Understanding Employee Relations

This assignment delves into the multifaceted realm of employee relations. It explores various theoretical frameworks and practical implications related to employee engagement, participation, and voice within organizations. The analysis draws upon academic literature, highlighting influential scholars and their contributions to the field. The provided text references specific publications, indicating the depth and breadth of research considered in understanding contemporary employee relations dynamics.

Employee Relations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Unitary and pluralistic frames of reference......................................................................3
1.2 Impact of changes in trade unionism on employee relations...........................................4
1.3 Role of main players in employee relations.....................................................................5
TASK 2............................................................................................................................................7
2.1 Procedure organisation should precede while dealing conflict situations........................7
2.2 Characteristic of ER.........................................................................................................8
2.3 Effectiveness of process utilized in disputes....................................................................9
TASK 3............................................................................................................................................9
3.1 Duty of negotiation in collective Bargaining...................................................................9
3.2 Evaluate effect of negotiation strategy...........................................................................10
TASK 4..........................................................................................................................................11
4.1 Impact of EU on industrial democracy in UK................................................................11
4.2 Methods to gain employee participation in decision making procedure........................12
4.3 Influence of human resource management on employee relations................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Employee relation is a process in which company directs and monitors employees as well
as maintains the relationship between workers and employer. This makes employees commit a
long term relationship with firm through increasing their potential and boosting confidence. An
organisation maintains a human resource department to inspire and stimulate employees as well
as negotiating their demands and policies with enterprises (Morris, 2012). HRM ensures the
proper functioning of practices by reducing possibilities of disputes and conflicts from working
environment through satisfying employee's basic requirements related to wage, holiday and other
matters (Employee Relations, 2010). HR designs and plans programmes for better performance
and increase productivity of commodities which create a positive and comfortable working
environment for both employees and the employers.
ALDI is the UK’s largest supermarket chain which has expanded in more than 17
countries with 10, 1900 stores that deal with exotic products, toys, groceries and broad product’s
range. This assignment analyses pluralistic and unitary frame concept as well as change in
unionism of ALDI with time. Through this, report evaluates HRM and its participation in
employee relation through using various approaches.
TASK 1
1.1 Unitary and pluralistic frames of reference
This concept states that ER of a company can be distinguished in two ways which is
pluralistic and unitary that offers a unique way of understanding and implication of employee
relation in management in British market which is briefly mentioned as below:
Unitary frame states that issues in an organisation do not arise due to personal interest of
employee or employer. It believes that management of organization has the power to affect
decision making process and workers are the main engine of its body (Klarsfeld and et. al.,
2014). Pluralistic frame of references argues that trade unions are not authorized and their
contribution in ER is not appreciable. This concept agrees with the fact that major reason of
disputes in internal environment is different perceptions and interests of workers towards a
specific matter which creates high dissatisfaction in context of product that portrays negative
image of the firm. It is ALDI’s leader’s responsibility to represent company as well as its
employees in front of public to motivate them.
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Pluralistic Frame distinguishes management and trade unions in two sub groups in which
entire process of ER is done (Fossum, 2014). An employee should be more dedicated and
responsible towards their leader or employers. This is a perfect perspective with regard to
maintain a better and effective employee relation within organisation. It says that a company is
made up of diverse culture, perceptions, interests, attributes and behaviours. Trade unions are
essential for a firm that work as a negotiator and represent the employees assuring them their
importance within corporate as they play a vital role in functioning of operations and increasing
as well as stimulating them for participating in the decision making process. Representative
claims that collective bargaining procedure is significant as it makes and manages
communication as well as relationship between employees and the enterprise.
1.2 Impact of changes in trade unionism on employee relations
Advancement in industry as well as trade unionism directly impact the employee’s
relations. Trade Unions are the members of a group or communities which represent and protect
the rights and laws of employees. New Moderate unions used to maintain these units before 19th
century but after 1824, trade unions became more revolutionary and established their own
existence. They fought for fair rights, equality in holidays and appraisal processes along with
participation in decision making procedure and holidays along with many other rights (Becchetti
and et. al., 2012). Here are some alterations that have been occurred in ALDI after changes in
trade unionism:
Judicial and Governmental -
Legislation is being amended after trade union’s support and mutiny for rights of workers
in company. UK government has come up with many laws and acts of employee exploitation
which each firm has to follow for proper functioning of management and so as in ALDI. Legally,
workers are more protected by facilitating fundamental rights such as minimum wage, minimum
holiday, etc. Conflicts in their system may cause crisis and loss of assets or financial condition of
an organisation.
