Impact of Performance Appraisal on Employee Engagement

This assignment examines the impact of performance appraisal justice on employee engagement, particularly focusing on a study of Indian professionals. It delves into relevant research articles discussing the influence of fair and unbiased performance evaluations on employee motivation and commitment.

EMPLOYEE RELATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Explain the unitary and pluralistic frames............................................................................1
1.2 Assess how changes in trade unionism have impacted employee relations..........................2
1.3 Explanation on the role of main players in employee relations............................................3
TASK 2............................................................................................................................................4
2.1 Explanation on company's procedures when deal with various conflict situations..............4
2.2 Explanation on the key features of employee relations in selected conflict situation...........5
2.3 Evaluating the effectiveness of procedure used in selected conflict situation......................6
TASK 3............................................................................................................................................6
3.1 Role of negotiation in collective bargaining.........................................................................6
3.2 Assess the impact of negotiation strategy for a situation......................................................7
TASK 4............................................................................................................................................8
4.1 Assess the influence of the EU polices and directives on industrial democracy in the UK..8
4.2 Compare the methods used to gain employee participation and involvement in the decision
making process............................................................................................................................9
4.3 Assess the impact of HR management on employee relations.............................................9
CONCLUSION .............................................................................................................................10
REFERENCES .............................................................................................................................12

INTRODUCTION
The most vital part for the firm are the employees, without them they cannot run their
operation and function smoothly. It is necessary for the company to maintain better relationship
among all individuals in the workplace that leads to enhance their productivity and create
positive work environment (Ki, Kim and Ledingham, 2015). The success or failure of any entity
is directly depended upon their personnel so, it is essential for them to share a healthy
relationship with each individual. The present research report is in the context to Tesco PLC as it
conducts the employee relations programs. It mainly focuses on their issues and provides them
various benefits which includes support work-life balance, compensation benefits and safe
working conditions. The assignment will be discussed on the role of negotiation in the collective
bargaining and its process. Further, will also understand the conceptual of employee
participation and involvement. Therefore, assessing how fluctuation in trade unionism impacted
employee relations.
TASK 1
1.1 Explain the unitary and pluralistic frames
It is the most significant for the Tesco PLC to maintain an employee relationship to
handling the fluctuation in work environment. There are mainly two perspectives are unitary and
pluralistic frames have adopted by the company that will be discussed as follows: -
 Unitary perspectives: This type of approach for enhance the employee relations that
relies upon both employee and employer have a common interest, objectives and values.
Under this perspective, there are no need of trade union for the maintaining conflicts
among individuals. It facilitates that there will be only one source of authority flows
within the organisation and promote loyalty (Gupta and Kumar, 2012). It is that type of
frame in which no conflicts among employees and managers for interests as they all work
together for mutual goals. For instance, the Tesco PLC company has adopted unitary
approach for integrating employee and employer interests. It promotes the firm in
enhancing employee commitment and loyalty. They believe that the employee is one of
the most significant stakeholder so, they carefully consider their well-being. The frame is
also emphasized on managerial role in achieving situations in which the interest of Tesco
PLC and individuals are properly aligned. Therefore, they set common values and goals
put in the workplace to create and maintain an employee relationship. Apart from this,
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this unitary frame helps the organisation in recognizing that each work in the firm must
be harmonious and integrated as per common purpose. It also encourages the Tesco PLC
to reduce conflicts among individuals, improves loyalty and better employee conditions
and managerial support.
 Pluralistic perspectives: It is that type of perspective that mainly emphasized on diverse
set of values, attitudes, behaviours and beliefs. It has a multi-structured in relation of
leadership authority, groups and loyalty. The conflict is bound to happen as all the
individuals have a different interest and there are various reasons of issues arises. It is
mainly due to working conditions, working hours, pay and bonuses etc (Griffin, Bryant
and Koerber, 2015). It also believes that the pluralistic frame in which the individuals
work according to the organisational goals and interest. It provides a fair labour
regulation and legislation for the purpose of protecting the employee. Apart from this, the
pluralistic approach believes that disagreement as well as conflicts arises among worker
and employees is seen in the workplace is inescapable. For instance, the Tesco PLC
company has adopted pluralistic approach in which they accept the conflicts and allow
for divergent views from trade union and management. It can be attained by concession,
compromise and negotiation. In regard to this, they can effectively manage employee
relations by reinforce the value of collective bargaining among trade union and
management. Therefore, it effectively deals with the conflicts among individuals by
implementing this approach in the workplace. It allows the employees to participate in
the decision-making procedure so, they all express their views and provide suggestion to
resolve the issues.
