Employee Relations in Hilton hotel : Report

   

Added on  2020-07-23

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EMPLOYEE RELATIONS
Employee Relations in Hilton hotel : Report_1
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Analysis of unitary and pluralistic reference....................................................................11.2 Impact of amendments in trade unionism on employee relations....................................21.3 Analysis of role of key personalities in relationship. ......................................................3TASK 2............................................................................................................................................62.1 Evaluation of procedure followed by firm to deal with disputes situations.....................62.2 Determination of key features of relationship in particular situations.............................72.3 Assessment of effectiveness of steps taken in situation..................................................8TASK 3............................................................................................................................................93.1 Role of negotiation in collective bargaining....................................................................93.2 Assessment of affect of strategies of negotiation in conflict..........................................10TASK 4..........................................................................................................................................114.1 Analysis of influence of EU on Industrial democracy...................................................114.2 Methods applied to gain the participation of workers....................................................124.3 Effect of HRM on employee relations............................................................................13CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................15
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INTRODUCTIONEmployee relations are recognised as industrial relations that clearly demonstrate that anrelationship between the employers as well as workers within an industry or organization. It isalso considered as complex process for managers of the firms to maintain effective relationshipwith the workers and provide them motivation to retain in organisation (Osman-Gani, Hashimand Ismail, 2013). In this context, evaluation of Hilton hotel is done to analyse two differentperspective 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 followedby the organization to resolve various conflict situations. Moreover, Employee unions areconsidered as voluntary group of employees which is may or may not be registered under tradeunion act, recognised as representative of employees in business entity. Provisions of Europeanunion are also analysed to achive the clear knowledge of effect of policies on made by them onbusiness and employee relations.TASK 11.1 Analysis of unitary and pluralistic reference.Employee relations are analysed as the formal and informal relationship among theemployees 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 workersfor the smooth regulation of business . In this scenario, analysis of two main perspective is donewhich are interlinked with the employee relations in different ways. It is also analysed thatapproaches define two different perception that are connected with the directions throughrelationship among employees can be maintained in Hilton hotel for its welfare. These twoperspective are as follows:Unitary frame: It is the most important perspective of employee relationship thatdepends on the assumptions that there is only single authority in organization which hasthe power to take crucial decision. It is also considered as the individuals that areworking on key position in top management has the power to take decisions for welfareof employees at workplace (Pawar and Pawar, 2016). In this context, this perceptivedetermines that managers of Hilton hotel should have the responsibility to encourage thecommitment among the employees at workplace. Moreover, it also states that employeesand employers work together with a common goal of achievement of target objectives.In1
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this, that trade union is considered as third party that doesn't play an effective role anddoes not support for the resolution of conflict between employees and managers of Hiltonhotel.Pluralistic perspective: It is considered as another significant approach that provides anunderstanding that the effective employee relations can be accomplished by performingvarious negotiations among the staff and managers through the various modes of conflictresolution (Bach and Kessler, 2011). In this context, managers as well as trade unionplays a significant role towards development of positive relations with employees byworking for benefits of organization. It is also analysed that employees in this perspectivehas 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 Hiltonhotel as the managers doesn't want the interruption of third party and it will be beneficial indevelopment of effective relationship at workplace. By evaluating these approaches managers ofHilton hotel will be able to decide the benefits and impact of recognising trade union withinorganization.1.2 Impact of amendments in trade unionism on employee relations.In the business environment, changes in trade unionism has provided a major impact onthe regulation of employee relation. Trade union is recognised as the association of workers andleaders that work together with an aim of protecting the common interest and their welfare atwithin the business entity (Camelo-Ordaz and et.al., 2011). It also ensures that employees havebeen provided fair working environment, remuneration and other facilities within theorganization. With the continuous changes in environment of business, various changes havebeen made by government in laws and legislations that directly affects the regulation of tradeunions. It is the first and foremost common in the field of industrial relations that directly affectsthe climate of employee relations as analysed by top authorities and employees. It is alsorecognised that employees perceptions towards the climate also tends to be negative in presenceof trade unions at workplace. Firms have also analysed that involvement of trade union hasprovided a negative impact on employee relations therefore they have neglected to recognisethem at workplace. Changes in trade unionism has taken place due to continuous growth anddevelopment in macro environment of country which is determined below:2
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