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Employee Relations Assignment | HRM Assignment

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Added on  2020-06-06

Employee Relations Assignment | HRM Assignment

   Added on 2020-06-06

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Employee Relations Assignment | HRM Assignment_1
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................31.1 Unitary, Marxist and pluralistic frames of reference............................................................31.2 Changes in trade unionism have impacted employee relations............................................41.3 Roles of key players in employment relations......................................................................5TASK 2............................................................................................................................................62.1 Procedures an organisation should follow when dealing with different conflict situations 62.2 Key features of employee relations to this conflict situation................................................72.3 Effectiveness of the procedures followed in resolving this conflict.....................................8TASK 3............................................................................................................................................93.1 Duty of negotiation in collective Bargaining........................................................................93.2 Evaluate effect of negotiation strategy................................................................................10TASK 4..........................................................................................................................................114.1 Impact of EU on industrial democracy in UK ...................................................................114.2 Methods to gain employee participation in decision making procedure.............................114.3 Impact of human resource management on employee relations.........................................12CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14
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INTRODUCTIONConsidering the essential fact that employee are major asset of a company, the workerperform together in collaborative way for contributing the common goals and meeting theassigned organisational target. After the Brexit and industrial democracy in United Kingdom, thecompany is supporting employee rights for managing the relation with them. For purpose of this,they create more friendly, positive and flexible workplace for them and manage the humanresource department that resolve issues related to the firm's employee (Avey and et. al., 2010). Inthis report, various employee relation management framework i.e. pluralistic and unitary is beingmanaged in British Medical Association along with the alternation in trade unionism inorganisation. This report will evaluate various aspects of ER along with negotiation andcollective bargaining procedure, key players of company, influence on HR etc. There are variousissues and conflicts which an organisation faces while having a diverged workforce which willbe assessed along with the methods through which it can be solved in effective manner. TASK 11.1 Unitary, Marxist and pluralistic frames of referenceThe conflicts in industries is the disagreement between the worker and management onspecific issues that impact on the method of working in the organisation. Issues with a companyis hazardous for the company which influence the relationship with worker and employer. Thisleads to less work efficiency and productivity affecting the outcome of business operationsnegatively (Bach and Kessler, 2011). There are different ways of managing and leading changefor which there are certain approaches and methods which is complied i.e. Unitary, Marxist andpluralistic which is discussed as below: Unitary Framework: On the basis of this perspective, the company is mentioned asharmonious and integrated group of people along with culture dedication and loyalty. Thepurpose behind these activities is sharing of two connection and mutual cooperation.Moreover, entire worker within the company share same target and purpose. Thisdemanded and need proper dedication of employee for the company and their leader,thus, the administration of such entities are outstanding cause of the application andemphasis. Thus, such entities do not need the trade unions for loyalty and mutualexclusiveness among the worker and enterprise. However, the issues linked with ER are3
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understood disruptive and pathological result reasoned by breakdown of communicationor interpersonal friction. Pluralistic Perspective: An organisation is build of various eliminated group or sub-sections. Each of those groups has their own leader, goals, legal loyalties. Certainly, tradeunions and management are major radical sectional teams in this sort of perspective. ASthe outcome, the major management duties is not controlling and enforcing butcoordinating and persuasion. In this, trade unions plays the role of lawful delegates inorganisation (Crespo and et. al 2011). The issues is inevitable in this situation which canbe resolved in the pluralistic framework through organising the collective bargainingprocedure. However, through managing the conflicts or issues form the organisation, thepositive change or evolution can be carried out in company. Marxist Perspective: This is also known as radical framework in which capitalist societynature is being revealed in the organisation, This helps in thinking the relations atworkplace which are against the society. This help in identifying the power of inequalityin context of relationship of employment as well as their broad society context. In thistrade unions work for protecting worker from the capitalist exploitation according whichthe management situation is being managed and developed in the company. On the basis of British employee relation, there are three perspective of managing workerrelation but the best manner to meet the desired outcome is pluralistic framework as per thecondition of United Kingdom. After the Brexit period, government has supported the smallbusiness and new entrepreneur as well as valued their employee working in the business sector.Thus, this is the best approach applied in the recent case scenario. 1.2 Changes in trade unionism have impacted employee relationsChange is fundamental and essential within an organisation for betterment or evolutionwith the period of time. Business market is dynamic which keep vary with time span andaccording to the different elements of market. These change can be due to various externalelements or internal factors which are situated in the working organisation. Trade unions can beconsidered as the group of people which have been gathered together to protect the fundamentalrights of worker and provide them deserved services and products. First trade union was comeformed by worker in 1824, when the huge number of people joined the group. After which, therenumber increased rapidly (Dreyer, Hauschild and Schierbeck, 2010). After the industrial4
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