Employee Relations and Communication Strategies

The assignment delves into the crucial aspects of employee relations, encompassing topics like internal communication strategies, employee empowerment, trade unions, and collective bargaining. It examines the theoretical underpinnings of these concepts and their practical implications for organizational effectiveness. The analysis also explores how effective communication can contribute to employee engagement, satisfaction, and ultimately, improved performance.

Employee Relations for
Business Success

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames of reference......................................................................1
1.2 Changes in trade unionism have affected employee relations..........................................1
1.3 Role of main players in employee relations.....................................................................1
TASK 2............................................................................................................................................1
2.1 Process an organisation should follow while dealing conflict situations.........................1
2.2 Features of employee relations.........................................................................................1
2.3 Effectiveness of process...................................................................................................1
TASK 3............................................................................................................................................1
3.1 Role of negotiation in collective Bargaining....................................................................1
3.2 Impact of negotiation strategy..........................................................................................1
TASK 4............................................................................................................................................1
4.1 Influence of EU on industrial democracy in UK..............................................................1
4.2 Compare methods to increase employee participation in decision making process........1
4.3 Effect of human resource management on employee relations........................................1
CONCLUSION................................................................................................................................1
REFERENCES................................................................................................................................1

INTRODUCTION
Employee relation manages and build a relation between employee and employers of
organisation. This facilitate a fair treatment for workers and solve their problems and conflicts
within company and make a long and loyal commitment toward the organisation. To manage and
maintain such relationship, company keep a different Human Resource Dept. which negotiate
with employee on their policies and communicate with them from organisation by organising
and designing various meetings, campaigns, events or practices to build a friendly and
comfortable workforce (Morris, 2012). HR organise such approaches which prevent upcoming
conflicts, issues and crisis in an organisation which help in increase revenues by enhancing
employee and organisation overall performance.
Mark and Spencer is British largest international retailer which is situated in UK who sell
grocery products, cloths, accessories and luxury services etc. M & S owns approx 1200
departments worldwide which employ more than 82,100 worker in their organisation. This report
is discussing federal and pluralistic frames of a company and vary in unison of Mark & Spencer.
Also, it studies role of an Human resource management approaches and process of worker
relation. It analyse process of collective bargaining and role of EU on business democracy in
United Kingdom.
TASK 1
1.1 Unitary and pluralistic frames of reference
Unitary frames consists mind set of different persons such as belief, supposition, activity
and attitude which are helps to manage the relationship of employees and their supervisors.
Company mark and Spencer's objectives are the base for this idea. Delegation system is helps to
organisation to assign roles and responsibilities according to the skills and competencies of every
employees. It will also help to give information about the short term and long objectives of the
enterprise to the workforce (Welch, 2012). Delegation management is also helps to fulfilment of
all objectives in give time period and employee can also achieve their personal goals also.
Unitary procedure is also consist measurement of execution of strategies which helps ton asses
the success of the company and they formulate plans and strategies for future. To attain
respective goals they have to consider that employees gave their full contribution and also make
sure coordination at workplace.
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Delegation process is play very important role in large scale organisations because one
person can not control activities of whole company. For example large company like mark and
Spencer they are require a manager to control all the functions and operation of the enterprise.
Pluralism means cited organisation is make different and strong group and sub group in the
company. Each department have their own leader who control all the activities and coordinate
between their workers of that department and also consider time management. There are two
strong sub group such as management and trade unions which are included in pluralistic system
in the company. Management is conduct coordination, controlling and influencing worker for
determination in whole enterprise. On the other hand trade union is protect the rights and take
care all the issues of workers which they are faced at workplace. It is important to deal with them
very smoothly and correctly (Welch, 2011). Pluralism demand delegation process in the
organisation so that employees can work easily in the company.
