Employee Relations Essay of Vodafone
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Added on 2020-07-22
Employee Relations Essay of Vodafone
Added on 2020-07-22
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Employee Relations
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Frames of references and their implications on Employee relations ...................................11.2 Effect of changes in trade union............................................................................................21.3 Role of key players in employee relations ...........................................................................3TASK 2............................................................................................................................................42.1 Procedure to deal with a conflict situation............................................................................42.2 Key features of Employee Relations.....................................................................................52.3 Evaluation of effectiveness of procedures............................................................................6TASK 3............................................................................................................................................63.1 Role of negotiation in collective bargaining.........................................................................63.2 Impact of negotiation Strategies applied by organisations...................................................7TASK 4............................................................................................................................................74.1 Influence of the EU on industrial democracy.......................................................................14.2 Methods used to gain employee participation and involvement in the decision makingprocess.........................................................................................................................................14.3 Impact of human resource management on employee relations...........................................2CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4INTRODUCTIONEmployee relations can be considered as one of the important factor that needs to bepresent in an organisation so as conduct all the activities effectively. It can be defined as amutual relationship between the employee and the employer. If the relations inside theorganisations are maintained nicely then the working environment will also improve and it willincrease the productivity of employees as well as the company. It is the responsibility of themanagement of company to ensure that there is positive relation maintained between theemployee and employer (Becchetti and et. al., 2012). Generally human resource department ofthe company is given the responsibility to take care of the employee relations. The companyreferred here is Vodafone. It is a multinational telecommunication company which is employingmore than 92000 employees across the world. This report will discuss about how Vodafonemaintains its employee relations and its relation with trade union. Along with this, nature ofindustrial conflicts and its relations in the company, collective bargaining and negotiationprocesses and the concept of employee participation and involvement will also be discussed. TASK 11.1 Frames of references and their implications on Employee relations Employee relations means the relationship formed between the employees so asn toachieve a common objective inside the organisation. In Vodafone, there are so many employeesthat are working so the HR manager is given the responsibility to maintain these relations so thattheir work culture is not affected much. The two theories that helps the management in thisprocess is the Unitary and Pluralistic frame of Reference. Both these theories are focused onmaintaining effective relations between the employer of Vodafone and its employees. It can befurther explained as under :-Unitary Frame of References – In this theory, it is assumed that there is no conflicts present inthe company with reference to the employee and the employer (Borg and Söderlund, 2013). Theaspects that are covered in this theory are :-Managers are the only person who is responsible for managing the employees and noleader can create any hurdle in this process.
Managers at Vodafone are required to make their employees committed towards theirwork so that they can give good results to the company. It is also assumed that the employees are having a good relations with their managersand they are working collectively towards achieving the goals of the company(Devonish, 2013). Another assumption taken here is that the trade unions should not be involved inresolving the conflicts arising in the company. This theory also assumes that employees are very loyal towards Vodafone and are nothaving their own goals and objectives.Pluralistic Frame of References – This theory assumes that there is difference of interestbetween the employee and the employer. They are c an also be considered as two sub-groups.The Sub-groups can also include trade unions, management etc. In Vodafone, the trade unionsare playing a very important role in connecting the employees with the management so that theyhave a good relationship with them. All the issues that are faced by the employees arecommunicated to the managers so that it can be resolved on time. Sometimes the conflictspresent in the company are avoidable but sometimes it is not. So, managers at Vodafone arerequired to solve these issues.1.2 Effect of changes in trade unionA trade union is present in an organisation for removing the conflicts and the issuers thatare present in between the employee and the employer. Basically, it can be defined as thecollection of employees which is formed for maintaining the healthy relationship in thecompany. Since, it is known that the way employees were working 20 years earlier is no moresimilar with the way they are working now. The present employees are having more skills andknowledge than the previous ones. So , the trade unions are required to look at important factorslike education , training and development. So, the effect of changes in trade union is as follows:-Partnership in development – The trade unions are required to re-establish themselvesas the partners in development. They are having large influence on various aspects ofsociety like political , economical, social etc. These partnership will help them inconnecting with the employees more easily and develop the society as well (Fuertes,Egdell and McQuaid, 2013).
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