Employee Relations and Performance Management

The assignment delves into the crucial aspects of employee relations and performance management within organizations. It examines various factors influencing employee well-being, such as job satisfaction, engagement, voice, and perceived justice in performance appraisals. The document analyzes the relationship between these elements and organizational performance, highlighting the importance of effective communication, fair practices, and supportive work environments.

Employee Relations

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................2
1.1 Explain the unitary and pluralistic frames of reference....................................................2
1.2 Assess how changes in trade unionism have affected employee relations.......................3
1.3 Explain the role of the main players in employee relations.............................................4
PART 2............................................................................................................................................5
2.1 Procedure to deal with a conflict situation.......................................................................5
2.2 Key features of Employee Relations................................................................................7
2.3 Evaluation of effectiveness of procedures used...............................................................7
3.1 Role of negotiation in collective bargaining....................................................................8
3.2 Negotiation strategies and their impact on Employee relations.......................................8
TASK 3............................................................................................................................................9
4.1: Assess the factors of EU on industrial democracy in the UK.........................................9
4.2: Comparison of various method to again employee’s participation and assistance.......10
4.3: Assessment of impact on human resource management approaches............................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
In general context, employee relation is definite as a mutual understanding among
employee and employer. At this, several issues and problems also get arise cause of many
reasons which may occur less productivity and performance level; it results organisational
success also suffered. Thus, it is essential for management to keep strong and healthy relations
with employees in order to raise workforce efficiency (Hou and Reber, 2011). But firstly, they
also have to determine issues or problems of staff members and take corrective actions on the
same to resolve in a minimum time period. Strong interactions with employees also boom up
market goodwill of the firm as well. Vodafone is the chosen organisation in this present report; it
is one of the largest telecommunication service provider in UK. As of March 2018, there are over
17.5 million subscribers of Vodafone whereas in 2017 the network had totally rebrand and
introduced itself with digital technology. Apart from this, the report is going to be defined
various frame of reference of employee relations. There will be a discussion upon changes in
trade unions affect employee relations of the company. The assignment also dictated a systematic
procedure should be followed by management while dealing with conflicts. Furthermore,
influence of the EU on industrial democracy in the UK will also discussed later.
TASK 1
1.1 Explain the unitary and pluralistic frames of reference.
Employee relations are formed in order to accomplish common business objectives. It
essential for management to ensure about positive relations with entire workforce for developing
a sound working environment within organisation. Hence, human resource department of
Vodafone should care about the areas which aids in managing good relationship with employees.
HR manager of the firm also have to acquire different theories in respect to dictate conflicts and
take actions to resolve them in the best possible manner (Kim and Rhee, 2011). In this manner,
many theories are made in accordance to determine main cause behind these issues and prepare
essential amendments for the same. Following is defined two main theories, i.e. unitary and
pluralistic theory, such as -
Unitary theory – Each and every approach has its own assumptions and unitary theory
anticipate that there are no disputes within organisation if employee and employers have same
area of interest. The theory direct staff members to work together so as to attain common goals
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and objectives of the company as if all workers gives equal contribution in order to accomplish
firm's goals and targets. It is the responsibility of management to evaluate efficiency or all
workforce in comparison with target attainment (Kim, MacDuffie and Pil, 2010). At this time,
job satisfaction as well as enrichment is quite high, for instance – in Vodafone UK all staff
members are performing their roles effectively which are aligned to obtain customer satisfaction
level. Unitary approach is developed in reference to reduce all confusions which are being
usually occurred while performing any task or activity. In addition to this, the theory also
focused on serving customers effectively and for this Vodafone should provide training and
development assistance to them as they can deliver quality and value added products to
customers. Unitary approach also states that managers are the people who are liable for
managing or handling all tasks at workplace; no leader are there who create hurdles. Mangers are
designated to make their employees committed towards their work so that these employees are
productive for a business. It is fundamental for all employees behave wisely to obtain mutual
goals imperatively.
