Influence of EU on Industrial Democracy of UK

This presentation assesses the influence of the European Union on the industrial democracy of the UK. It discusses various policies influenced by industrial democracy such as recruiting policies, trade policies, and employee relationship maintenance policies. It also explores popular methods for employee participation and involvement in the decision-making process and evaluates the impact of HRM approach on employee relations.

Employee
Relation

Table of Contents
The assessment of the influence of EU on
the industrial democracy of UK
The popular methods which were used to
gain employee participation and
involvement in the decision making
process
The assessment of HRM approach on
employee relations

The assessment of the influence of EU
on the industrial democracy of UK
There are any policies that are formed by the
European Union to control the internal function of
the organization as well as the business of the
organization. The policies can be termed as the
following policies like recruiting policies, trade
policies, anti-harassment policies, environment
control policies, training policies, employee
relationship maintain policies, HRM policies, safety
and healthy workplace policies and training
policies. All of the mentioned policies are
influenced by the industrial democracy (Akan,
2012) of the employees. Like for example:

Recruiting policies are the initial stages of any
business where the organizations recruit the best
employees to do any particular job. The recruiter
must be very specific to judge the concept and
the knowledge of the employees to check the
ability of the employee.
Trade policies are the license to any organization.
It means that this policy give the allowance to any
organization to trade internationally.
It measures the safety inside the organization
where an employee, especially the female
employees can get the assurance that no
harassment will be there. It means that the
employees will be able to work with ease.

Training policies mainly describe the
situation where the employees of a
particular organization get the best training
sessions to work properly in the field of
work.
Safety and healthy workplace refers to the
situation where the democratic right of
employees are measured. The degree of
freedom of an organization is measured by
this policy. It also helps an organization to
maintain the safe environment where the
employees can work without any fear and
tension.

4.2 The popular methods which are used to gain
employee participation and involvement in the
decision-making process
There are few methods where the
participation and the involvement of the
employees can be described in the field of the
decision-making process. The involvement of
the employees in the decision-making process
is a topic which is debatable. There is a
debate among the managers of the
organization and the employees of the worker
union whether the employees should be a
part of the decision-making process or not.
The methods of participation (Mu ller, 2016)

Participation in the process of
Ownership: This process of participation is
very clear. The employees have the authority
to buy the share of the company, and this
helps the company in the financial field also. It
puts a positive impact on the employees.
Participation at the board level: Industrial
democracy is known to be the representation
of the employee at the board level. In this
case, all the problems of the employees are
kept in front of the managing committee. This
process also helps the authority to invest in
the employee benefit schemes.

Participation in the suggestion scheme: This process of
participation clearly indicates that the employees of the
organization can be a part of the company's decision-making
process where the company may come up with options of
ideas of the employees of the organization and these ideas
may help the organization to increase the level of the
business in the future. The employees are always eager to
join the decision-making process, and the company hopes to
get a fruitful decision after concluding much decision of the
employees.
Collective bargaining participation: This process allows
the employees to take the authority in the decision-making
process. It increases the interest of the employee towards his
or her work in the company. This process of decision making
helps the organization in a different way. But one has to be
careful with this process. There have been cases like the
employees are abusing the opportunity by taking advantages

The participation of the quality circle: A quality
circle in the group of people in the company who are
expert in the particular field of work. This group of
people has the experience of work, or they are more
dedicated towards their work. It is so because the
employees of this group have been maintaining a
good performance in the field of work. They have
achieved all their targets within the given deadline
that make them more effective for the organization.
The involvement of this group in the decision-making
process can help the organization big time. The
organization will get the benefits of the experience of
the team as well as they will get the discipline to
achieve the organizational goals (Sehgal, 2011).

4.3 The assessment of HRM approach on
employee relations
The employee relations are
directly or indirectly
connected with the Human
Resource Management
approach. This approach
contains some features. They
are as follows:

The health care delivery quality must be checked very often as
the general needs of an organization are delivered by the Human
Resource Management team. This team produces the manpower
for any particular organization. After going through the details of
the Human Resource Management approach, one can say that
the main job of this team is to provide the manpower in every
single part of the organization where manpower is needed.
Every organization needs a particular leader who can guide their
employee in every aspect of the work. A true leader does all the
hard works to set perfect examples for their team, and once it is
done, the recommendation for the employee is to follow the path
to achieve the organizational goal. A perfect leader takes the
responsibilities on his/her shoulder and motivates the employees.
This leader is mainly gained from the HRM team. The condition
and the environment of the organization are perfectly understood
by the team. After knowing the situation perfectly, they deliver
all kinds of help to the organization by producing true leaders.

The proper environment of work is mainly set by
this team. Every employee of the organization
looks for a perfect environment to work.
Creating a perfect environment to work is the
best thing that an HRM team does.
After going through every single aspect, one
can say that HRM approach is the best
approach that is available in the market to get
the organizational success (Jeske and Stamov-
Roßnagel, 2012). HRM provides proper eligible
workers for the organization, and this makes the
organization efficient enough to reach the
desired goal within the given deadline and a
disciplined manner

References
Jeske, D. and Stamov-Roßnagel, C. (2012). Success by
inclusion. Organizational Dynamics, 41(4), pp.302-307.
Mu ller, B. (2016). Opportunity or Affection?
Participation of Respondents Partners in a Multi-actor
Survey. Field Methods.
Sehgal, V. (2011). Supply chain as strategic asset. 1st
ed. Hoboken, N.J.: Wiley.
Akan, T. (2012). The political economy of Turkish
Conservative Democracy as a governmental strategy of
industrial relations between Islamism, neoliberalism
and social democracy. Economic and Industrial
Democracy, 33(2), pp.317-349.

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