1.2 Assess how changes in trade unionism have impacted employee relations
Trade union can be defined as that association that are formed through employees and
labour to fulfil their demands for effective work condition in the workplace. The workers of the
company have come together to attain in various areas are working conditions and wages. The
unionism mainly negotiates employment conditions and contracts with staff workers. They
mainly focus on enhancing employee satisfaction and their protection from unfair working
conditions. It is also existed for the aim of deal with several issues faced by employee it may be
with the unfair work rules, pay, work hours and so on. The labour union are mainly governed in
the different countries have difference in legislation (Geppert, Williams and Wortmann, 2014).
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The formation of union as per the country's law and follows the procedures accordingly. With
regard to this, if any change in the trade union have a direct impact on the employee relation of
Tesco PLC.
Therefore, to understand the concept of changes in trade union has a direct impact on
industrial relations. In the earlier time, the role of union has a limited in scope in the workplace
but in present time it will be extent in each organisation. Nowadays, it protects the employees
against unfair practices made by entity as it gives facility of collective bargaining power to
people. For this, it will directly effect on managing employee relationship positively within the
organisation. Furthermore, it is that group of people that take care of employee's rights and
values. The main aim to enhance employee relations in the workplace and community.
For instance, the labour union have various type of role towards society and organisation.
Therefore, it protecting the society in removing the child labour and influenced the company to
take legal action for their employees. The fluctuation in the trade union facilitate the Tesco PLC
to influence them to establish effective production system and satisfy their employee effectively.
Thereafter, it also protecting each individual if there is any kind of discrimination in the
workplace.
1.3 Explanation on the role of main players in employee relations
The major role player in industrial relationship for a Tesco PLC will be discussed below:-
 Role of manager: The industrial relation is one the most essential for an employee of
the organisation to perform their work activities at best level. The manager plays a vital
role in promoting a healthier relationship with employee and employer. It ensures that
conflicts among each individual must be resolved so, they feel comfortable and enjoy
their daily routine work (Doyle and et. al. 2016). For this, they should appreciate the
people for their well performing in its job and try to deal with the conflicts among
individuals. Thereafter, they also encourage them to participate in decision making
which is the best way to bind all the members that leads to enhance its motivation level.
In addition to this, the manager should assign the employee a challenging job as per their
interest and specialisation. It is essential for an employer to create a transparent
communication with each individual to develop an effective industrial relation.
 Role of trade Union: It also plays a significant role in providing a work benefits through
pay better and fair working conditions. Therefore, they also treated with respect and
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dignity at work. The union establish to granting an equal bargaining power to all
individuals in set out the work terms and conditions. It also representing a secured of
variety of employment benefits (Donaghey and et. al. 2014). It mainly includes job
security, higher wages for unionised worker, protection against arbitrary act through
employers and work-life balance etc. It not only provides a dignity within the
organisation but also facilitating consistency in improve standard of living and welfare
for the employees. Apart from this, it also plays a great role in establishing labour
regulation and legislation for the protection of an employee.
TASK 2
2.1 Explanation on company's procedures when deal with various conflict situations
It is most important for each organisation to understand the nature of organisational
conflicts and then they have to handle the situation effectively. Tesco PLC company face a
several types of conflict that are described as follows: -
 Intra-personal conflict: It is mainly arising within the workplace when the supervisor
has an issue with their peer, customer, employee and manager etc. It may be due to
scarcity of resource is not shared to anyone in the company easily. It may be also arising
between two managers when the both deserving a promotion but only one gets promoted
to higher position.
