Work and the Employment Relationship

Work and the
Employment relationship

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Explain the value and importance of employee relation in application to specific organisational
example........................................................................................................................................1
The fundamentals of employment law that apply to specific organisational example................2
Valid suggestions for organisation how they can improve and respond effectively to employee
relations........................................................................................................................................2
TASK 2 ...........................................................................................................................................3
Explaining different types of rights duties and obligations of employer and employees have
within a workplace.......................................................................................................................3
Determining appropriate advice relating to rights, duties and obligation of employment
relationship ..................................................................................................................................5
Psychological contract and employee work life balance.............................................................5
What are the mechanism for managing the employee relationship and provide justified
solutions for the specific organisation.........................................................................................5
TASK 3............................................................................................................................................6
Conduct a complete Stakeholder analysis of the organisation.....................................................6
How stakeholder engagement and contribution can support positive employment relationships
within an organisation..................................................................................................................7
TASK 4............................................................................................................................................7
Analysis of positive and negative impact of employee relation on different stakeholders ........7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Employee relation refers to the efforts out by an organisation to create and maintain a
positive relationship with its employees (Tan, Wang and Lu, 2021). By maintaining good
relation between employees the management hope to keep employees loyal and more engaged
towards work. To maintain good relations between employees an organisation must view them as
their stakeholders not as normal paid labourers. The employees are the stakeholders and
contributors of the organisation so it is important to maintain healthy relation among them to
produce effective work. This encourage the people at management and executive level to get
employees feedback. The management value the input of employees and consider their
experience in decision making. This report highlights importance of employee relationship for an
organisation. It also involves rights duties and obligations of an employee, stakeholder analysis
of an organisation and evaluation of both positive and negative impact of employee relation.
TASK 1
Explain the value and importance of employee relation in application to specific organisational
example
Maintaining employee relation is the key feature of trust between an organisation and its
employees (Alshathry, Clarke and Goodman, 2017). The employees tend to work hard when they
are being appreciated by their supervisor for their performance. The value and importance of
employee relation in context to Debenhams are given below:
Employee engagement: It is defined as the extent to which an employee feel passionate
about their job and workplaces. For example HR manager of Debenhams continuously update
employee engagement, promote honest communication to reflect issues, ask for continuous
feedback etc. in order to promote employee engagement.
Employee Satisfaction: The HR manager of Debenhams promote employee engagement
which leads to satisfaction for their personnel. When employees get satisfaction they tend to
work hard for the sake of organisation.
Employee retention: When employees feels isolated and frustrated in a company they
tend to change their jobs more easily. For example, HR manager of Debenhams can adopt
several ways such as providing non monetary benefits as well as monetary benefits and develop

good mutual relations with employees. It will make the employees feel satisfied at the work and
organisation is able to retain them.
The fundamentals of employment law that apply to specific organisational example
Employment laws are those mediate of relationship between workers, employing entities,
trade unions and the government (Duan, Shi and Ling, 2017). These are basically developed for
protecting the rights of a worker engaged in an organisation. The fundamental laws which are
adopted by the management of Debenhams are given below:
Minimum wage act: The government of United Kingdom has set a basic pay which is
being paid to a worker per hour. The minimum wages are divided according to age of an
individual worker in United Kingdom which are changed every year. The HR managers of
Debenhams have to compile with the law and keep a conduct to pay minimum wages and
salaries to their workers.
Equality Act 2010: This law was brought to protect the employee against any
discrimination at the work place. This act includes guidelines for protection against any
discrimination, harassment, victimisation at the work place. The HR manager of Debenhams
have developed their guidelines to manage any discrimination by following the guidelines set by
the government. For example, employees working at Debenhams does not feel discriminated due
to application of minimum wage act.
Valid suggestions for organisation how they can improve and respond effectively to employee
relations
The interaction between HR representative and workers can have huge impact on the
operations of the organisation (Arslan and Roudaki, 2018). The relation between organisation
and the workers can be improved in any ways. The management can introduce to their co
workers and make them feel valued at the beginning will set a positive impact in their mind. The
management can provide regular positive feedback on their performance to make them feel
valued at the organisation. For example, management of Debenhams can communicate with the
employees at a regular basis, not through memos or emails but impersonally this will make them
feel easy and will be able to express their feelings.