both groups in
which the collective bargaining will help to negotiated to bring the common goals which can be
easily to deal with such conflicts situations.
Talk about to reach the common objectives: if the objective have been set than it is next
procedure to talk about with both group in which the common objectives are important to reach
with cooperate with each groups. Ii is the responsibility of groups to give more priority tom
achieve these objectives.
Control the obstacle for the common objectives. Once the objectives have been discuss with
both groups than it is next step to control the obstacles that can be arise in between common
objectives (Richard and Johnson, 2016). If any obstacle arise than whole situation will crate
another problem for management and they have to make changes in which one of the groups
might be ready to work according to the new planning to achieve the objectives.
Recognize the importance and agreed of the solution to both the groups: It is the last step in
which the management have to recognise the important and agreed the solution to both the
groups and again the sane situation will not be arise by them. Once they agreed than it is the
responsibility for them to performs according to the solutions.
2.2 Explain the key feature of employee relation in a selected conflicts situation.
In every organisation conflicts will be arise in which will affect the employee relation
and HR manager will do certain activities for employee take such step to maintain the relation to
motivate and engage in their task. Certain follow activities to maintain the relation in selected
conflicts situations such as follows:
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Reward and Recognition: Employee need proper rewards and recognition for every
achievements made by them. Employer give rewards to the employees on Monterey and non
monetary rewards. As the Monterey rewards will influence the employees to give better
performance in the organisation will supported on their personal life (Richard and Johnson,
2016). Non Monterey rewards will more effective if the employer is giving in front of the other
employees.
Recognition: if any achievement had made by the employee than it is responsibility of employer
to recognised with awards and prize in front of other employees. if the employees will be more
better recognise than their performance can be boos and they will work for the organisation
without raising any conflicts.
Flexibility working hours: Employees need work life balance for which human resource
manager have to give flexibility working hours to manage the personal and professional life.
These the main issues in sainsbury than employee are not able concentrate on work because of
work life balance problems. As these issues have been creating huge conflicts between the
employees and management. If the organisation get flexible working hours than less conflicts
will be raise in organisations.
More employee engagement activities: In every organisation the most important aspect for
raise the conflicts because of employee are not able to do engagement the organisation with
other members which will create the communication gap and less coordination and cooperation
in every task are the such problems that organisation face. It is important to arrange some
activities for employees to engage with each and every members in organisation. Thus
organisation can maintain better relation with employees in conflicts organisations.
2.3 Evaluation effectiveness of the procedures used in a selected conflicts situation.
The procedure has already discuss to use in selected conflicts in organisation. But to
evaluate these procedures used in organisation to find out the better outcomes have been achieve
by the both the groups can be easily identified. In the sainsbury after the applied these procedure
following things have been evaluate and the outcomes occurs such as:
Resources applied by the organisation have been consumed more due to the conflicts situation in
which the management have to form new polices and procedure for the organisations. As they
had set the common objective for both groups it is important for these procedure is to easily
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solve the issues so each of the groups will get opportunity. But the procedure had taken access
time in which conflicts will arise. The procedure is so long that outcomes will be achieve at the
last step. These will consist of more resource of organisation and time can be consumed by
management (Hoobler and Johnson, 2016). Effective outcomes will get when employees are
ready tom work according to the procedure had implemented to solve the issues. Time will be
consume more also the cost of the organisation will affected due to these procedures as they
have to think about both groups. The total cost have been acquired by the management will be
more burden on organisation resources.
Task 3
3.1 Explain the role of negotiation in the collective bargaining.
Collective bargaining is the process to deal with various conflicts situation in which the
two groups will comes under the common solutions with proper discussions. Negotiation have
the important role in the collective bargaining as it will give the proper solution to the both of the
groups with the common objectives. It will give more benefits to the organisation as well to
employees that they have use the proper negotiation in collective bargaining. The following are
the more of negotiation in collective bargaining such as :
To maintain the relation between employee and employer: These the main role of negotiation
in collective bargaining which will help to maintain the relation in between employees and
employer. Management will negotiated with employees and bring the common objectives to
solve conflicts with agreed to both party and bring the suggestion for better implementation
(Dizgah, Chegini and Bisokhan, 2012). It is important for the organisation to be specific use of
negotiation and role of collective bargaining have the major impact. Those who have better skills
to negotiated in groups will easily help to achieve the objectives. This is only reason when the
organisation will ask the disputers to negotiated in team will understand the proper situations.
The implementation will be fast: Due to the negotiations role in collective bargaining it is the
most important reason to implement the decision will be in a rapid manner. These will more
better response in the organisation to bring such situations to solve the issues and implemented
the decision faster. It is the responsibility of the top management to use of proper negotiation
strategies. The only reason behind when the collective bargaining is associated in negation with
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rapid implementations of all the decision and the problem will be discussed with proper
outcomes.
3.2 The impact of the negotiation strategy used in the Sainsbury.
From the better implementation of procedure and effectivenesses of negotiation strategy
have major impact on sainsbury. The positive and negative impact on organisation brings the
adverse situation in which they will give more flexibility in working to the employees. but some
of the terms and condition is measure on the basis of employees performance. In the negation
strategy employees wants more salary from the organisation which is not able to negotiated with
management because the trade union had already discuss about the wages of employees which
can be not acceptable for organisation. But employees are quiet happy with management after
the negotiation have been used in which the impact are on positive manner. The proper training
and development can be conducted for the employees to enhancing skills and behaviour which
can be help to achieve the organisational objectives. The impact is rarely positive when any
organisation use this strategy in concern with employees (Paauwe, 2013.). As the employees are
created better working environment. Afterwards in organisation it can be easily find that
negative strategy have the better opportunity for the employees and management. The new
changes have been made in the organisation for the safety of employees during the working
hours to make more productivity and boost the performance in organisation. Communication gap
have been decreased in between employees and employer because of the proper use of
negotiation strategies impact was effective in organisations. The pluralistic approach have been
used in the organisation in which directly communication can be possible with top manageable
and easily employee share their problems with them without any hesitation (Colombo, 2013). In
the sainsbury the more of the step has to take with negation because in big organisation
structured is already complex and so it is more important for them to get these negotiation
strategy.