 Conflict between the group and the individual: It is usually arisen in the workplace
among the group of subordinates and the manager (Devonish, 2013). For example, If the
manager of Tesco PLC takes disciplinary action which are against a group member that
create conflicts that leads to minimize productivity.
 Intergroup conflict: It is mainly conflict arises among the staff member and line within
the organisation. It may conflict continuous among the trade union and the management.
The above various conflicts can be managed by the Tesco PLC by adopting a conflict
management procedure that will be described as follows: -
 Clarify the reason of conflict: It is the primary stage in which the organisation finding
out the nature of conflict between the parties. The main aim of this step of conflict
management is to finding out the main issue and reasons for the disagreement between
parties. It identifying the needs those individuals which are not met and acquire
information from both the viewpoints (Akingbola, 2013). The question continues asked
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by management by involving both the parties until they do not understand the main issue
of conflict situation.
 Develop a common goal for both the parties: It is the second process, in which both the
parties agree on the possible outcome of the conflicts. The company develops the
common goals by understanding the main issue of their conflicts situation. It allows both
the parties to work together on the same goal.
 Discussion on the ways to meet the common goal: It is the next step in which it
involves process of communicating, listening and brainstorming together. Therefore, both
the parties are work together to discussion on the ways so, they can meet the common
goal in desired manner.
 Determine the barriers to the common goal: It is that process of conflict management
in which both parties admit what has brought in the conflict (Storey, 2014). Therefore,
understanding the possible issue that may be fight proactively in finding out the possible
solution to handle issues. There is an also define that the conflict situation that cannot be
changed and finding out the way to get rid from road blocks.
 Select the best way to handle the conflict situation: It is the last process, in which both
people are come together to finding out the best conclusion for resolution. Therefore,
they identify that solution where the company can see common interest (Nugent and
Rhinard,2015). It can be possible by discuss that solution help in carry out their
responsibility and resolve conflict.
2.2 Explanation on the key features of employee relations in selected conflict situation
The industrial relations can be stated as there is a managing the relationship between the
individuals and employer by company. In order to improving their production capacity there is a
need to maintain the employee relation. It helps them in increasing motivational level of all
individuals so, that they can able to attain the firm's objectives. The Tesco PLC manage the
industrial relationship through adopting the pluralistic frame it emphasis on that the individual
have a distinct interest. The company has adopted some aspects of industrial relation to resolve
the employee conflict. It will be described as follows: -
 Arrangement of work: The organisation is always tries to maintain the work through
proper allocating the time for the job. It will able the firm to manage an effective relation
with all the individuals in the workplace (Akingbola, 2013). It also emphasises on that all
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the member perform their work in a team so, that each person done their job in most
desired manner.
 Compensation: It is the most significant for the Tesco company to give a fair
remuneration to all the individuals. It will effectively maintain the employee relations by
provide equal opportunity to all the worker for a same level of position.
2.3 Evaluating the effectiveness of procedure used in selected conflict situation
Conflict situation arise in the workplace when it creates misunderstanding among the
employee and management. It will directly hamper the company's productivity as it is due to
dispute arises. Therefore, it becomes necessary for the entity to resolve sooner the conflict take
into the workplace (Donaghey and et. al. 2014). With regard to this, Tesco PLC adopted the
procedure to deal with the conflict situation. There are some ways of employee participation that
helps them in minimizing the disputes.
The best way to manage the industrial relations is to allow the individual to participate in
the decision process so, they get suggestion to resolve the problem. It is one the best technique to
enhance the motivation level of workers and create healthier work environment. Thereafter, there
are some ways through which they resolve conflict situation are provided them an equal
opportunity, protecting from harassment, effective communication and adopt safety measure for
workers.
TASK 3
3.1 Role of negotiation in collective bargaining
Collective bargaining is that process in which both worker and the management negotiate
through their representative. Therefore, both the parties come together for their mutual benefits
in terms of work condition. It will protect the interest of the management and the workers regard
to employment. The main aim of this process is that to manage a harmonious relationship among
the management and staff workers (Storey, 2014). It also helps in promoting the industrial
democracy and protecting the interest of both the parties involve in collective bargaining process.