1.2 Changes in trade unionism have affected employee relations
Trade union are the the group of some people who are protect the right of workers at the
workplace and resolve their issues and problems faced by employees in organisation. They are
also decide wages, working hours, manage whole team of workers and they also motivate
workers to achieve organisational objectives. Role of trade union is changing from last 30 years
now they are focuses on education, conduct training and development programme, communicate
if any change is policies and strategies and research. There are some requirements which they
want are given below:
 Trade union required to build confidence, attitude and behaviour. They also help to build
loyalty towards company.
 This will help to maintain good relation with other team members and learning habits and
education is also increase of the employees. It will boost up performance and productivity
of the company.
 Trade union is also help to make good relation between employees and the public and
market. It will helps to understand market needs and taste, preferences and needs of the
consumers so that they can provide better goods and services to the people of the society.
There are some roles and terms of trade union are given below:
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Partnership in development: This is the largest group which directly connect in economy from
production to distribution (Silva, Hutcheson and Wahl, 2010). They conduct activities related to
some sectors such as consumer cooperatives, housing societies and social security sanitation.
Support Human Rights and Democracy - These are the group who are working to promote
human rights and democratic institutions which are very important for the employees of the
organisation.
Global Level Challenges - These are the big group at international level who are raise problems
and issues related to labour standards and also formulate some rights which support labour at
workplace.
1.3 Role of main players in employee relations
Healthy and positive relations between various employees is very important for smooth
functioning of operations of a organisation. It should be understand by every one that in
workplace it is common to arise conflicts and issues between workers so it the responsibility of
trade union to protect the right and solve grievances of the workforce of the enterprise. Good
relation between employees is helps to increase the motivation and morale of the employees. It is
important that work is assigned to the workers has to be matched with their skills and
competencies (Sadikoglu and Zehir, 2010). It will helps to employees to accept the challenge and
increase interest of work in employees. There are some work players are mentioned below:
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Source 1: Employee Relation, 2017
 Team leader: It consist a person of team who control all the activities like coordination,
give instruction to workers and listen their workers carefully. Team leader is a head
person of team who assign all duties and tasks to every member of his team. All the team
members are responsible to answerable to the team leader (Pelit, Öztürk and Arslantürk,
2011). A team leader should be polite and avoid use of harsh language when
communicate with other members of team.
 Managers: Manager is the person who manage all the activities of the organisation and
tackle problems of all departments. Problem is arises when there is miscommunication
between managers and employees. So it is important ton use better communication
channels in the enterprise so that manager can also give necessary information to every
worker of company. It also includes that employees can also discuss ant issues and
problems regarding their workplace to their managers.
TASK 2
2.1 Process an organisation should follow while dealing conflict situations
There can be many causes that can create conflicts at workplace which become reason of
employee frustration and trade unions in organisation. This is a dark reality of a company which
can take place in both small business as well as larger organisation which straightly affect on
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quality of services and production activities (Mowday, Porter and Steers, 2013). A company
have several type of working areas which make it hard to investigate the root of problem. Here
are some strategies that can help in resolving conflicts:
Build Understanding – Build understanding among employee and find the major reason
of conflicts and problems. Sometime the problems is created in outside of organisation and their
deploy in internal workforce. SO before jumping in any conclusion, examine the root of problem
and make a better solution of them.
Set Guidelines -
In the situation of conflicts and problems related to workforce or other concrete issues,
Organisation should set guidelines and allow employee to share their views and opinions as well
as their problems. Company should make terms that consist termination of all meeting in case of
any nuisance or complicated actions.
Better Communication -
This is essential to keep a flow of communication among workplace or employee and
employer relations. It provide a platform to all worker to share their perceptions and perspective
related to their work and their problems and required changes. This will help organisation in
dealing real problems and conflicts.
Act Decisively -
An organisation contains some sensible issues that need better solution and deep
investigation to identify major reason that is creating problem. This is essential to gather all data
and study all responses of employee and other stakeholders and make decision after those
response study (Newsom, Turk and Kruckeberg, 2012). Authority must take some decision and
action in span of time otherwise chances of loss in credibility and brand image will increase.
Be Patience -
Some wise entrepreneur said that hurry makes more worry. HR must investigate, analyse
and examine whole situation and reason of problems and then find solution on it. They should
not make any quick decisions or jump on any result. Because hurry can turn situation more
serious and hazardous than it is before.
