How Employee Relations Influence Stakeholder Behavior

How employee relations
can influence the
behaviour of different
stakeholders

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Values as well as importance of employee relations along with fundamentals of
employment law applied to entity. ..............................................................................................1
2. Different kind of rights, duties addition to obligations which are with employer and
employee along with suitable advice related to duties, obligations and rights............................3
3. Stakeholders analysis along with analysis related to the ways in which stakeholder
engagement along with contribution can support employment relations at workplace in
positive manner............................................................................................................................5
4. Analysis of impacts of positive along with negative employee relations on distinct
stakeholders..................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Employee relations is termed as organisational efforts for managing relationships at
workplace. It is multidisciplinary field that states about ways to manage complex interrelations
between trade unions, superiors, employees and many more. Presently, it is considered as
essential part for keeping all business run in smooth manner, ensuring workings are performed at
base and reducing problems (Andriof and Et. Al., 2017). To understand influences of employee
relations on different stakeholders behaviour, Unilever is selected which is leading multinational
firm that sells fast moving consumer commodities across the world. Its co-headquarters are
established at London, England. The report highlight about values and importance of employee
relations, fundamentals of employment law, different rights, obligations addition to duties an
employee and employee has in company. It also involves complete stakeholder analysis for the
organisation and analysis of positive and negative impacts of employee relations on distinct
stakeholders.
MAIN BODY
1. Values as well as importance of employee relations along with fundamentals of employment
law applied to entity.
Employee relations is mentioned to the emotional, practical, contractual as well as
physical relationship among people at different level in organisation. It strengthens relationships
among superior and subordinates by identifying and resolving issues at premises, measuring
morale and satisfaction of organisational people and providing support to performance
management system (Armstrong and Taylor, 2020). In present era, all companies are focusing on
establishing strong employee relations as it create pleasant atmosphere in the environment of
work that result sin improving productivity and other factors. In relevance with Unilever, there
are several factors which determines values together with importance of employee relations that
are applicable in its premises. Following are some:
Conflict minimisation: Employee relations leads to efficient and friendly work
environment that is important for minimising conflicts among workforce. For example, within
Unilever, healthy employee relations are essential as it minimises chances of conflicts as it
allows establishment of suitable adjustments that stimulate coordination, integration and
harmony amongst personal.
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Improves productivity: Healthy as well as strong employee relations generally create
pleasant atmosphere in the organisational environment wherein people work. It increases
motivation together with morale of employee that further leads to huge productivity. For
example, values and importance of the concept in Unilever are reflected through its investment
via employee relations programs that shows increment in productivity that also improves
organisational profits.
Employee loyalty: When suitable employee relations are created at company then it
shows drastic effects on loyalty of employee towards workings and business (Bendell, 2017). In
context to Unilever, productive work situation encourages loyal workforce which improves
retention of personnel which cuts various costs like sourcing, recruitment and training in drastic
manner. In the business, healthy employee relations are important for decreasing absenteeism
problems and making workforce loyal with company and giving best.
Fundamentals related to employment law
Employment law is mentioned to collection of legislations which are necessary to be
applied for maintaining employee- employer relations in business. It is considered as broad area
which involves aspects related to relations excluding negotiation procedures which are covered
in labour law as well as collective bargaining. There are various fundamentals that are part of
employment law which are applied by managers of Unilever in all its premises. Some of them
are as explained:
Workplace safety law: The fundamental of the law is to provide safety to employees at
workplace. It is essential for managers or superiors to keep workplace healthy as well as safe for
the subordinates. In Unilever, human resource managers applies the law to protect employees
from uncertain and recognised hazards such as unsanitary situations for change, exposure of
toxic chemicals and so on. They provides all safety measures together with equipments that
reduces risks and injuries to protect all people (Bosse and Coughlan, 2016).
Minimum wages law: The employment law whose fundamentals are based on creating
minimum wages for the employees. As per the law, it is important for companies to pay £6.15
for the employees between 18 to 20 age, £7.70 to workforce between age of 21- to 24 and £8.21
to employees above 25 years. Along with this, £3.90 are also paid for apprentices. In case with
Unilever, the managers pays minimum employment as per the stated fundamentals that makes
employee happy and retained with company.
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