Pluralistic theory – On the other hand, pluralistic theory refers that there are various
differences between interest of employee and employers; thus there have to be formulated trade
unions from workers' perspectives. Trade unions are liable to represent employees' interest
among managers in a proper manner. Pluralistic approach has concerned that leaders can be
opposed at some situations which increases conflicts at workplace that can be avoidable or non-
avoidable. Formulation of trade unions helps to deal with all issues fairly and these are main
source of bargaining with employers in order to protect employees' rights or interest (Larson,
2017). As per pluralistic approach, rules and obligations could not be rigid to reduce
organisational issues. In Vodafone, trade unions has a significant role to connect employees with
management to take necessary business decisions and improve the quality of services.
Management can also discuss problems with represents of such UNITE to diminish
misunderstandings or confusions; it results staff members get motivated and freely share their
ideas with management towards accomplishment of business goals and objectives.
1.2 Assess how changes in trade unionism have affected employee relations
Trade unions are the representative of employee which interacts with management and
share workers' problems with them. In simple words, its an association of employees which aims
to preserve and advance the rights of its members. Along with this, the main purpose of trade
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unions is to obtain and expand the terms and conditions of workers and make it more flexible as
much as possible; all this can be done through collective bargaining (Lavelle, Gunnigle and
McDonnell, 2010). The term collective bargaining takes place while negotiations are being made
by trade unions so as to resolve matters regrading paying or compensations of employment.
Furthermore, trade unions are look out different issues, like- removal of child labour and
developing social welfare activities. They are also emphasis on providing training and
development assistance to employees with an aim of improving their skills and abilities as per
the emerging trends of business environment.
However, certain changes are occurred in aura of trade unions which hinder employee
relations of the company, such as -
 Technological – Continuously improvements in technological aspects which lead a firm
to diminish utilisation of labour that affects indirectly employment in an adverse manner.
Vodafone is always willing to amend regulations and legislations which are linked with
retrenchment of human resources. Thus, trade unions of the company acts as shield and
protect staff members to preserve them from any kind of retrenchments. Advancements
in technology helps the company to expand its operations by managing healthy and
strong employee relation.
 Political and legal changes – It is one of the major elements that directly affect on
prospectus which are associated with employee relations in Vodafone. In addition, it is
essential for top management to adhere all laws and legislations which have been
formulated by UK government so as to avoid or reduce disputes which can occur at
within business associations.
1.3 Explain the role of the main players in employee relations
In a business organisation, there are several people are getting involved to maintain
strong relation with employees. However, for this purpose it is essential for managerial level
people to take initiative in listening employees' and take corrective actions to resolve (Li and
Yeo, 2011). These are the major players of managing employee relations, such as -
 Employee and employer – The prime motive of staff members is to complete assigned
tasks or activities in the best possible manner thus firms can achieve its goals and
objectives. As same as managers, it is the obligation for employers to follow proper
guidelines while doing working processes. Apart from this, managers also plays a crucial
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role in improving relationship with employees. It is essential for front line managers to be
ensure about rendering a positive working environment as they could not involved in
illegal or unethical practices (Marchington and Kynighou, 2012). Top management also
liable for motivating or inspiring employees by creating a competitive environment at
workplace. Therefore, it can be said that managers and employees both are the key
players of developing employee relations.
 Trade unions – In large business organisations, where large number of employees are
working trade unions are formulated which performs on behalf of employees. The main
role of such unions is to protect employees' interest and convey the same to management.
It reduces the chances of industrial conflicts by making free communication between
employee and employers. It provides a voice to staff members which should be heard on
several aspects of personal policies.
 Government agencies – As a multinational business organisation, it is required for
Vodafone to strictly amend all laws and legislations which are framed by British
government. It supports for long term growth and survival of the company at
marketplace. Various laws, like – health and safety law, minimum wages act, data
protection act, tax and payment act etc. all should be fulfilled in systematic manner.