2.2 Features of employee relations
Conflicts can be reason of disputes in working environment which can ruin the work
potential in employee. This conflicts may raised from many issues such as wage issues, personal
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conflicts and grudges, work issues, group issues and many other (Newsom, Turk and
Kruckeberg, 2012). This not only disturb work environment but also affect production
management and revenues and benefits of organisation. Such condition create a negative office
environment and corrupt other employee and their performances too. Mark and Spencer maintain
human resource management within their workforce in order to solve problems before taking
them a vast shape. Here are some attribute of employee relation in situation of conflicts that are:
Healthy relations -
Balanced and healthy relation in working environment can build workforce comfortable,
friendly and full of positive vibes. Healthy environment can boost morals and values of
employee that indirectly will affect production of company and increase their sales. This can
help in avoiding any disputes and conflicts in organization and inspire workers.
Suggesting in Decision Making Process -
Employee are the bodies of organisation that make the process of work done while
working together. They can participate in decision making process but it is hard to make decision
by their own for such a large organisation. Company and HR can suggest them and help them in
decision making process in situation of confusion. Also, fellow employee ca suggest and share
their views with each other in their conflicts situation. This will help in building friendly
environment and spread positivity in workforce.
Positive Workplace -
In better and quite work environment, employee feel free and comfortable in working no
matter how hard the is. Positive environment inspire and motivate them every day to make a
better start of day to end work with potential and best quality. This decrease stress from company
and increase revenues as well as create a goodwill within internal bodies.
2.3 Effectiveness of process utilized in conflicts
A large organisation like Mark & Spencer have many employee in their organisation for
different work (Pelit, Öztürk and Arslantürk, 2011). Those worker also have different
perceptions, opinions, and prospective according the vary in organisation environment and in
situation of issues. These problems increase cause of various factors such as lack of interaction,
bad performance, company expectation, goals, morals and other factors which vary in working
climate and organisation situation. Organisation must avoid such disputes because it disturb the
environment and create negativity in their workplace. Such disputes not only decrease work
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quality of employee but also affect company performance and their condition in industry. In case
company undertake some procedure to control such situation. Here are some of effect of those
process:
 Conflict management prevent all battles and fights among workforce and provide a
positive and friendly environment.
 It help in understanding and resolving issues on proper time. By such skills, individual
can pursuit entire causes that can lead to company growth.
 This inspire and motivate them to give their best to company and produce quality
products and services. This help in concentrate in organization goals and meet their
expectation.
TASK 3
3.1 Duty of negotiation in collective Bargaining
Collective Bargaining is process of deciding negotiation laws and terms of hired
employee between leader of trade unions and employee leader. These policies and rights include
holiday, incentive of employee, hours, wages working environment etc. In this era, trade unions
have no need as companies started managing HRM in their workplace. Mark & Spencer HR
control and maintain employee relations and their issues related to work, wage and other things
which help company in focus on growth only (Sadikoglu, and Zehir, 2010).
Duty of Negotiation in Bargaining Process -
This procedure solve issues related to wage, holiday and protect rights of employee. here
are some duties of this process:
 Negotiate and foster amiable and harmonised connection in stakeholder of company.
 Prime duty is shape worker final terms and policies as well as wages of employee work
within company and profit employer as well as labours both.
 Bargaining procedure assist business policies of Mark & Spencer.
 This defend relation between employee and employer and create interest in their work
and boost their confidence.
 Build understanding among workforce of Mark and Spencer.
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Source 2: Trade union and Collective Bargaining, 2017
Analyse Collective Bargaining Procedure -
Mark & Spencer maintain separate function i.e. HRM to handle such issues. HRM covers
all bargaining and collective process in M & C. Human Resource Management organise this in
several levels(Mishra, Boynton and Mishra, 2014):
 First Human resource manager assign a representative according communication skills
and qualification. In process, person determines policies and regulation of employee and
organisation.
