Employee Relations Assignment- Business Success
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Added on 2020-06-06
Employee Relations Assignment- Business Success
Added on 2020-06-06
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Employee Relations forBusiness Success
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Unitary and pluralistic frames of reference...........................................................................11.2 Changes in trade unionism have affected employee relations..............................................21.3 Role of main players in employee relations..........................................................................3TASK 2............................................................................................................................................52.1 Procedure organisation should precede while dealing conflict situations............................52.2 Characteristic of ER..............................................................................................................62.3 Effectiveness of process utilized in disputes.........................................................................7TASK 3............................................................................................................................................73.1 Duty of negotiation in collective Bargaining........................................................................73.2 Impact of negotiation strategy...............................................................................................9TASK 4..........................................................................................................................................104.1 Influence of EU on industrial democracy in UK................................................................104.2 Compare techniques to gain employee involvement in decision making process..............114.3 Effect of human resource management on employee relations..........................................12CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14
INTRODUCTIONEmployee relation refer to controlling and maintaining relation between employee andemployers (Ngo and O'cass, 2013). It provide fair treatment to labours and help in resolvingproblems and issues within organisation and inspire them to commit for long and hardcorerelationship with enterprise. In order to negotiate with employee and maintain better relationshipwith them, organisation manage Human resource Dept. who discuss company policies with themand interact with workers in regard to organisation by designing and coordinating severalactivities such as seminars, conferences, meeting, team work practices in order to build acomfortable workforce. HR of company coordinate such activities to avoid future conflicts andcrisis situations as well as help in increasing benefits and revenues of company by creating apositive environment and produce value added products and services. ALDI is largest supermarket chain located in UK which has deployed its market in more17 countries owning approx 10,1900 stores worldwide. The company supply various exotic dealsand offer and toys, groceries and wide varieties of products. This report studies federal andpluralistic frames of an enterprises. Also, it examines the vary in ALDI unison. This also analyseduties of HRM practices and its procedures in employee relation.TASK 11.1 Unitary and pluralistic frames of referenceThis features argues that the employee relations can be detected in two way which arepluralistic and unitary frame. In these frames, both pluralistic and unitary frames contain adifferent and unique way of management of employee relation in British market. Here are somebrief of these frames in reference :Unitary frames that begin from beliefs and perceptions argued that personnel issues is notanticipated act or connection between worker and the employer. Issues begins from enactment orhappenings that realised influence upon fellow worker to commit upcoming conflicts. Thisbelieves that in the hand of one employee which is part of administration has power of buildingimportant decisions (Naseem, Sheikh and Malik, 2011). Briefly it says that manger andemployers who are in top rank of an organisation has power to make decision for personalbenefit or company benefit. The leaders of ALDI have duty to represent and promote theircompany in public as well as employees. Moreover, this frame argues that organisation1
performance and achievement is the sum of employee as well as employer performance and hardwork. This considers that role of Trade Unions are nil in management of ER in ALDI or othercompanies as they do not assist them while the conflict is taking place. It also states that theconflicts in workplace are not created or rose due to various interests and difference ofperception. Therefore, these issues decrease organisation performance as well as lead a worsesatisfaction level to consumers.Pluralistic Frame eliminate organisation into different Sub strata which are trade unionsand management. Every strata contains respect and dedication of their manager orrepresentative. To defines a better ER, this frame is more suitable and perfect representation.This frame argues that Workforce of Organisation like ALDI is build of various attributes,beliefs, behaviours and values. Organisation are the mediator in which there is an important roleof trade unions because they represent them and assist that participation in decision makingprocess should also provide to employee of company as they represent an organisation's biggerpart. Also they believes that through collective bargaining process this negotiation and relationbetween employer and employee can be manages. SO ALDI consider this approach to developorganisation and better goodwill of company. 1.2 Changes in trade unionism have affected employee relationsModification in trade unionism is directly influencing ER activities (Morris, 2012). Tradeunion are the employee communities that work and promote worker wants, requirements andrepresent their interest like increasing pay scale and demand for a better workplace for them.Before 19th century, trade union was monitored by New Moderate model unions but in after1824, they come in the existence, and started a mutiny in order to get a fair wage and holidaystreatment for employee and worker started becoming part of them. Moreover, several unionshave started analysing such communities such as young worker unions, trade union congresscommunities and others. Also, there are different changes that is occurring in system of unionismin ALDI which are as below:Legal and Political -Govt. of UK has catered various laws and policies for employees that brought maychanges in the function of ALDI and entire organisation (Siow Song Teng, Singh Bhatia andAnwar,2011). This is directly connected with the ER of ALDI in an effective way. Those actsand laws are brought to provide equality and minimum wage s t them and to protect their2
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