PART 2
2.1 Procedure to deal with a conflict situation
While working in a competitive environment, it is very crucial for the companies to face
various types of challenges that are coming their way while doing their business activities. There
are so many times that conflicts are also arise because of these situations. The situations can be
in the form of disputes, strikes, lockouts etc. Therefore, it is very much necessary for the
management of the companies to take up various types of procedures so that these kinds of
conflicts can be resolved in a proper manner (Bach and Kessler, 2011). Vodafone is also
implementing various procedures so as to solve the issues which are going on in the business
environment. These issues are being divided into four parts which are as follows:
 Inter personal: These kinds of issues arise when two employees who are working on a
same level gets into a fight. Here, the managers are required to sort out this matter in a
proper manner.
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 Intra personal: In this kind of conflict, the employees are facing issues with their own
self. They are not all satisfied with the kind of work they are doing in the company.
 Strategic: This is a kind of conflict which is being arise by those kinds of employees who
are not all satisfied with the kind of work that is being done in the company and their role
as well.
 Structural: Here,conflict arises between line managers and staff managers, marketing and
marketing department .
Basically, there are two methods which are required to be implemented so as to handle the
disputes which are going on in the company. These are as follows:
Collective Disputes – These are the kinds of disputes which occurs through various kinds of
factors such as the terms and conditions of employment are being changed or is not being
bifurcated in an equal manner (Becchetti and et. al., 2012). Because of this, employees are
raising their voices against the company. As per the case described, as per the negotiation which
is done between BMA, NHS employers and government; NHS should make use of this method
so as to solve the conflicts which is going on between BMA and Govt. The process is being
described as follows:
 In the starting, a normal discussion is required to be conducted between BMA , NHS and
government.
 Now the main cause because of which conflict is being arise is discussed and the whole
matter will betaken to the HR manager.
 The manager is being given sufficient time to resolve the issues which are going on in the
company and take some serious actions against it (Borg and Söderlund, 2013).
 If the HR is able to solve this then it is very good but if not then this matter will be
shifted to the district forum.
Strikes and Lockouts – This is a kind of techniques which is being adopted by those kinds of
employees who are not all happy with the management of the company they are working into.
There are various kinds of issues which are included in this like extra work pressure on
employees, not receiving the salary on time, unproductive working environment etc. In case of
NHS, they should try to settle the matter by negotiating between BMA and government.
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2.2 Key features of Employee Relations
It is very necessary for all the companies to maintain effective employee relation in their
company because then only they will be able to conduct all the functions and activities in an
effective manner. The main features of employee relations which are arise at the time of conflicts
are as follows:
 Disturbing relations between staff members:- Here, the staff is not ready to work in a
team and they are not having a comfortable relation with one another. There is no proper
communication between the employees of the company and this has a direct impact on
the services which is being delivered by the company to their customers. In case of NHS,
doctors are not given equal opportunity and also BMW is not ready to renew its contract.
Dissatisfaction from the company:- If company will not focus on the issues and conflicts
of the employees who are working I the company then tit will make the employees unsatisfied
after which their performance will be impacted as well (Devonish, 2013). This situation can
come in control if they will handle it in an effective manner and listen to the issues and worries
of the employees and solve it as well.
Ideology Framework- Here, NHS is required to follow a procedure which is implemented
in various other companies and will give successful results as well. They should try to find an
ideal example from the other companies and try to learn from them so that situation can become
better in this company.
Conflict and Cooperation-Here, it is very essential for the companies to take care of their
activities as government is also involved in all the actions which are going on in the company.
Cooperation from both sides is very much required so that effective results are achieved.
Consultation and Negotiation- In this, it is projected that whatever be the situation it is
always essential for the employees to consult their top level management if they really want to
bring the situation under control (Fuertes, Egdell and McQuaid, 2013).