Tesco PLC allow their employee to participate in this process. For this, people within the
organisation get the fair term and condition of work, flexible working hours and provide fair
compensation benefits etc. It protects them for unfair trade practices in the workplace. Therefore,
the negotiation plays a vital role in collective bargaining procedure. It helps the company in
dealing with the conflict arise with more than two association. The use of negotiation in this
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process allow the management to give all the equal opportunity to the individual within the
organisation. In that both the parties getting involves in the collective bargaining procedure and
express their terms and condition for employment. The agreement will be done on the fair basis
in which both the parties get the mutual benefits and interest (Devonish, 2013). It will be done in
effective manner as the collective bargaining framework is designed in that way to get the
desired results. There are some roles of negotiation in this process will be discussed below: -
 Increase productivity: It facilitates the fair wages and create a healthier work
environment within the workplace. Tesco Plc use negotiation in this process for the
purpose of increase the employee satisfaction. It will directly lead to increase the
company's productivity.
 Lack of freedom to the management: The negotiation facilitates certain legislation that
protect the employee against unfair trade practice done by company (Doyle and et. al.
2016). Therefore, there is lack of management involvement as the only two parties are
getting involved in it to take fair decision. They are the employee of a company and trade
union to take fair decision regards to employment terms and condition.
3.2 Assess the impact of negotiation strategy for a situation
The conflict situation arises in the workplace for various reason it may be when the
individual not get equal employment opportunities, unfair compensation benefits and trade
practices etc. In regard to this, the Tesco PLC has adopted negotiation strategy to resolve the
conflict situation in effective manner (Geppert, Williams and Wortmann, 2014). The conflict
situation arises when the employee not get equal salary for the same job level position. For this,
the negotiation strategy is used to resolve the disputes arises between the employee and
management.
The union and employee are come together for the aim of set the parameters in that
manner in which both the parties get mutual benefits. It ensures that there will be same salary
terms and condition in similar industries due to which this strategy helps in resolve conflicts.
Therefore, it influences all the companies that fall in retail industries must provide a fair
compensation benefits are Morrision, Asda, Walmart etc.
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TASK 4
4.1 Assess the influence of the EU polices and directives on industrial democracy in the UK
EU is a combination of Europe countries and it has an internal policy related to business
that directly influence on company within the UK. European union policies have a direct
influence on the industrial democracy within the UK. Therefore, industrial democracy is that
arrangement which it majorly includes share responsibility, employee decision making and
authority within the organisation. Suppose, there is an anti-harassment policy of EU in which it
facilitates the women employee to freely move within the workplace. She has the freedom to join
any kind of workplace without the harassment problem. There is one more derivative of
European Union that is trade policy that depicts the level of freedom in the organisation that
facilitate the firm can involve in the global business (Akingbola, 2013). The one more policy of
EU is safety and healthy workplace that give protection to the staff worker within the
organisation. It gets more democratic right form the policy that have an influence on the
employee freedom in UK. The Tesco PLC company consider all such aspects that have an
influence of the EU on industrial Democracy in the UK. It will be mentioned below: -
 The European laws encourage the company's worker in decision-making process.
 It will impact on the worker performance positively and they able to contribute towards
the organisation's success.
 The EU policy ensure safety of workers within the organisation.
 It encourages the organisation to provide an equal opportunity to all the worker fairly and
equally.
 It also provides safety measures to improves employment protection.
 It influences on industrial relationship to increase individual’s satisfaction and increase
organisation's production capacity.
From the above the Tesco PLC company must provide a safe work condition, fair remuneration
and also freedom of association. There is a trade policy of EU which give a level of freedom to
the company to expand their business at the international level (Griffin, Bryant and Koerber,
2015). Thereafter, the HR manager of company must ensure that all the individuals get an equal
and fair remuneration. Further, to maintain a relation the company should give an equal
opportunity to their employees.
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4.2 Compare the methods used to gain employee participation and involvement in the decision-
making process
Employment involvement is one the most significant factor of HR manager that develop
interest in the employee towards work. It is that process in which all the individual within the
organisation are involved by given a responsibility and authority of its job which satisfy them.
