Factors Impacting Employment Relationship

This article discusses the internal and external factors that impact employment relationship. It highlights the importance of communication, training, technology, and legal compliance in maintaining a healthy employment relationship. The article also explains the difference between an employee, a worker, and a self-employed individual.

HRP55D 3MERA

1. Describe 4 factors, 2 internal and 2 external, which impact on employment relationship.
Employment relations can be comprehensively referred to as the efforts taken on the part
of a company to manage effectual terms between the employer and the workforce. A company
that has healthy employment relations tends to have an edge over other organisations functioning
within the bounds of same sector (Williams, 2020). Thus, it is identified that employment
relations is one of the most crucial factors that determine the success and sustainability of a
corporation in today's hyper competitive world. Now, it has been determined that there are
several internal and external factors which impact over the employment relationship. It is
important for an employer to determine and take into due account these factors in order to
counter the negative ones and capitalise on the positive ones. This will imply fruitful outcomes
for the organisation in the long run in terms of increment in productivity levels and augmentation
of revenues along with profits. Thus, these factors are described beneath:-
Internal
Communication: This is the key to smooth functioning of a company. The companies
which have the atmosphere of open communication are most probable to have a strong
employment relationship as hereby everyone can freely express their views and opinions without
any kind of hesitation (Duggan and et. al., 2020).
Training: This is another important factor affecting the relations within an organisation.
A company which takes initiatives to organize training sessions for employees will have
effective employment relationship providing aid to it in creating a favourable work atmosphere
for its workforce. Training will enhance the skill set and competencies of personnel stimulating
their behaviour at workplace in a positive manner.
External
Technology: This is related to the progression of technology over the course of time. In
this relation, it is determined that a company which applies the latest and emergent technologies
and provide employees with the training to adapt to the new systems is most likely to have an
impeccable employee relationship (Harcourt and et. al., 2020).
Legal: This is concerned with the compliance with all the set laws and legislation of the
country. If an organisation abides by all the legal regulations, it is most certain to have strong
employment relations, providing assistance to the company in creating a strong corporate culture
within the entity.
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2. Difference between an employee, a worker and a self-employed individual.
A person carrying out paid work within the bounds of United Kingdom falls into one of
the 3 categorised enlisted beneath:-
 employee
 worker self employed
Employee
An individual is referred to as an employee if they are known to carry out working under
a “Contract of Employment” that can be made in verbal or written format or a mixture of both of
them. In this relation, employees functioning within the confines of any organisation are subject
to certain rights such as unfair dismissal, statutory redundancy payments, maternity / paternity
pays and leaves, parental leaves, flexible working practices, rights attained under TUPE and right
to be entitled to preferred payments in case the employer gets insolvent (Williams, 2020).
Worker
A worker can be referred to as a person who carries out any kind of service or work for
other party under the jurisdiction of employment contract or any other contract. The contract
may be implied or expressed, or in written or oral format, if an individual personally carries out
work for another party, it does not fall into the category of customer or client relationship
(Kaufman and et. al., 2020). This generally tends to exclude all those individuals who are
acknowledged to be self employed.
Workers within United Kingdom are also entitled to receive certain rights which are
given as underneath:-
 national living wage and national minimum wage
 protection against unlawful deduction done from wage
 5.6 weeks paid leave in an year, 48 hours of average working week at par and statutory
minimal regular as well as weekly rest breaks. These are given under Working Time
Regulations.
 Protection if working on part time basis
 entitled to be accompanied at disciplinary hearing receive protection if they are whistle-blowing
Self employed
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These can be comprehensively referred to as the personnel who are operating for oneself
as a freelancer or business owner instead of for any employer. In this relation, it has been
identified that these individuals are entitled to all the rights which are mentioned within the
contract agreed upon with the employer or client or customer. For instance- An independent
contractor would be protected through the rights forming a part of the contract agreed upon at
outset, along with the merits of the subsequent agreed variations.
3. Explain to the employer why it is important to determine the employment status of the
individuals working at the park.
Employment status can be comprehensively referred to as the facet which tends to define
the rights along with employment protection which the individuals are entitled to received while
at work place. Thus, it clearly depicts the responsibilities that the employer owes towards its
employees. Now, it is important for an organisation to ascertain the employment status of the
individuals working within the park. This is so because the determination of employment status
of a person functioning within the bounds of an entity reveals whether he / she is worker,
employee or self employed. In this regard, it is well known that an individuals certain key
employment rights only when they are recognised to be an employee. Even the employer can
exercise some of the employment rights only when the individual is proved to be an employee
rather than a worker or a self employed person. An employee possesses the right to attain
paternity or maternity pay, statutory sick pay, right to statutory redundancy payment and more
importantly the right not to be unfairly dismissed (Duggan and et. al., 2020). There are some
employee rights which need a certain time period of continuous employment before an
individual is deemed to be qualified for them. The employment contract of the water park would
state the tenure of this qualification period. Even though workers are also acknowledged to
possess certain rights, it is widely known that the rights of an employee exceeds the rights of a
worker. In addition to this, employment legislation do not cover self employed individuals. Thus,
looking upon the discussion, it can be easily stated that determining the employment status of the
individuals working within the bounds of an organisation is quite crucial for an employer.
4. Learning process you went through to write this assignment
Before I attended this module, I had limited knowledge about the employment status.
Then, I only knew that there are two types of workers, permanent and temporary. However,
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while undergoing the module 2, I came to know about other kinds of workers in an organisation
such as self employed, employees, shareholders, workers etc. The preparation of this assignment
acquainted me with knowledge of factors affecting the employment relationship along with the
importance of determining the employment status of an individual working within the bounds of
an organisation. As a result of this, I underwent learning which helped me to gain comprehensive
knowledge related to employment in an effectual manner.
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REFERENCES
Books and Journals
Williams, S., 2020. Introducing employment relations: a critical approach. Oxford University
Press.
Duggan, J., Sherman, U., Carbery, R. and McDonnell, A., 2020. Algorithmic management and
app‐work in the gig economy: A research agenda for employment relations and
HRM. Human Resource Management Journal, 30(1), pp.114-132.
Harcourt, M., Gall, G., Wilkinson, A., Croucher, R. and Lam, H., 2020. Using the endowment
effect to explain managerial resistance towards codetermination: Implications for
employment relations from the German case. Human Resource Management
Journal, 30(1), pp.149-163.
Kaufman, B.E., Barry, M., Wilkinson, A. and Gomez, R., 2020. Alternative balanced scorecards
built from paradigm models in strategic HRM and employment/industrial relations and
used to measure the state of employment relations and HR system performance across
US workplaces. Human Resource Management Journal.
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