2.3 Evaluation of effectiveness of procedures used
It is required to be assessed that solving a situation is never easy so it is very much
necessary that the person who is being the responsibility to solve the problems must be aware
about it so that they can handle it in more proper manner. In case of NHS, they should try to
solve the problem by contacting the dispute handling committee after which is small discussion
will conducted between administration and staff where workers will be able to tell their issues
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straight to management. So, if these steps will be followed then it will be beneficial for company
only as they will be able to get to now about all the employees in a detailed manner and will be
able to solve their issues within the time specified as well. In short evaluation process is like:-
 Interpreting the conflict in a corrective manner
 Stating the problems of the employees
 Listen to outcome of the administration
 Providing solution to the acknowledged problem an if not then the problem will be
restated.
3.1 Role of negotiation in collective bargaining
Collective bargaining can be defined as a process of negotiation which is being
conducted in respect with the issues which are being going on in the company in relation to their
promotions and the working hours of the employees (Gupta and Kumar, 2012). With this
process, the employer tries to solve all the issues of the employees so that they work in more
effective manner. Union officials are appointed by the company in front of which the issues are
being presented to the employer and then solutions are being given by mutual judgement.
Negotiation Assist in Developing the Effectiveness of Collective Bargaining
Procedures- Here, basically all those issues are being recognised because of which company is
growing in a very slow manner. Through this, they will be able to reduce the conflicts and
disputes which will be arise in the company.
Negotiation Assist Organisation in Regard of Meeting Effective Results - Under this,
the major issue is being discussed in front of the leader and later on the employer can introduce
new plans with the help of higher authorities so that company can grow in their own manner in
the market.
3.2 Negotiation strategies and their impact on Employee relations
Since it is known that collective bargaining process is having an impact on the functions
which are going on in the company . Following activities are considered to know impact of
negotiating strategies:-
Improve quality of work - Collective bargaining process will help the company in
improving the quality of work which is being done by the employees. With this, the employees
will become happy with the management of the company and thus they will be performing in
more effective manner. They also become more dedicated and loyal.
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Avoid conflicts of trade union - It is that process which help in avoiding the trade union
problems and issues of an organisation. This will reducing and eliminating the rid of such
barriers and also developing safe environment and provide them equal level of opportunities for
their desired employees and employers in better manner (Gupta and Kumar, 2012). In addition to
this, it is required for firm is to eliminating and avoiding the trade union issues and problems
which occurs in the firm.
Maintaining secrecy - In this, the business tries to maintain and also keep secret of their
strategies and policies in any situation. Along with this, company mainly hold their potential
employees and company manager equal balance by serving them desired wages, requirements
and hours within an organisation. Also this is necessary for firm is to maintain secrecy regarding
their company data and information from any other person.
TASK 3
4.1: Assess the factors of EU on industrial democracy in the UK
It has been found that there are various factors those are affecting the profitability
position of the company. These are helpful for the management of industrial democracy in
various parts of UK. Some of them are discussed underneath:
Industrial democracy: It is implying that all workers that are taken into account to be the
reliable partners of an organization and increase their empowerment in respect to take necessary
decision in coming period of time. It consists of worker committees, recommendation, joint
council are some vital techniques that influence in industrial democracy of the company.
Through indirect the workers are taken into account to take participation in the decision making
activities through sending its members (Mowday, Porter and Steers, 2013).
 European work councils: Such kind of bodies are representing the employees of an
organization in various parts of UK. This particular community used to make consult
with their administrative department of an organization in regard to their business
decision that are affecting the whole working situation of Europe.
 Co-determination practice: It is considering as one of the more practice model. This
practice consists of work council and overall structure that includes two levels that are
based on supervisory and management.
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As the cultural dimension is used to differ from place to place as per the policies examine
the level of their different aspects that are directly impacts the industrial democracy of UK. EU
passes the different act that make impacts on the working dynamic with the Vodafone company
as the employees are associated with making crucial decision that are related with the effective
participation in this particular company. The proper implementation can enhance the work
quality of staffs and their innovative standards are raised. These rule and regulation are set as per
the standard that are related with perspective job as well as terms and condition in accordance to
working environment that can avoid all issues those are influencing their working ability.
