Practical and Legal Challenges in Managing Employment Relationship - Desklib

This presentation discusses the practical and legal challenges faced by organizations in managing employment relationships. It covers topics such as wage and long working hours, annual leave disputes, health and safety in the workplace, workplace harassment and bullying, termination of contracts, lack of trust, unclear company policies, and discrimination. The presentation also provides recommendations to resolve these issues and build a positive work environment. BSC (Hons) Business Management (Top-up) BMP6005 Work and the Employment Relationship.

BSC (Hons) Business
Management (Top-up)
BMP6005 Work and the Employment
Relationship

Assessment 2: Individual Presentation
Practical and legal challenges that organisations experience in
managing the employment relationship
Name:
ID:

CONTENTS
• INTRODUCTION
• PRACTICAL AND LEGAL CHALLENGES IN EMPLOYMENT RELATIONSHIP
• RECOMMENDATIONS TO A SET OF EMPLOYMENT RELATIONS ISSUES
• CONCLUSION
• REFERENCES

INTRODUCTION
• Employment relation is the relationship between employee and employer. It is the responsibility of an
organization to maintain a cordial relationship with their employees through which they can meet enhance
organizational performance, meet organizational objectives and generate higher profits.
• Hays Plc is operating as a recruiting agency which was started in 1867 and is operating in around 33 countries
where they are offering their services. The company have around 10,438 employees in around more than 265
offices.
• This project will define the work and employment relationships. The project will discuss challenges which will
be faced by an organization in managing relationships within contemporary workplace.

PRACTICAL AND LEGAL CHALLENGES IN
EMPLOYMENT RELATIONSHIP
Employee relations- Employee relation is the process of studying the inter relationship between employee and
employer. There are several practical and legal challenges which can be faced by Hays Plc while managing
employment relationship within contemporary workplace-
Wage and long working hours Annual leave dispute
Health and safety workplace Time keeping and attendance
Leave policies and management Termination of contracts
Workplace harassment and bullying Lack of trust
Unclear company policies Discrimination

CONTD.
• Wage and long working hours- Unfair and unequal wages among different workers and long working hours
has been a major concern of employees. By offering fair and equal wages, they can encourage employees to
feel valued and motivated which will boost their performance and enhance their productivity.
• Health and safety workplace- One of the key concerns of employees is the company's health, security and
safety policies and programs, through which they may feel comfortable and in their absence an employee
may feel demotivated. In the case of Hays Plc, a lack of health and safety for employees resulted in a lack of
motivation and enthusiasm on the part of employees to collaborate with the company in expanding the
business into other nations. It also proved negative in reaching out for loyalty from the employees towards the
organization.
• Leave policies and management- One of the essential functions that might have an influence on employee
interest and performance while working in any company or organization is leave policy, attendance, and
management of day to day activities. In the case of Hays Plc, the firm was unable to keep track of employee
departures and attendance owing to a lack of register or bio-metric record in their infrastructure and
technology use, which can hamper employee relations.

CONTD.
• Workplace harassment and bullying- One of the most serious challenges that has been fast increasing and
can be seen at a lot of places is workplace harassment and bullying, which has a negative impact on the
employer-employee relationship and can harm the company's reputation in the industry. Such wrongful
activities and misbehavior if encouraged on the organizational level may result in legal ramifications,
affecting employee relations and the organization's goodwill image among the competitors.
• Annual leave dispute- Annual leave which is granted to workers while working in an organization, is one of
the primary factors that has had an influence on the relationship between employee and employer. If they are
not granted annual leaves on time they frame negative image of the organization in their minds.
• Time keeping and attendance- With the case of Hays Plc, the firm ran into problems when working in
subsidiary companies and owing to a lack of technology they were not able maintain records which gave rise
to a crisis at the end of the month while preparing the salary data of employees.

CONTD.
• Termination of contracts- By terminating signed contracts and reducing salaries employee behavior towards
organization is affected, this is one of the issues that an organization may face, and it has a significant impact
on the employee-employer relationship, affecting employee performance. In the case of Hays Plc, the
company experienced issues that had a negative influence on the connection between employee and
employer, resulting in a gap between them.
• Lack of trust- One of the challenges that had a significant influence on employee relations was a lack of
trust, which affected employee performance and the broader organization's performance, resulting in a gap
between them, preventing them from achieving the intended objectives. In the case of Hays Plc, the company
was unable to build trust among employees while working in different locations for global expansion of the
business, which resulted in a lack of trust between employee and employer.