Task 4
4.1 Influence of the EU on the industrial democracy in the UK.
` industrial democracy is referred as the participation of employees with formation
different groups in organisations. It is the platform to give chance to employee to share their
point of view regarding any particular issues. The problems create when the union have been
evolved more groups and due to which the organisation ha to suffer many challenges. As some
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of the organisation use the collective bargaining to avoid such situations. But in the UK the
situation have been change due to European union. The groups have been divided in organisation
because of the industrial democracy in UK. But it is the old culture of the united kingdom which
was used in the period of Britishers. While in UK the most of the employees are not ready to
share the information with management they are ready to accept the decision of top
management. The more they had influence by the industrial democracy has been dissolved in
some of the organization which is majorly spread the employees and the groups are not able to
share the informations which will cause the huge impact on the organisation. Also the laws of
European union are diffident in some of the part which is directly impact on the industrial
democracy (Torrington, Taylor and Hall, 2016.). Due to the legislation and various changes have
been involved in the UK. As the industrial democracy is not from the group but to share the
information of internal activities happen in organisation but after the EU separated from the UK
than it is the major influence to the organization that the industrial democracy is make the huge
impact on the employee and their groups. As result the huge influence of Eu on the industrial
democracy in UK.
4.2 comparison of the Method used to gain employees participations and involvement in the
decisions making process in the organisations.
In every organisation most of the situations of conflicts have been arise in the
organisations have been use strategies to involve the employees in decision making process of
organisation. The following method used to gain employees participations and involvement in
the decision making process in organisation such as:
The board level involvement: These the first method that can organization used to gain the
employees participation and involvement at the board level for the decision making process of
organisation (Marsden, Caffre and McCaffery, 2013). But at the board level it is not possible to
discussed all the plaining which can be organisation is going to implement in future in front of
the employees. but some of the decision related to the internal betterment in organisation can be
share by the employees. in board level big decision are taking with all the acceptances of the
members and they are not out till the official notice have been given to the management. If the
employees are participation at these level no impact can be seen on the other employees.
Participation through ownership: These is the new way of participation in which employee
will get the shares of the organisation and they will get the directly ownership in organisations.
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Such type of participation will help to the organisation to know the conation of organization and
employee can take the decision according to these participation.
The collective bargaining: If any conflicts have been occurred ion between the employees and
management these can be the easiest way to solve the situation with form of groups and
collective bargaining with employees and magnet to taker the certain decision on issues.
The quality circle: it can also take participation of the worker in position to take the various
judgement in which the groups will be settled and the worker will be from in the dual team with
six to eight members in the all groups. This is the specific manner to discover out any difficulty
in the system and it can be change with the help of employees decisions only.
4.3 Assess the impact of human resource management on employee relations.
In every organisation the Human resource management is the most important division to
maintain the employee relation. It is the division to deal the adverse situation with employees.
the more the way the organisation need to solve the various issues of the employees only the
Human resource management will be responsible to maintain the better relations with employees
due to such instance huge impact on the Human resource management will bring adverse
situation in the organisation as the employees are not able to communicate with employees and
the human resources have to take various decision which are important for organisation purpose
but the employees are not ready to accept the decision of management which brings the conflicts
situation in organisations (Fombrun, Tichy, and Devanna, 2015). If any policies have to frame
which is against the employees these can be the huge impact on Human resource management.
The more they will open with employees than problems will be directly impact on the relation.
Employee are not able to understand the situation of organisation but human resource
management have to take various step which are not according to the employees. from the
human resource management it is important for them to bring the better activities for employees
and help them to make better situation but employees handling is the biggest issues in every
organisation. It is the human resource management who gives rewards and recognition to the
employees. as the employee need effective training and development to improve their skill
which is the responsibility of the human resource management. The way organisation had taken
the various step to maintain the employee relation but employee are not give the valued to the
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division. If the management is not able to listen the problem than they have to face the
challenges with employees and the whole division have to take by the Human resource
management. The way they need to bring situation every step will be involved in the
organisation which can be directly impact on the Human resource management.
CONCLUSION
From the report employee relation it is concluded that the in large size organisation it is
difficult to manage the operation and production in a proper manner. Employees are never
satisfies with organisation in every step management will bring the better solution has to take
such decision. But right approach can help to the management to give clear communication to
employee that can be pluralistic s approach and while in the unitary approach it is associated
with belief's and value of employees. in every conflicts situation the management have to take
the certain procedure which is the important for them to resolve. As the common objectives have
to discuss in front of both the groups. It is important for the organisation to take the various step
which is important in the selected conflicts situation. The role of the negotiation in the collective
bargaining will help to the management to solve the issues of their employees without any
communication gaps. The way they need to discus the problem rather to judge without any
finding the problems. Industrialist democracy had plays the important role in the organisation
which can be hindrance form the other employees. also the EU influences the industrial
democracy in the UK.
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