Employee Relations in Hilton Hotel: Analysis of Perspectives, Trade Union Impact, and Key Players

EMPLOYEE RELATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Analysis of unitary and pluralistic reference....................................................................1
1.2 Impact of amendments in trade unionism on employee relations....................................2
1.3 Analysis of role of key personalities in relationship. ......................................................3
TASK 2............................................................................................................................................6
2.1 Evaluation of procedure followed by firm to deal with disputes situations.....................6
2.2 Determination of key features of relationship in particular situations.............................7
2.3 Assessment of effectiveness of steps taken in situation..................................................8
TASK 3............................................................................................................................................9
3.1 Role of negotiation in collective bargaining....................................................................9
3.2 Assessment of affect of strategies of negotiation in conflict..........................................10
TASK 4..........................................................................................................................................11
4.1 Analysis of influence of EU on Industrial democracy...................................................11
4.2 Methods applied to gain the participation of workers....................................................12
4.3 Effect of HRM on employee relations............................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Employee relations are recognised as industrial relations that clearly demonstrate that an
relationship between the employers as well as workers within an industry or organization. It is
also considered as complex process for managers of the firms to maintain effective relationship
with the workers and provide them motivation to retain in organisation (Osman-Gani, Hashim
and Ismail, 2013). In this context, evaluation of Hilton hotel is done to analyse two different
perspective that must be used by firm to resolve the problems and develop employee relation.
Various steps are analysed that provide a clear understanding of directions that must be followed
by the organization to resolve various conflict situations. Moreover, Employee unions are
considered as voluntary group of employees which is may or may not be registered under trade
union act, recognised as representative of employees in business entity. Provisions of European
union are also analysed to achive the clear knowledge of effect of policies on made by them on
business and employee relations.
TASK 1
1.1 Analysis of unitary and pluralistic reference.
Employee relations are analysed as the formal and informal relationship among the
employees and employees at place of work. In every organization weather it is international,
medium and small business enterprise, it is essential to develop positive relations among workers
for the smooth regulation of business . In this scenario, analysis of two main perspective is done
which are interlinked with the employee relations in different ways. It is also analysed that
approaches define two different perception that are connected with the directions through
relationship among employees can be maintained in Hilton hotel for its welfare. These two
perspective are as follows:
 Unitary frame: It is the most important perspective of employee relationship that
depends on the assumptions that there is only single authority in organization which has
the power to take crucial decision. It is also considered as the individuals that are
working on key position in top management has the power to take decisions for welfare
of employees at workplace (Pawar and Pawar, 2016). In this context, this perceptive
determines that managers of Hilton hotel should have the responsibility to encourage the
commitment among the employees at workplace. Moreover, it also states that employees
and employers work together with a common goal of achievement of target objectives. In
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this, that trade union is considered as third party that doesn't play an effective role and
does not support for the resolution of conflict between employees and managers of Hilton
hotel.
 Pluralistic perspective: It is considered as another significant approach that provides an
understanding that the effective employee relations can be accomplished by performing
various negotiations among the staff and managers through the various modes of conflict
resolution (Bach and Kessler, 2011). In this context, managers as well as trade union
plays a significant role towards development of positive relations with employees by
working for benefits of organization. It is also analysed that employees in this perspective
has the power to take decisions related to their welfare at workplace.
Further, it can be said that unitary perspective is considered as effective for the Hilton
hotel as the managers doesn't want the interruption of third party and it will be beneficial in
development of effective relationship at workplace. By evaluating these approaches managers of
Hilton hotel will be able to decide the benefits and impact of recognising trade union within
organization.
1.2 Impact of amendments in trade unionism on employee relations.
In the business environment, changes in trade unionism has provided a major impact on
the regulation of employee relation. Trade union is recognised as the association of workers and
leaders that work together with an aim of protecting the common interest and their welfare at
within the business entity (Camelo-Ordaz and et.al., 2011). It also ensures that employees have
been provided fair working environment, remuneration and other facilities within the
organization. With the continuous changes in environment of business, various changes have
been made by government in laws and legislations that directly affects the regulation of trade
unions. It is the first and foremost common in the field of industrial relations that directly affects
the climate of employee relations as analysed by top authorities and employees. It is also
recognised that employees perceptions towards the climate also tends to be negative in presence
of trade unions at workplace. Firms have also analysed that involvement of trade union has
provided a negative impact on employee relations therefore they have neglected to recognise
them at workplace. Changes in trade unionism has taken place due to continuous growth and
development in macro environment of country which is determined below:
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