CONTD.
• Unclear company policies- Company policies that were unclear and unfavorable to employees and the entire
organization made it difficult for the company to maintain a productive connection between the employer and
the employee. In the case of Hays Plc, the company faced numerous challenges in employee relations as a
result of their company policies while expanding their business into the global market, as the organization
lacked an ethical code of conduct and a strategically designed procedure which could be followed by all the
employees while working.
• Discrimination- Discrimination between male and female personnel, as well as discrimination based on race,
color, caste, or religion, can make it difficult for the organization to carry out its intended initiatives. This
discrimination can be seen in giving a certain post to an employee, Unequal pay and in promotions. In the
case of Hays Plc, the firm encountered a problem in that it was occasionally unable to manage and address
discriminatory concerns that arose within the organization.

Recommendations To A Set Of Employment
Relations Issues
Employee relation issues- Any problem that arises as a result of disagreements, discrimination, restrictions,
harassment, or other difficulties that influence the employee-employer relationship are issues that they
encounter. There are numerous procedures and processes that Hays Plc may take to resolve employee relations
and the challenges that the firm encountered while growing their business and operating in subsidiaries in the
worldwide market. Some of the strategies that would be useful to them to build a positive environment are listed
below:
• Giving feedback
• Stating expectations clearly
• Maintaining anti-discrimination

CONTD.
• Giving feedback- In the case of Hays Plc, the company should concentrate on providing regular feedback to
employees based on their performance standards and encouraging them to form mutual corrective measures
through which they can improve employee relations and develop effective approaches to meeting
performance standards. Such positive measures will strengthen employee relations while also reducing the
negative impact of difficulties in their performance level on the company.
• Stating expectations clearly- In the case of Hays Plc, the organization may settle conflicts between
employees and employers by conveying the desired expectations and criteria that employees must meet while
working in the organization.

CONTD.
• Maintaining anti-discrimination- Anti-discrimination will assist the
organization in promoting a pleasant workplace where no one is superior or
inferior in terms of gender, race, religion, color and where individuals may
feel accepted, appreciated, and respected by encouraging the policies of anti-
discrimination in the workplace. In the case of Hays Plc, the corporation
must promote and encourage all workers to stop and prevent prejudice in the
workplace and reduce practices which may seem discriminatory so that a
pleasant and positive working environment may be maintained at the level of
the organizational culture, which will boost employee performance and
organizational efficiency.

CONCLUSION/SUMMARY
• It can be summarised from the project that for a smoother functioning of an organization maintaining work
and employment relations is very important. A positive employee relationship must be encouraged at the
organizational level.
• The employer-employee relationship must be cooperative and should involve proper communication and
understanding. Employee relationship has positive and negative effects on the culture and productivity of the
organization.
• These can help in building a supportive environment with clear communication system. Thus with respect to
the above chosen company Hays Plc, it should avoid heavy work load on employees and should clearly
indicate the policies of the organization so that trust can be built among the employer and employees. This
way the company can become successful.

REFERENCE LIST
• Ainsworth, S. and Knox, A., 2021. “A bridge too far?” Ideas, employment relations and policy‐making
about the future of work. Industrial Relations: A Journal of Economy and Society.
• Babenko, E., 2018. Objective grounds for termination of the employer-employee relations at the
employer’s initiative. Social Law, (2), pp.11-14.
• Barker, K. and Christensen, K. eds., 2019. Contingent work: American employment relations in transition.
Cornell University Press.
• Dundon, T., 2019. The fracturing of work and employment relations. Labour & Industry: a journal of the
social and economic relations of work, 29(1), pp.6-18.
• Idowu, T., Ilesanmi, A. and Oyetunde, K., 2020. Flexibility of Work in Employment Relations and Labour
Deployment in the Nigeria Labour Market. Al Tijarah, 5(2), pp.104-114.

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