 Second stage is fixing wage. Manager discuss with manager, HR and CEO allotment of
wages and salary and they examine their financial situation.
 Last level is Settling wages and terms. This consist profit related to negotiation,
therefore, implication of those policies is attained.
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3.2 Impact of negotiation strategy
Negotiation procedure start from second the employee hiring is officially assured in
organisation. This is essential to provide required and deserving wages to employees according
their job. An HR make sure these policies and terms and recruit them on best and minimum
wages and good salary than last company they have worked. Also make sure that company is
gaining profit out of all process and distribution of salary. Mark & Spencer offer them better
opportunities to grow and ambitious future instead of better salary to decrease their stress over
salary. And also organise proper activities and practices by HR ton avoid dispute and create
friendly environment. Here are some impact of negotiation process:
Avoid Trade Union Issues -
Negotiation process create a positive and satisfactory environment for employee and
provide a comfortable and flexible workforce. This help them opportunities to represent equally
in various process of organisation and decision making process.
Control Secrecy -
Such activities help in maintain organisational secrecy of company and their policies and
terms within company. Company satisfies employee needs, requirements and expectation
through giving accurate wages and holidays. This build and enhance potentially and loyalty
toward organisation and therefore, they maintain their official information in their company only.
Develop Work Quality -
Collective Bargaining policies undertake worker hiring on minimum wage. An employee
cannot be eliminated from company except case of discrimination. Collective bargaining process
help in keeping entire employee at same platform. This enhance employee work and
performance and build confidence in them and improve their skills (Meyer and Maltin, 2010).
Represent Every Member -
Each employee is being re[presented after the negotiation process. Company cater
unbiased decision and fair salary distribution is being made for employees. Such practices
balance all terms of organisation and employee in agreement.
Collective Agreement -
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This process lead to an agreement in which collective contract is made. This handle non-
union and union employee and represent contract policies in regard of company and trad union
which help in avoiding crisis in internal environment.
Community Relationship -
These unions are usually stay informed about the social issues and activities. Therefore,
company make contribution in social activities, community development and political practices
through CSR activities that build and strengthen relationship among organization, society and
govt.
TASK 4
4.1 Influence of EU on industrial democracy in UK
Industrial democracy is connection that includes authority and duties and worker decision
making process of a company. Eu has adopted this system years ago but because of a aggressive
connection among British companies and trade unions, this was not suitable in the business
environment.
EU Influence in UK Business -
UK industry was largely influenced by EU and their strategies of business. UK decision making
process, laws and rights of employee and their participation and relation management with
organisation was managed by EU. EU discuss enterprise practice by-
 Expenditure and taxation
 Rules, statute law and rights
 Inspiring business activity grants and support
 By helping and advising for enterprises (Kuvaas and Dysvik, 2010).
Decision Making Process -
Employee participation in decision making procedure is increased after EU laws and
rules in market. In present, company undertake activities that educate and develop skills of
employee. Leaders now are being represented through work council in various Dept. UK market
have achieved success by the offers and acts that have catered by EU through participation of
employer as stakeholder.
EU support importance of involvement of employee in various parts of organisational
activities such as decision making activities, produced product quality, which enforces company
to manage employee rights and polices, health and safety security and provide equality at
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workplace. EU helped in developing and introducing some employee rights and laws in Govt., of
united kingdom.
Thus, EU has improved policies and increased their participation and importance in an
organisation and provide them some relief and benefits. EU have promoted and protected their
rights in European and British business industry (Kim, and Rhee, 2011). Here are some laws and
rights:
 Collective Right- Collective bargaining, Human rights, health and safety, Right of
information.
 Beginning and Public Acquisition- Public procurement, TUPE acquisition, Posted
employee.
 Working parent and cares- Consist Parental holiday rights, maternity rights,Family and
work holiday right.
 Working time- Innovate working time 48hours framework.
 Workplace Equality - Include equal wage (article 157), anti discrimination right, typical
employee right.