Technological -
Age by age, technologies is becoming more advanced and digital weather it is related to
general life or business. Modified machinery requires lesser worker their operation which is
leading to unemployment. Trade unionism have made progressive changes in laws according to
recent situation and protect their job with help of Job Security Right. ALDI have negotiated their
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teams with such units (Greenhaus, Peng and Allen, 2012). Conflicts in these terms can crate lock
out or strike condition that can result as loss or crisis condition.
1.3 Role of main players in employee relations
Company is made of individuals which participate in different activities on various levels
in order to accomplish the objectives according their skills and abilities. To function in effective
way, those people have to work together and maintain the relationship with each other through
communicating more impressive ways. Here are most important person in ALDI which assist in
proper functioning explained below:
Figure 1: Employee Relations
(Source: Employee Relations, 2010)
1. Government Units -
Through creating and building laws and make appropriator amendments according to
various situation running in present era, government., plays a large role in maintain employee
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relation in a firm. UK government has enacted many rights such as minimum wage, minimum
holidays, rights of health and job security, child labour right etc. These not only help the
government in gaining interest of public but also, help organisation indirectly in managing
effective employee relations.
2. Employee -
Employee work as engine of an organisational structure which enact every practices and
activities for accomplishing its goals and increasing competitive advantages. Company hire these
worker for performing a specific task which maintain major part of management and operations
functioning. Employee need justice and fair treatment where firm want proper and quality of
work. Thus both co-operate over terms and policies that can benefit each of them. Enterprise like
ALDI undertake HRM for such process.
3. Employer -
Employer are significant as they administrate entire operational process and activities
which occur within or outside of organisation related to company. This are major person which
take decisions and finalise the strategies and other essential process which fir, undertakes. HRM
manage relationship between manager and worker of enterprise through increasing
communication and organising team work activities to enhance understanding to avoid conflicts.
TASK 2
2.1 Procedure organisation should precede while dealing conflict situations
Disputes at workplace are considered as a barrier in the path of organisation's success. In
case of such disputes within ALDI, company can take these processes for seeking solution.
Issues and problems in company requires to be resolved within a period of time to avoid serious
situation such as economic crisis, strikes etc. Here is the process which employer or HR should
follow for the convenience:
More Patience
Quick decisions sometime lead to more conflict situations. It is responsibility of an HR to
investigate entire situation and come up with effective and suitable cure of disputes which occur
in their enterprise. Company should make sure that related issues is properly analysed. For this
human resource manager can undertake consultation, suggestion process.
Determine Agreements
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An organisation can negotiate some terms and fix guideline for proper arrangements of
workforce that can help to maintain discipline among them. They should also set limitation and
policies of termination of them in case of any nuisance that would be helpful in solving unique
cases.
Effective Communication
Through effective communication among member of staff, company can create healthy
and better working environment. Employer or HR should seek the major reason of issue and
interact them with their worker for diverse ideas over specific case. There are some issues which
can emerge in external environment but enlarge in internal workforce impacting over system
badly. In such case, organization should analyse and then jump to any conclusion.
Create Understanding
Through building better understanding within employee and company, one can handle all
disputes and examine them easily (Guest, 2011). It can also assist in avoiding possibilities of
disputes and make workplace friendly, comfortable and flexible to perform.
2.2 Characteristic of ER
For success of a firm, managing ER is essential. This not only enhance productivity of
commodity but also satisfy consumer with services that ALDI provide. Here are some of traits of
employee relation which helps in dissolving issues:
Negotiation -
Company can attempt procedure of negotiation for effective communication of terms as
well as policies of it through organizing or coordinating seminars, discussion and meeting. By
creating better understanding, they stimulate employee that indirectly increase productivity and
profitability of an enterprise help to meet the heights of achievements (Welch, 2011). This is a
new trend in UK industry that is made to protect demands and rights of labors.
Ideological Framework -
Conflict can emerge in business within internal working workers. Entire worker and
manager act to execute competitive advantage and aims as well as attain specific consumer. In
respect of variation in opinions in specific task, dispute raise that can create situation of strike
which restrain various operation that is running. All employee want maximum wage for their
work, evolve in information and abilities. When they feel lack in desired outcome, conflict
situation emerge.
