Challenges and Recommendations in Managing Employment Relationship in Balfour Beatty

This presentation discusses the challenges faced by Balfour Beatty in managing employment relationship, including conflicts between employees, work-life balance issues, job dissatisfaction, safety at workplace, and more. It also provides recommendations to resolve these issues, such as encouraging open communication, prioritizing health and safety, implementing HR software, and developing personal development plans for employees.

EMPLOYEE RELATIOSHIP
MANAGEMENT

INTRODUCTION
 The employment relationship is legal binding/ link between the employees and employer
of an organization.
 This relationship emerges when an individual works under various terms and conditions in
return for some remuneration.
 When the employees are not satisfied with the provided remuneration for their work, it
creates issues of wages & salary and various other issues which can affect the working or
performances in an organization. It can lead to various management conflicts.

The practical and legal challenges in management of the
employment relationship within the workplace
 Conflicts between employees:
 Every organization comprises of employees from diverse cultures, beliefs, values and
thinking. With these variations conflicts at a workplace are inevitable (Catley and et.al.,
2017).
 One of the factor of these conflicts can be that the organization's hierarchy is formulated in
such a way that the employees cannot communicate with each other.
 When these misunderstanding are created then the employees will not be willing to work
with each other and the organization will face an unhealthy competition among the
employees themselves

Work life balance issues:
 With the excessive workload, the employees might not get time for their personal life. The reason for
this imbalance can be that there organizational objectives does not match with their personal
objectives.
 When employees cannot balance their personal life with their professional life, they will feel stressed
and demotivated
Job dissatisfaction:
 If the employee is not satisfied with his work in the company, he will not put any efforts to achieve
the goals of the organization.
 The job dissatisfaction of the employee can lead to absenteeism and employee turnovers.

Issue of Safety at workplace:
 The company is dealing in construction business, which itself is a dangerous work.
 The other country have different equipment's to work upon and employees might not be familiar
with those equipment's. This can cause a lot of trouble to the company in safety of the employees .
 The organizations where the employee does not feel safe, they will tend to be take frequent leaves
Annual Leave disputes:
 Every company have different leave structure. So many times the employees can get confused
about those complex structures and that can cause disputes at the workplace.
 Leave policies that Balfour Betty have in UK might not comply with the leave structures in
Germany. This can cause a lot of disputes between the employees.
 This can also affect the coordination between the employees of both the companies.

Technological Issues:
 Due to dynamic working environment, the organization may need to change its technology for keeping
up with market trends.
 The company is trying to set up its subsidiary in Germany, which much more advanced than the
headquarter country. The employees might not be able to cope up with the working environment in the
subsidiary company. This will create hurdles in achieving organizational objectives and thus the
working and decision making of company will be delayed.
Discipline issues:
 The most common rules breached by the employees are unauthorized absence and misuse of emails or
internet provided at workplace.

Recommendations in context of employment
relations issues
 To resolve the issues of employee conflicts in Balfour Beatty, the company should
encourage open communication system between the employees to reduce the
misunderstandings and grievances between them.
 The company should adopt a system where the employees can share their concerns and
suggestions anonymously. It will allow them to share their concerns without any fear. This
will make the employee feel like their issues are being heard and resolved.
 The chosen organization should prioritize health and safety of the employees at workplace.
The equipment's and machinery installed should be maintained regularly and the
employees working on them must be trained before employing them on those equipment's
and machinery.
 The appropriate security measure must be installed within those systems

 Every employee must be trained according to the technological developments upgraded in his
workload and to use the various HR software which are used by companies in Germany.
 The organization can implement various HR software or self service time keeping software that can
help track and monitor time and hours of work to the employees and the management that can work
in bother the countries.
 The chosen Organization can implement the rule of punishment if the discipline of the company is
breached in any situation.
 The company will link its objectives with the personal objectives of the company so that employees
are motivated to work.
 The company can also develop Personal Development Plans for the employees through which their
personal and professional growth can be maintained significantly

CONCLUSION
 It can be concluded that the employment relations are the legal bindings between the
employees and employers of an organization.
 The relationships between the parties exists when the employee agrees to follow certain
criteria and renders his performance or services in exchange for remuneration provided by
the employer.
 There are various issues that an organization faces in the management of its employees
such as conflicts, compliance to various laws, work life issues and salaries issues etc.
 Various recommendations like prioritizing the health and safety, providing basic facilities,
various policies of harassment and discrimination at workplace for the employee are given
in context of Balfour Beatty PLC.

REFERENCES
Books and Journals:
 Badubi, R.M., 2017. A critical risk analysis of absenteeism in the work place. Marketing. 2(6). pp.32-36.
 Becton, J.B., Gilstrap, J.B. and Forsyth, M., 2017. Preventing and correcting workplace harassment: Guidelines
for employers. Business Horizons. 60(1). pp.101-111.
 Budd, J.W. and Bhave, D.P., 2019. The employment relationship: Key elements, alternative frames of
reference, and implications for HRM. The Sage handbook of human resource management.
 Catley, B. and et.al., 2017. Workplace bullying complaints: lessons for “good HR practice”. Personnel Review.
 Cobb, E.P., 2017. Workplace bullying and harassment: New developments in international law. Routledge.
 De Clercq, D. and et.al., 2019. The relationship between workplace incivility and helping behavior: roles of job
dissatisfaction and political skill. The Journal of psychology. 153(5). pp.507-527.
 Dieuaide, P. and Azaïs, C., 2020. Platforms of Work, Labour, and Employment Relationship: The Grey Zones
of a Digital Governance. Frontiers in Sociology. 5. p.2.
 Lal, A., Sahu, K.K. and Mishra, A., 2021. Workplace safety: both physical and emotional. Acta Bio Medica:
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