Therefore, the Tesco PLC has adopted methods for the purpose of gain employee participation
and involvement in decision process. It will be discussed below: -
 Participation through collective bargaining: It can be defining as the employee
participation by collective agreements and follow certain regulations. It is the ideal way
in order to make sure that the participation of all individuals in managerial procedure. It
must be in proper control as each person try to gain an advantage over the another.
 Participation through suggestion schemes: It is that type of method that encourage the
employee to come together with unique ideas and discussion on such important matter
(Ki, Kim and Ledingham, 2015). It can be related to waste management, reward system,
cost cutting and safety measures etc. Therefore, develop a process that add the value to
the business function and generate healthier environment.
 Participation through job Enrichment: - It is that way in which add extra motivators as
well as rewards to their existing job profile. It allows the individual to participate in the
managerial decision-making process. It provides freedom to the workers to exploiting its
wisdom and it also uses its judgement to deal with the business problems.
 Participation through complete control: The Tesco Company involve the employee in
decision-making and invite participating within the organisation. It allows the employee
to act as a management in which they deal with the all aspects related to industrial issues
by its representatives.
4.3 Assess the impact of HR management on employee relations
Human resource management plays a vital role in managing the employee relations as
they carry out all such activities that will motivate the worker towards work. It also helps in
strengthen the bond among employer and employee to resolve the conflicts. They take care of all
the individual activities regard to their daily routine work and promote equality so, that every get
equal opportunity. The HR Manager of Tesco Company carry out various activities to improves
employee relationship (Doyle and et. al. 2016). It mainly involves performance management, job
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designing, training and development and workforce planning etc. There will be discussion on the
impact of HRM on employee relations will be described as follows: -
 Training and development: It is one the significant function of HR manager that
enhance the skill of all individuals on a particular job. It will increase the job satisfaction
level of worker if they performing well in their work (Session 5. Conflict management,
2015). Tesco Company conduct various training methods that boost their energy level
and it contributed great efforts. It is the most helpful aspect of HR that manage the
employee relation is effective manner.
 Wages and salary: The most sensible element of each worker in the company is the
monetary benefits. The basic requirement of each individual in the workplace is a salary
their work are highly depends upon it. The Tesco Company maintain relation with the
employee by provide them a fair and equal salary to all individuals for same level of job
position.
 Workforce planning: It is one the best significant aspect of Human resource
management that hire the applicants on the basis of their skills and knowledge. The
candidates will be protecting against discrimination in the interview process. Apart from
this, they provide training, growth opportunities, promotion, transfer will be done by
manager equally. It directly reduces the labour turnover rate and retain the worker for a
longer time period.
Apart from this, it is needed to change the HR practices as in the today scenario there is an
increase in the workforce diversity. Most of the industries are facing a lot of obstacles in
maintaining the HR capital (Donaghey and et. al. 2014). Therefore, they should formulate and
implement those HR policies that change the attitude of individual workers by collective
bargaining, employee grievance and employee relations.
CONCLUSION
Summarized the above report it has been concluded that Tesco Company effectively
maintain the employee relation by carry out all the activities for the fairly and equally. Trade
union plays a vital role in provide a work benefits through pay better and fair working
conditions. It also facilitates them all the individual come together and negotiate with the
management about work related matter. Therefore, the manager also plays a vital role in
employee relations as he/ she deals with the conflicts among individuals. Thereafter, they also
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encourage them to participate in decision making that will enhance their motivational level. It
has been also analysed that Tesco PLC adopt the various method to gain employee participation
and involvement in the decision-making process. It mainly involves suggestion schemes,
collective bargaining, job enrichment and complete control etc. Further, the HR manager have a
direct influence on improvement in the employee relations by provide them a proper training,
fair compensation benefits, workforce planning etc.
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Online
Session 5. Conflict management, 2015. [Online]. Available through:
<http://www.fao.org/docrep/w7504e/w7504e07.htm>. [Accessed on 24 June 2017].
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