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Cooperation -
To attain maximum result from all implemented strategies, company should programme
patterns. Manager has duty to cooperate planned patterns. By impressive interaction activities,
HR can form effective connection as well as reduce misinterpretation possibilities of encoded
content and this assists in deciding common goals and purpose to entire employee and employer
which may be attained by various rules.
2.3 Effectiveness of process utilized in disputes
Large organization often have diverse employee within their workplace belong to
different culture, religion or genders. Therefore, diversity in interest, requirements, demands and
interest may create disputes in internal environment. This can create situation of
miscommunication as they consist have different understanding levels. Issues emerged in such
place can impact over productivity and perform. Productivity of an organization relay over
vision, goals, culture, ability to perform. Discrimination of communication process can influence
sales and services of customers as the process are undertake by workers of a firm. Employee are
responsible for manufacturing and delivering products and services as well as rendering quality
of commodity. Hence, to avoid lack in performance, solution of issues is necessary in ALDI
which are as below:
 By supplying them minimum salary according to their abilities and ask for their opinion
before determining which stimulate their morals (Chang and et. al. 2014).
 Proper elimination of appraisal opportunities in worker to grow and develop that reduce
possibilities of issues and enhance loyalty and commitment of labours toward the
enterprise.
 ER assist in shaping work environment and make it positive through boosting skills and
develop their abilities specialization with the help of training and development.
 In order to reduce issues and grievance from workforce, consultation and suggestion
process is effective that helps in understanding opinions, expectation and needs of worker
as well as analyses major cause of disputes. This can affect positively by creating more
participation in decision making processes.
 Cooperation assist in coordinating and compromising with company policies and rules
that can reduce some trash issues which unnecessarily emerge. This also help employee
through cooperating employer their expectation and terms in regard their task.
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TASK 3
3.1 Duty of negotiation in collective Bargaining
Collective and bargaining process is an agreement with trade unions representative and
HR of a company relatively agree which is often in the sake of rights of employees. Trade unions
in UK had taken a step ahead for the rights and laws of workers to prevent their exploitation in
workplace or factories. But in recent scenario of industrial democracy, trade unions have not
really exists in market, as large organisation such as ALDI have begun to maintain an HRM or
personnel management in sake or goodwill of employee only.
These unions focus over worker's laws and legislation and protect that through aware
them and manage entity terms according to it (Men and Stacks, 2013). In need, they represent
their needs and requirements. ALDI, whereas follows Pluralistic concept to handle relation with
labours and believe in skills or ability. Organization realize value of worker and understand this
concept that employee are major part which help in manufacture quality products.
Role of Bargaining and Negotiation Process -
 Increase performance of workers by undertaking the requirements and expectation in
considerations.
 Assist in seeking solution of resected issues and dispute at workforce.
 Defends legislation and rights of employees and make the modification according to
market changes and trends.
 Represent employee expectation and needs through conveying their message to the top
management level within a company.
3.2 Evaluate effect of negotiation strategy
When a recruitment process is being held by an organization, the procedure of negation
and bargaining begins. Human resource manager try to hire those employee in minimum salary
they can offer but better than previous. ALDI’s HR will undertake this in order to motivate and
stimulate employees of their company. Here are some effect that bargaining and negotiation
process have:
Negotiate with Secrecy Terms -
ALDI contains some confidential terms as like other large corporation in industry which
they have to maintain in regard of proper follow and sustain without conflicts or crisis.
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Negotiation process satisfies lobar which indirectly assures company that their terms and policies
are safe (Bach, 2012).
Reduce disputes with Trade Union -
HRM of organisation help in reducing conflicts with trade unions by managing and
providing fundamental rights of employees as well as maintain better working environment.
Therefore, there remain no need of trade unions involvement in solving conflicts.
Enhanced Abilities -
This procedures helps a firm in maintain the communication and relationship between
staff members of ALDI which facilitates equality and reduce discrimination as well as workforce
issues. Hence, it satisfy employee and for the sake of it, HR coordinate training and development
activities for internal worker.
Corporate Agreements -
Human resource manager of company determines some terms and policies of contract or
called agreements over which ALDI and its employee agree to follow. This helps organization is
managing proper discipline in workplace for every bodies (Saridakis, Muñoz Torres and
Johnstone, 2013).
