Employee Relations in Human Resource Management

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
 Conflict management- strong
employee relations helps human
resource management team of the
Marriott hotel in resolving and
reduction of conflicts at the
workplace.
 Delegation- relations among
employees enables the HRM in
delegating the responsibilities, task
and duties as per their 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
employees like safe working environment, safe equipment
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.