4.2: Comparison of various method to again employee’s participation and assistance
It consists of various crucial aspect that are related with the management of harmonious
relationships among various employees those are working in an organization. There are various
methods that can adopted in respect to increase the working environment of an organization
through making the employees engages in carrying out their various events and functions that are
determine in attainment of various aims and objectives of an organization.
Vodafone accompany used to adopt the consultation techniques through which they can
effectively develop their various tactics which directly impact the working environment by the
enhancement of certain involvement of employees as their increase their overall satisfaction
level. They used to take into account certain suggestion in respect to attain innovative ideas from
the attainment of new standards in an effective manner. Some of them are:
Employees participation: It consist of all employees to share all their valuable opinions in
their decision making process of the organization for the purpose of increasing employees
satisfaction (Schumacher and et. al., 2016). The moral which is turn the efficiency can be
improved and all conflicts that can be arise in the department are managed properly.
 Representative involvement: It is considering as one of the reliable method where the
representative of all union member, employees and employers that are used to seat and
make specific discussion of problems with an organization. Such kind of techniques is
more effective form where all the parties can make smoothly provide their reviews in
regards the problems and environment of cooperation is being formed.
 Research of behavior or attitude: It is considering as one of the effective method that
are being used in the involvement approaches where the employees can give overall
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regarding the job evaluation process, performance evaluation job etc. This will be reliable
to attain more effective outcomes in coming period of time.
 Quality circle: It can be included into the management which can get the negative ideas
about the issues from the top to bottom method with all development ideas of a given
group in Vodafone company. The negative side can be restricted in the involvement of
some staffs those are possess in more knowledge and experience with them.
4.3: Assessment of impact on human resource management approaches
Human resource management is utmost important aspect that are related with the overall
planning and regulation of all resources that are being used during decision making process. It
plays an eminent role in managing the relations and overall operation of an organization in
reliable and effective ways. There are various types of management planning that are being used
to adopt by Vodafone in respect to make sure that management of various activities are done in
more accurate ways. The primary role of human resource management is to manage human
resource in a structured and through manner. In terms of employee relation, HRM mainly
emphasize on communication, involvement, responsibility, flexibility, quality etc. that promote
positive and healthy work environment (Reb, Narayanan and Chaturvedi, 2014). HR Manager of
Vodafone gives information related with latest development of personnel in business situation,
change in work process, training and development needs etc. However, the role of employee is
also important as they need effectively communicate with HR manager about their opinions and
suggestion towards the change.
Thus, HRM is responsible for improving the overall productivity and efficiency of
Vodafone's employees by providing them adequate feedback which help in improving their
performance. Apart from this, transparency in the process of communication leads to generate
strong relationship among employee-employer that increases the chances of attaining
organizational goals in an effective and efficient manner. With the assistance of HRM and its
different practices, Vodafone's management gets a brief about its worker's stand in respect to
concerned decision. In addition to that, providing equal and fair opportunities to employees and
involving them in decision making process, motivates them to perform incredibly hard towards
achieving Vodafone's goals and objectives which results in yielding higher profits and revenue.
This will result is getting more reliable outcomes in coming time.
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CONCLUSION
From the above mentioned report, it gets comprehend that employee relations plays a
vital role in growth and success of every business organisation which also supports in attaining
and retaining staff members for long run. The present report has stated unitary and pluralistic
theory that is acquired by Vodafone in order manage healthy employee relations. In this modern
era, several changes are being occurred in formulation of trade unions, i.e. technological and
political which highly hinders employee interactions. Apart from this, it is essential for
management to recognise all those key factors which occurs conflicts at workplace and take
necessary actions for their removal in the best possible manner. The role of collective bargaining
to negotiate on behalf of employees with management.
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REFERENCES
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