HR finalise and determines some agreements over which both employee and enterprise agree
that reduce conflicts situation.
Relationship with Society -
Organisation like ALDI contribute in social issues and problems through the help of CSR
activities in order to create a better goodwill of company in respected community as well as help
government in social affairs through participating in national practices. This also assist in
attaining consumers that directly increase sales and revenues.
TASK 4
4.1 Impact of EU on industrial democracy in UK
To grow or develop in workplace, employee are provided freedom and equal allocation of
rights as well as opportunities which is also called as industrial democracy. UK market have
been affected after the changes that have been catered by European Unions to render liberty in
workforce. In the previous time, worker was often dominated by British market but later from
19th century, new era of employment democracy have come which facilitates them some rights
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and credit of their performance in form of appraisal, promotion, and recognition of own work.
Now present legislation system provide them rights and laws which release their stress in hectic
working situation. These include minimum wage, child labour act and many other which is made
in sake of worker.
Decision Making Process -
European Unions increased employee involvement in decisions making process by
providing some fundamental rights in workplace. This manage and control the relationship of
company with worker and build a connection of them with employers. Brexit is trying to
eliminate from UK market but they are still under control or impact of EU which defend them
from being exploited at workplace (Peloza and Shang, 2011). It also aware worker of their rights
through recognising many campaigns for strengthening unit and protest for inappropriate things.
Here are some legislations and acts which protects employee that are as follows:
 Holidays over particular times consist of parental leave, maternity leave, sick holiday and
leave on critical times.
 Minimum office time.
 Minimum wage right.
 Equal chance to develop and evolve and optimistic environment at workplace.
Impact of EU on the UK Market -
UK is greatly influenced by EU and its decisions in many ways in which industrial
democracy is great example of it (Ng and Feldman, 2012). To provide importance of employee
and their work, they fought for their rights and helped in increase their place in society and in
market. This proved indirectly beneficial for large organisation as well as small business groups
as it influence results through stimulating labours. Utilization of negotiation and bargaining
process is undertake for expenditure and taxation, duties and limitation etc.
4.2 Methods to gain employee participation in decision making procedure
To raise a kid, it is necessary to create a creative aura and proper discussion along with
pampering them to flourish positively (Bach and Kessler, 2011). As a kid, company require
proper nourishment of every part of its management along with appropriate nourishment which
include ER that helps in development process of a firm through boosting productivity and overall
entity. For that, ALDI needs participation of their employee in decision making process that also
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will provide creative ideas related to any issue. Here are those methods through which they can
reduce conflicts and increase labor involvement:
1. Consultation -
ALDI can undertake consultation process under their process of ER to maintain
relationship and control dispute situation. This helps in avoiding stress from working
environment and give a fresh aura or feeling to employee which boost their values by
reconfigure their abilities. It can also assist in seeking the cause of major reason of issues and
reach to the root of issue. For adopting this in their management, ALDI will require to follow
legal process of consultation and registration of it.
2. Behavior Survey -
For understanding the type of employee and their perception, vales, beliefs and needs, an
organization require and or perform a survey over their experience and attitude toward the job
and company. Through this they can come up with findings over which ALDI need a
development. On the parameters, they can amend policies and terms which render new
cooperator to work on. Feedback or responses aid in identifying proper required area that need
to modify as well as strengths and weakness of a firm.
Figure 2: Employee Participation
(Source: Fossum, 2014)
3. Strategy of Suggestion -
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To increase participation in decision making process, this is the most effective planning
which can help organization to meet the depth of employee's mind and perception level as well
as enhance creative and innovative ideas which company can come up with (Marchington and
Suter, 2013). Employee should be motivated by ALDI in order to share their views, pinions,
thoughts and concept over a specific ideas with interacting them through meetings, discussions,
team work activities and other interactive seminars. Suggestion may prove helpful in order to
solve disputes.
4.3 Influence of human resource management on employee relations
In present era, company maintain a different HRM to manage personnel issues and proper
allocation of work to specific person. Human resource management work as a bridge between
employer and employee and strengthens its roots through organising interactive sessions as well
as team work activities (Newsom, Turk and Kruckeberg, 2012) They deal with worker and
organisation the terms of negotiations and designs various programmes which is held to proper
functioning and refreshing environment. They identify needs of personnel in order to satisfy
basics of staff member that directly and indirectly affects the functions and operations which
builds a better image of ALDI among market, public and society.
