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Employee Relations TABLE OF CONTENTS

   

Added on  2020-06-05

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Employee Relations
Employee Relations TABLE OF CONTENTS_1
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................31.1 Unitary and pluralistic frames of reference......................................................................31.2 Impact of changes in trade unionism on employee relations...........................................41.3 Role of main players in employee relations.....................................................................5TASK 2............................................................................................................................................72.1 Procedure organisation should precede while dealing conflict situations........................72.2 Characteristic of ER.........................................................................................................82.3 Effectiveness of process utilized in disputes....................................................................9TASK 3............................................................................................................................................93.1 Duty of negotiation in collective Bargaining...................................................................93.2 Evaluate effect of negotiation strategy...........................................................................10TASK 4..........................................................................................................................................114.1 Impact of EU on industrial democracy in UK................................................................114.2 Methods to gain employee participation in decision making procedure........................124.3 Influence of human resource management on employee relations................................14CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................16
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INTRODUCTIONEmployee relation is a process in which company directs and monitors employees as wellas maintains the relationship between workers and employer. This makes employees commit along term relationship with firm through increasing their potential and boosting confidence. Anorganisation maintains a human resource department to inspire and stimulate employees as wellas negotiating their demands and policies with enterprises (Morris, 2012). HRM ensures theproper functioning of practices by reducing possibilities of disputes and conflicts from workingenvironment through satisfying employee's basic requirements related to wage, holiday and othermatters (Employee Relations, 2010). HR designs and plans programmes for better performanceand increase productivity of commodities which create a positive and comfortable workingenvironment for both employees and the employers. ALDI is the UK’s largest supermarket chain which has expanded in more than 17countries with 10, 1900 stores that deal with exotic products, toys, groceries and broad product’srange. This assignment analyses pluralistic and unitary frame concept as well as change inunionism of ALDI with time. Through this, report evaluates HRM and its participation inemployee relation through using various approaches.TASK 11.1 Unitary and pluralistic frames of referenceThis concept states that ER of a company can be distinguished in two ways which ispluralistic and unitary that offers a unique way of understanding and implication of employeerelation 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 ofemployee or employer. It believes that management of organization has the power to affectdecision 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 theircontribution in ER is not appreciable. This concept agrees with the fact that major reason ofdisputes in internal environment is different perceptions and interests of workers towards aspecific matter which creates high dissatisfaction in context of product that portrays negativeimage of the firm. It is ALDI’s leader’s responsibility to represent company as well as itsemployees in front of public to motivate them.1
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Pluralistic Frame distinguishes management and trade unions in two sub groups in whichentire process of ER is done (Fossum, 2014). An employee should be more dedicated andresponsible towards their leader or employers. This is a perfect perspective with regard tomaintain a better and effective employee relation within organisation. It says that a company ismade up of diverse culture, perceptions, interests, attributes and behaviours. Trade unions areessential for a firm that work as a negotiator and represent the employees assuring them theirimportance within corporate as they play a vital role in functioning of operations and increasingas well as stimulating them for participating in the decision making process. Representativeclaims that collective bargaining procedure is significant as it makes and managescommunication as well as relationship between employees and the enterprise.1.2 Impact of changes in trade unionism on employee relationsAdvancement in industry as well as trade unionism directly impact the employee’srelations. Trade Unions are the members of a group or communities which represent and protectthe rights and laws of employees. New Moderate unions used to maintain these units before 19thcentury but after 1824, trade unions became more revolutionary and established their ownexistence. They fought for fair rights, equality in holidays and appraisal processes along withparticipation in decision making procedure and holidays along with many other rights (Becchettiand et. al., 2012). Here are some alterations that have been occurred in ALDI after changes intrade unionism:Judicial and Governmental -Legislation is being amended after trade union’s support and mutiny for rights of workersin company. UK government has come up with many laws and acts of employee exploitationwhich 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, minimumholiday, etc. Conflicts in their system may cause crisis and loss of assets or financial condition ofan organisation. Technological -Age by age, technologies is becoming more advanced and digital weather it is related togeneral life or business. Modified machinery requires lesser worker their operation which isleading to unemployment. Trade unionism have made progressive changes in laws according torecent situation and protect their job with help of Job Security Right. ALDI have negotiated their2
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