4.2 Compare methods to increase employee participation in decision making process
Employee involvement is a significant elements of Human Resource management activities. This
is essential to keep maintaining employee curiosity in work. Mark & Spencer own many stores in
all over the world that make this process more complex to get representation of each employee.
M & S understand its need for enhancing their work skills and keep balancing their excitement in
the company and the work. To satisfy employee expectation and increase participation of worker
in decision making process here are some techniques which can be used:
Source 3: Employee Empowerment, 2017
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Techniques utilized for Worker Involvement and Participation -
There are several methods that can be utilized in order to increase employee involvement
in decision making process which are mentioned below:
 Evoked views related to organisation terms and further plans that will be implemented.
Affect worker for advise ideas and thoughts in leading procedure and plans of action
(Kim, MacDuffie and Pil, 2010).
 Attitude and Behaviour study of worker in order to investigate opinions and views in
several decision making processes. This would assist in searching employee intellectual
understanding and their interest places.
 Product development, deciding of wages, management of performance in order to analyse
influence and employee experiences. Provide them several promotion and profitable
choices that can be accomplished through participation in process of decision making and
volunteer in various activities.
 Commission of duties between senior subordinate and employees. Administer their works
in effective and stimulating ways.
 Management of small quality groups in which starts of employee can participate and
volunteer and can be part of respected work. Eliminate groups of employees according
their skills and perform,aces and provide them chance to involve in extra activities by
volunteering in them.
 Advising policy, which will ensure worker about this step of sharing opinions and views
in company decision making process. Company can prefer their innovative opinions and
provide a place where they can share their views and opinion as well as conflicts.
 Through direct involvement that refer to volunteer in every day routines and other
process of company strategies and planning.
 Increase worker skills and performance through providing accurate information of recent
activities and further plans. Information dissemination can help in accessing employee
activities and their perception toward organisation.
 Giving them profits, promotion, raise in case of effective and better work and
performance of any employee. Individual like to command as authority. This is better and
most efficient technique to get employee participation in company activities (Johnson,
and Yang, 2010).
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 Through organising training and development programme for worker and empowering
them by presenting them advantages of participation.
 Coordinate various seminar, interactive meeting, conference, group discussions and
events and allow them to put their opinions first. BY this they can increase their
involvement in decision making process and maximize their revenues.
4.3 Effect of human resource management on employee relations
This is clear and accepted by companies that in success and achievement of an organisation
employee play a vital role, thus, both are interrelated for success purpose. M & S give preference
to employee relation that is cause of constant success of this company. Human Resource Dept.
manage M & S relation of employee. Here are some affect of HRM:
Friendly Workforce -
Human Resource Management help in building creative and friendly environment in
workplace through managing relation among employee, employer and company and
participation of them in different team work activities. This increase their confidence and
working skills.
Conflicts Mediation -
They communicate with employee and employers and help in resolving tier conflicts and
issues related top their work, salary, satisfy their queries, investigations. Human Resource
Management provide a probable solution of all problems emerged in internal working
environment of company.
Encouraged Worker -
Human resource activities encourage worker in order to participate in company strategies
and decision process (Dörrenbächer and Geppert, 2011). This release their stress and relief them
from work schedule by organising new events and practices.
Discipline -
HR manages and check all function, work of employee, their daily routine and behavior
toward the work. They maintain disciplinary workplace. Also, they changes in policies and plans
in order of any nuisance in fluctuation.
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CONCLUSION
In this report, the importance of Human resource management and it's role in maintaining
employee and employer relation and determining company policies and terms. Also it conclude
the importance of employee relation and need to manage policies and terms of organisation.
Employee relation boost organization performance as well as develop quality of product and
increase competitive advantage. Large enterprises should maintain a separate dept. for managing
employee relations. Therefore, HR not only organise activities and practices to manage those
relations but only decide agreements and policies of company by negotiating terms and condition
between trade unions and company. HRM help in smooth fluctuation of all function of company
as well as work it in systematic and proper way to get maximum profit out of all activities and
strategies. HR lead and manage employee and build a bridge between employer and worker and
resolve their problems and issues and work on their improvement and training.
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