Employee Relations (ER) Assignment | HRM Assignment
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Added on 2020-06-04
Employee Relations (ER) Assignment | HRM Assignment
Added on 2020-06-04
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EMPLOYEE RELATIONS
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Explain the unitary and pluralistic frames............................................................................11.2 Assess how changes in trade unionism have impacted employee relations..........................21.3 Explanation on the role of main players in employee relations............................................3TASK 2............................................................................................................................................42.1 Explanation on company's procedures when deal with various conflict situations..............42.2 Explanation on the key features of employee relations in selected conflict situation...........52.3 Evaluating the effectiveness of procedure used in selected conflict situation......................6TASK 3............................................................................................................................................63.1 Role of negotiation in collective bargaining.........................................................................63.2 Assess the impact of negotiation strategy for a situation......................................................7TASK 4............................................................................................................................................84.1 Assess the influence of the EU polices and directives on industrial democracy in the UK..84.2 Compare the methods used to gain employee participation and involvement in the decisionmaking process............................................................................................................................94.3 Assess the impact of HR management on employee relations.............................................9CONCLUSION .............................................................................................................................10REFERENCES .............................................................................................................................12
INTRODUCTIONThe most vital part for the firm are the employees, without them they cannot run theiroperation and function smoothly. It is necessary for the company to maintain better relationshipamong all individuals in the workplace that leads to enhance their productivity and createpositive work environment (Ki, Kim and Ledingham, 2015). The success or failure of any entityis directly depended upon their personnel so, it is essential for them to share a healthyrelationship with each individual. The present research report is in the context to Tesco PLC as itconducts the employee relations programs. It mainly focuses on their issues and provides themvarious benefits which includes support work-life balance, compensation benefits and safeworking conditions. The assignment will be discussed on the role of negotiation in the collectivebargaining and its process. Further, will also understand the conceptual of employeeparticipation and involvement. Therefore, assessing how fluctuation in trade unionism impactedemployee relations. TASK 11.1 Explain the unitary and pluralistic framesIt is the most significant for the Tesco PLC to maintain an employee relationship tohandling the fluctuation in work environment. There are mainly two perspectives are unitary andpluralistic frames have adopted by the company that will be discussed as follows: - Unitary perspectives: This type of approach for enhance the employee relations thatrelies 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 conflictsamong individuals. It facilitates that there will be only one source of authority flowswithin the organisation and promote loyalty (Gupta and Kumar, 2012). It is that type offrame in which no conflicts among employees and managers for interests as they all worktogether for mutual goals. For instance, the Tesco PLC company has adopted unitaryapproach for integrating employee and employer interests. It promotes the firm inenhancing employee commitment and loyalty. They believe that the employee is one ofthe most significant stakeholder so, they carefully consider their well-being. The frame isalso emphasized on managerial role in achieving situations in which the interest of TescoPLC and individuals are properly aligned. Therefore, they set common values and goalsput in the workplace to create and maintain an employee relationship. Apart from this,1
this unitary frame helps the organisation in recognizing that each work in the firm mustbe harmonious and integrated as per common purpose. It also encourages the Tesco PLCto reduce conflicts among individuals, improves loyalty and better employee conditionsand managerial support. Pluralistic perspectives: It is that type of perspective that mainly emphasized on diverseset of values, attitudes, behaviours and beliefs. It has a multi-structured in relation ofleadership authority, groups and loyalty. The conflict is bound to happen as all theindividuals have a different interest and there are various reasons of issues arises. It ismainly due to working conditions, working hours, pay and bonuses etc (Griffin, Bryantand Koerber, 2015). It also believes that the pluralistic frame in which the individualswork according to the organisational goals and interest. It provides a fair labourregulation and legislation for the purpose of protecting the employee. Apart from this, thepluralistic approach believes that disagreement as well as conflicts arises among workerand employees is seen in the workplace is inescapable. For instance, the Tesco PLCcompany has adopted pluralistic approach in which they accept the conflicts and allowfor divergent views from trade union and management. It can be attained by concession,compromise and negotiation. In regard to this, they can effectively manage employeerelations by reinforce the value of collective bargaining among trade union andmanagement. Therefore, it effectively deals with the conflicts among individuals byimplementing this approach in the workplace. It allows the employees to participate inthe decision-making procedure so, they all express their views and provide suggestion toresolve the issues. 1.2 Assess how changes in trade unionism have impacted employee relationsTrade union can be defined as that association that are formed through employees andlabour to fulfil their demands for effective work condition in the workplace. The workers of thecompany have come together to attain in various areas are working conditions and wages. Theunionism mainly negotiates employment conditions and contracts with staff workers. Theymainly focus on enhancing employee satisfaction and their protection from unfair workingconditions. It is also existed for the aim of deal with several issues faced by employee it may bewith the unfair work rules, pay, work hours and so on. The labour union are mainly governed inthe different countries have difference in legislation (Geppert, Williams and Wortmann, 2014).2
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