The Influence of the EU on Industrial Democracy in the UK

This presentation explores the influence of the EU on industrial democracy in the UK, including partner-based relationships, employee education and benefits, and considering the interests of employees. It also discusses methods for gaining employee participation, such as participation at the board level, through ownership, collective bargaining, suggestion schemes, complete control, and job enrichment. Additionally, it examines the impact of human resource on employee relations, including diversifying and increasing labor relations, building strong relationships, motivating employees through rewards, providing efficient working conditions, maintaining a positive corporate culture, and assisting employees through training and development programs.

Employee relations
Task 4

Employee relations

4.1 The influence of the EU on
industrial democracy in the UK.
 European union introduced partner based relationship- To improve
the communication between companies of Europe and UK
 To educate the employees and provide benefits- Educating employees
about their rights and providing them benefits which are implementing in
whole Europe.
 Considering interests of employees- Policies framed by EU influences
the employees and workers of UK as employer as to consider the interest
of employees.

Cont...
 Increase Worker Participation in Management- EU policies ensure
the participation of workers in decision making process or various
organisational activities.
 It helps to manage time and resources- Utilisation of time and
resources for sustainable growth and development.

4.2 Methods for gaining employee
participation
 Participation at the Board Level- It can help to solve the problem
and solve the problem and issues in front of each members in the
management and guide the board of members provide various benefit
schemes in front of employees.
 Participation through Ownership- The another way to ensure the
workers participation that help the organisation in decision making
process to satisfy the shareholders in the company by introduce to buy
equity share.

Cont...
 Participation through Collective Bargaining- In this employee can
participate through collective bargaining and they have to follow rules
and regulations.
 Participation through Suggestion Schemes- The workers also
participate through suggestion schemes that will give the workers an
opportunities they come up with new ideas

Cont...
 Participation through Complete Control- In this there is full control
and self management process through which employees by union act
 Participation through Job Enrichment- Expand the reward and
motivational techniques that will motivate the workers the workers are
involved in the decision making process

4.3 Impact of human resource on
employees relations
 Diversify and increase labour relations- Human resource manages
the diversity in the organisation which eventually improves the
relations between workers and employers.
 To build a strong relation among people- HRM practices in the
organisation tends to build the strong relation among employees.
These practices include team building exercices and role playing.

Cont...
 Motivate them by rewards- Various rewards and benefits which are
designed by the HRM in the organisation are provided to improve the
employee relations.
 Working Conditions- HRM impact the employee relations by
providing efficient working conditions to the employees.

Cont...
 Corporate Culture- Celebrating every festival or events including
birthday of every employee help in maintaing positive culture which
leads to increase in employee relations.
 Assisting Employees- HRM of the organisation provide frequent
training and development programs whih help employees to overcome
their drawback and lead to effective employee relations.

REFERENCES
Addison, J. T., Portugal, P. and Vilares, H., 2015. Unions and collective
bargaining in the wake of the great recession.
Anzia, S. F. and Moe, T. M., 2013. Collective bargaining, transfer rights, and
disadvantaged schools. Educational Evaluation and Policy Analysis,
p.0162373713500524.
Avouyi-Dovi, S., Fougère, D. and Gautier, E., 2013. Wage rigidity, collective
bargaining, and the minimum wage: evidence from French agreement data.
Review of Economics and Statistics. 95(4). pp.1337-1351.
Colombo, M., 2013. Introduction. Pluralism in education and implications for
analysis. Italian Journal of sociology of education. 5(2).
Fisher, A. D., 2015. Legal Pluralism and Human Rights in the Idea of Climate
Justice. Oslo Law Review. 2(3). pp.200-224.

REFERENCES
Addison, J. T., Portugal, P. and Vilares, H., 2015. Unions and collective
bargaining in the wake of the great recession.
Anzia, S. F. and Moe, T. M., 2013. Collective bargaining, transfer rights, and
disadvantaged schools. Educational Evaluation and Policy Analysis,
p.0162373713500524.
Avouyi-Dovi, S., Fougère, D. and Gautier, E., 2013. Wage rigidity, collective
bargaining, and the minimum wage: evidence from French agreement data.
Review of Economics and Statistics. 95(4). pp.1337-1351.
Colombo, M., 2013. Introduction. Pluralism in education and implications for
analysis. Italian Journal of sociology of education. 5(2).
Fisher, A. D., 2015. Legal Pluralism and Human Rights in the Idea of Climate
Justice. Oslo Law Review. 2(3). pp.200-224.