Employee Relations of ALDI Sample

Employee Relations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames of reference......................................................................1
1.2 Impact of changes in trade unionism on employee relations...........................................3
1.3 Duties of main players in employee relations..................................................................4
TASK 2............................................................................................................................................5
2.1 Procedures that organisation should follow while dealing with conflicts........................5
2.2 Features of employee relations in conflict situation.........................................................6
2.3 Effectiveness of procedures used in conflict....................................................................7
TASK 3............................................................................................................................................8
3.1 Duty of negotiation in collective Bargaining...................................................................8
3.2 Evaluate effect of negotiation strategy.............................................................................9
TASK 4..........................................................................................................................................10
4.1 Impact of EU on industrial Industrial dDemocracy in UK.............................................10
4.2 Methods4.2 Methods to gain employee participation in decision making procedure...10
4.3 Influence of human resource management on employee relations................................11
CONCLUSION..............................................................................................................................12
REFERENCE.................................................................................................................................14

INTRODUCTION
Employee relation is process of managing personnel of organisation including
determination of company policies, management of employer and employee relation, organising
training and recruitment programme etc. This is coordinated within a company for making a
longer commitment with the worker as well as enhancing their performance according to time
and new trends. It is the duty of HR to keep internal environment of workplace positive and
flexible for gaining maximum productivity of entire operations in organisation. HRM ensures
that workforce face less conflicts (Welch, 2011). In order to satisfy their needs, they provide
labour, minimum wage, holidays, fundamental rights at working environment.
ALDI is one of biggest supermarket chain which deployed in not only UK but more than
16 countries owning approx. 10,900 market stores rendering exotic commodities, apparels,
grocery products, kid’s games etc. This report will study two different frameworks for managing
employee relation in cited organization i.e. pluralistic and unitary frame as well as changes that
have occurred with time in ALDI's unionism. Also, it analyses human resource management’s
importance in respected company and methods through which HRM can increase involvement of
workers in decisions making process.
HR designs and plans programmes for better performance and increase productivity of
production process which create a positive and comfortable working environment for both
employees and the employers.
TASK 1
1.1 Unitary and pluralistic frames of reference
To understand the employee relations in company, these perceptions have explained the
process of management of ER in unique ways I.e. pluralistic and unitary in order to understand
their importance in industry. Company’s various operations which have briefed as below:
According to the Unitary framework, the reason behind emergence of disputes and
conflicts within organisation workplace which is not because of different interest of employee. It
agrees over the idea of making favourable changes by top management in the system according
personal and professional preferences of them (Singh, 2011) . Employees are the major part of an
organisational body which helps in proper flow of all functions. Hence, management of
enterprise have an unique impact over the decision making procedures. In this concept, it is
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believed that success of larger businesses like ALDI is the sum of efforts of its workers. It claims
that contribution of trade unions within an organization is not appropriate and authorized In ER
processes. Therefore, this theory states that main reason behind the disputes that arise at
workplace is varied perception and interests of people of firm over specific issues which create
barrier in proper communication creating a bad recognition of it among the community. Thus, it
is the responsibility of leader of ALDI that they represent members of staff of corporation in
front of public and defend their rights with personal benefits (Prottas, 2013).
In the second framework which is pluralistic framework it is believed that employee
relation can be managed by eliminating them into two subgroups that are trade unions and
management. A worker should be dedicated and more committed with opinions of their leaders.
This is considered a proper concept in order to maintain ER within any firm. It claims that a
business is build up with various culture, thoughts, opinions, religions, interests, attributes and
behaviours. In this theory, trade unions are considered significant in regard of representing the
power and rights of employee among the society and organisation. They assure workers by
providing them importance in workplace. They claim that negotiation and bargaining procedure
is essential for communicating the terms of both a company and labours and make an agreement
to maintain proper relationship among employer and employee. Most of the large enterprises like
ALDI undertake this concept for management of their ER, which provide employees equal
chances to grow and development.
To function properly an organisation, require a proper management of employee relation
and for that they have targeted maintaining a HRM in their organisational structure which control
all terms and negotiates the policies with the worker. They not only make agreement with
labours but also coordinate various plans and design strategies for keep developing their
performance to get maximum, result out of all activities or task done. Trade unions still exists in
UK but they are not active as companies have initiated to give preferences to the labour in
decision making processes (Ngo and O'cass, 2013).
1.2 Impact of changes in trade unionism on employee relations
Change in trade unionism directly influences the relations of employee and employer of
an organisation. Trade unions are those communities who represent the employee’s grievances
among British industry and government and provide them fundamental rights at the workplace.
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