This document discusses the importance of employee relations in HRM decision making, the benefits and drawbacks of employment legislation, and the laws followed by Marriott hotel. It explores conflict management, delegation, employee compensation, and goal setting.
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Human resource management 1. Employee relations Employee relations means the efforts that an organisation makes to maintain relationship between the employee and the employer. Marriott hotel facilitates a good employee relation environment by providing fair and equal treatment to all the employees so that they work in common direction and remain loyal towards the company. Better employee relation improves communication skills and unity among the internal staff. It also aims at safeguarding and redressing the problems arising at the work situations. Relationship Company follows the two-way communication where the supervisor guides and instruct the subordinates and suggestions or feedback are taken from the subordinate so that a feel of belongingness is created towards the employees. Through this a healthy environment among the internal organisation is created that leads to a healthy working conditions in the entity. Employee relations builds positivity and capability to make adjustments among each other. 2. Importance of employee relation in HRM decision making Conflictmanagement-strong employeerelationshelpshuman resourcemanagementteamofthe Marriotthotelinresolvingand reductionofconflictsatthe workplace. Delegation-relationsamong employeesenablestheHRMin delegatingtheresponsibilities,task and duties as pertheir strengths and 3. Employment legislations Marriott hotel follow certain employment legislations such as compensation law, health and safety laws and other major laws-Compensation laws- This law includes the rules regarding fair and equal pay to the workers like the most essential act under this law is the fair labour standards act which provides for the basic pay structure to the workers like wages and the managers and executive are not covered under this act. Equal pay act facilitates equality between the men and the womens for doing the same work for the company but Employer is permitted to pay different pay scale on the basis of merit and quality performance. Hence, this act does not mean that men and women cannot be paid differently but the difference should not be on the basis of gender. Health and safety act-It provides for general safety measures for all the organisation that are to be followed by them for their employeeslikesafeworkingenvironment,safeequipment handling, insurance facilities etc. Other major laws- Marriott also follows such other laws like family and medical leave act, sexual harassment, freedom of information act etc. Importance of relationship Employee compensation- decisions regarding employee compensation is also dependant on employee relations as the performance can be evaluated and accordingly the incentives are being provided to the individual as per their task completion. Setting goals- the HRM department of the hotel makes decisions relating to goal setting as per the employee relations as if the relations between the employee and employer are healthy which creates ambitions among the employees to achieve the goals effectively and efficiently. 4. pros and cons of employment legislation PROS- These employment law benefits to both Marriott hotel as well as the employees. Organisation will be advantageous as the retainment of the workforce increases because employees get attracted through such legislations and work efficiently to achieve for long term goals of the entity and the employees feels free and safe as they are treated fairly and equally with a safe working environment. CONS-As laws are inevitable so it becomes complex for the hotel to implement such changes time to time and need to be updated as per the provisions of the act and employees find difficulty if the company does not protect the rights as per the legislation. References Banfield, P., Kay, R. and Royles, D., 2018.Introduction to human resource management. Oxford University Press. Amarakoon, U., Weerawardena, J. and Verreynne, M.L., 2018. Learning capabilities, human resource management innovation and competitive advantage.The International Journal of Human Resource Management.29(10). pp.1736-1766.