logo

Employee Relations Assignment- Assignment HRM

   

Added on  2020-06-06

15 Pages5532 Words32 Views
Employee Relations

Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Explanation of unitary and pluralistic frames of reference...................................................11.2 Impact of alteration in trade union on employee relation.....................................................21.3 Key players role in employee relation..................................................................................3TASK 2 ...........................................................................................................................................42.1 Process an organisation can follow while dealing with different conflict situation ............42.2 Main feature of employee relation in case of conflict situation............................................52.3 Effectiveness of various methods that are used in resolving conflict ..................................6TASK 3............................................................................................................................................73.1 Role of negotiation in collective bargaining in present conflict situation............................73.2 Affect of negotiation strategy................................................................................................8TASK 4 .........................................................................................................................................84.1 Affect of EU on industrial democracy in UK and changes after exit of UK from EU.........84.2 Methods to gain participation of employees in decision making process.............................94.3 Affect of human resource management on employee relations .........................................10CONCLUSION .............................................................................................................................10REFERENCES..............................................................................................................................12

INTRODUCTIONAll the companies want to make a connection with their workers because, now, theyunderstand that they are one of the main asset of an organisation. Employee relation is basicallydeals with proper communication between employee and their employers. This concept is gettingpopular due the increasing need of quality workforce. Their was a time when most of the firmsdo not consider human resource as an important part of the business (Frone and Trinidad, 2012).They treated them like machines which can be considered as the prime reason the enterprises inold time fail to earn loyalty of staff members. HR department do not only focus on removingconflict between management and workers, they also work as a bridge between both sides. Tescois a successful company in retail sector and almost 500,000 people are working in thisorganisation. This file will discuss about impact of changes in trade union and their affect on theemployee relation. Role of important players in an organisation will be discussed under thisreport. The process for resolving a conflict will also become part of this assignment. Somenegotiation strategy will get cover in this file. Various methods of employees participation willget discuss under this project. TASK 11.1 Explanation of unitary and pluralistic frames of referenceThese two perspective are very popular in this era, both of them are completely differentfrom each other. The working environment various corporations differ because of their visionand culture. Below are two approach for maintaining employee relation:Unitary perspective – This theory runs on an assumption that interest of both employerand employee is same. Management of a company do not like to hear any suggestion for thechange from workers sides because they considered it irrational. Conflicts is not a good thingaccording to this perspective, top level managers do not support the idea of involving staffmembers in the process of decision making (Maurer and Chapman, 2013). They argue that whenboth sides share same objectives and their thinking is also same then how can personnel givesome valuable advice. The idea of trade unions is also against the thinking of employers in thisperspective, they assume that employee are loyal to them and they also support the idea of singleauthority. 1

Harmony in the organisation is basic assumption of this concept, dispute is alsoconsidered as an unnecessary point and conflicts is only happen in exceptional cases. Accordingto this perspective, complete organisation work as a single unit and views of two people aresimilar to each other. This theory expect that if a trade union is formed in the enterprise then itsmain aim will be enhancing the loyalty of the workers towards the employer. Pluralistic perspective – This approach is considered better then earlier one because itdoes not neglect the role of workers in the employee relation (Fernet, Austin and Vallerand,2012). It assumes that there are some sub groups in every organisation and employee choosetheir leader according to choose. Once they make this important call then they do not refuse theorder given by their chosen manager, group members are loyal towards their leader. Employeeunion and management are two form of sub groups. According to this theory, the prime cause ofany conflict is distribution of the revenue which is earned by an organisation. Companies alwaysfeel that they are paying more money to the staff members compared to skills, on the other hand,personnel feel that they never get the actual remuneration for the performed job. Trade union canraise their voice in-front of the management in order to express the problem of workers. 1.2 Impact of alteration in trade union on employee relationThe concept of trade union gained popularity in 18th century. In this era, employer werenot concerned about the issue of workers and they were treating them like slaves or animals.When people get basic knowledge about their rights then they formed various types of tradeunions for raising the troubles in front of the employer. Courts in UK gave many decisions in thefavour of workers and they earned legal power for filing a case against management. After sometime, trade unions started to use their power in the wrong manner (McClean and Collins, 2011).In 1920, this problem touched its peak point. Large number of employee raised an issueregrading decrement in their salary. Demand of coal mineral was decreasing in this time soemployer could not pay them remuneration according to the promise which they had made tothem. But workers did not concern about this genuine problem and they argued that manager areeating their share of profit. A person died at the time of protest and the relation betweenemployee and employer suffered badly.Gradually companies concentrated on the important of good connection with personnels.This gave a rise to human resource department. In present era, every small or big corporation hasthis division in their organisation (Snodgrass, 2012). An employee can go to HR team if they2

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Employee Relations Assignment | HRM Assignment
|15
|5126
|35

employee relation management Tesco
|17
|5667
|49

Lectures on Conflict Resolution in EMPLOYEE RELATIONS University
|19
|5229
|398

Impact of Human Resource Management On Employee Relations
|15
|5212
|136

Employee Relation in NHS - Assignment
|17
|5592
|78

Introduce to Employee Relations
|16
|5486
|54