Human resource management reduce grievances and disputes situation through
considering demands of worker. They determines the enterprise policies discussing it with
leaders and communicate it with staff members undertaking basic laws and rights of an
employees. HR organise selection and recruitment process in which they discuss terms and
minimum wage that worker desire to have and negotiate their requirements with company
limitations. HR make sure that each of them is getting equal chance to develop and there is no
discrimination within workplace (Employee engagement Issues in Multinational Companies,
2015). Also they evolve their abilities and skills through organising training and development
which assist them enhancing their work productivity.
CONCLUSION
It can be concluded from the above report that participation of employees in various
organizational activities not only create strong, positive and flexible internal environment but
also enhances performance and productivity of company which increases the overall sales.
Human resource management assists organization in negotiating the terms of workers by
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managing personnel with providing them equal opportunities to represent themselves at work. It
has been assessed that HR not only strengthens ER but also avoids the risk of issues and conflicts
from internal working environment which motivate its culture and performance as well as lead
organization to success. Overall, it can be said that to avoid trade unions and sustain in the era of
industrial democracy, a firm must follow rules and legislation set by government that can control
upcoming threats.
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REFERENCES
Books and Journals
Bach, S. and Kessler, I., 2011. The Modernisation of the Public Services and Employee
Relations: Targeted Change. Palgrave Macmillan.
Bach, S., 2012. Shrinking the state or the Big Society? Public service employment relations in an
era of austerity. Industrial Relations Journal. 43(5). pp.399-415.
Becchetti, L. and et. al. 2012. Corporate social responsibility and shareholder's value.Journal of
Business Research. 65(11). pp.1628-1635.
Chang, S. and et. al. 2014. Do high-commitment work systems affect creativity? A multilevel
combinational approach to employee creativity. Journal of Applied Psychology. 99(4).
p.665.
Fossum, J. A., 2014. Labor relations. Mcgraw Hill Higher Educat.
Greenhaus, J. H., Peng, A. C. and Allen, T. D., 2012. Relations of work identity, family identity,
situational demands, and sex with employee work hours. Journal of Vocational Behavior.
80(1). pp.27-37.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Klarsfeld, A. and et. al. 2014. 9.78 E+ 12: Country Perspectives on Diversity and Equal
Treatment. Edward Elgar Publishing.
Marchington, M. and Suter, J., 2013. Where Informality Really Matters: Patterns of Employee
Involvement and Participation (EIP) in a Non‐Union Firm. Industrial Relations: A
Journal of Economy and Society. 52(s1). pp.284-313.
Men, L. R. and Stacks, D. W., 2013. The impact of leadership style and employee empowerment
on perceived organizational reputation. Journal of Communication Management. 17(2).
pp.171-192.
Morris, T., 2012. Innovations in banking: business strategies and employee relations (Vol. 22).
Routledge.
Newsom, D., Turk, J. and Kruckeberg, D., 2012. Cengage Advantage Books: This is PR: The
Realities of Public Relations. Cengage Learning.
Ng, T. W. and Feldman, D. C., 2012. Employee voice behavior: A meta‐analytic test of the
conservation of resources framework. Journal of Organizational Behavior. 33(2).
pp.216-234.
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Peloza, J. and Shang, J., 2011. How can corporate social responsibility activities create value for
stakeholders? A systematic review. Journal of the academy of Marketing Science. 39(1).
pp.117-135.
Saridakis, G., Muñoz Torres, R. and Johnstone, S., 2013. Do human resource practices enhance
organizational commitment in SMEs with low employee satisfaction?. British Journal of
Management. 24(3). pp.445-458.
Welch, M., 2011. The evolution of the employee engagement concept: communication
implications. Corporate Communications: An International Journal. 16(4). pp.328-346.
Online
Employee Relations. 2010. [Online]. Available through:
<https://www.slideshare.net/AarishShahab/employee-relations>. [Accessed on 12th
September 2017]
Employee engagement Issues in Multinational Companies. 2015. [Online]. Available through:
<https://writepass.com/journal/2012/12/employee-engagement-mnc-fast-food-company/
>. [Accessed on 12th September 2017]
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