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Human Resource Management and Employment Relations

   

Added on  2020-12-09

16 Pages5131 Words235 Views
Employee relations

Table of ContentsINTRODUCTION...........................................................................................................................1PART 1............................................................................................................................................11.1. Different frames of references explaining the implication of each of perspective as meansfor handling employment relations.........................................................................................11.2. How changes in trade unionism affect employee's relation in UK.................................21.3. Roles of following key players in employment relationship ..........................................3PART 2............................................................................................................................................42.1 Procedures followed by NHS when dealing with different conflicting situation.............42.1 Procedures followed by NHS when dealing with different conflicting situation.............42.2 key features of employee relation with reference to conflicting situation.......................52.3 Effectiveness of procedures followed in resolving conflict............................................63.1 Role of negotiation in collective bargaining....................................................................73.2 Negotiation Strategies......................................................................................................8PART 3............................................................................................................................................94.1 Influence of EU on industrial democracy.........................................................................94.2. Methods that are used to gain employees participation and involvement in decisionmaking process ......................................................................................................................94.3. Impact of human resource management approach on employment relations ..............10CONCLUSION..............................................................................................................................11REFERENCES................................................................................................................................1

INTRODUCTIONEmployee relations is an important part of every organisation. It refers to a firm's effortsto maintain the relationship between the employee and employer. For a healthy workenvironment at workplace employee must comfortable with each others. The good relationshipbetween employee and employer play a vital role in every industrial establishment in terms ofaccomplishing the organisational goal effectively. National health care service(NHS) waslaunched in 1948 with the aim to care health of public in united kingdom. NHS is one of thelargest public sector organisation in UK. Overall employee of NHS has 14,00,000. The successof every organisation is depended on their employees(Colvin, 2016). This study present varioustype of references which are important for handling employment relations and also define howchanges in trade unions affect employee relations in UK. This report also explain the variousmethods which are followed by NHS to solve the different types of conflict situation. This studyalso identify the negotiation strategies and their impact on conflicts(Karlsson, F., Karlsson, M.and Åström, 2017).PART 11.1. Different frames of references explaining the implication of each of perspective as means forhandling employment relations.In every organisation, good relationship between employee and employer are the majorpart of organisation because they contribute together their best efforts towards the success oforganisation. If employment relation are not maintained properly, conflict create automaticallydue to misunderstanding between both of them and it will affect the working of every industrialestablishment(Dundon, Cullinane and Wilkinson, 2017). Unitary and pluralistic frames play an important role in handling employment relationshipUnitary framesTo maintain employment relationship in NHS, this frame follows the assumptions that allthe employees of organisation have same goal, values and objective which is accomplishedthrough performing different roles by them. In every organisation mainly the conflict is createddue to having different goals and objective to both employee and employer Unitary frames ofNHS creates framework in which employees and management employers work on a commongoals and interest(Guest, 2017). It is also considered the opportunities to employees in terms of1

the involvement in decision making and conflict negotiation actions in NHS which makesemployees more loyal and give their best efforts towards the attainment of organisational goalsand reduce the existence of any conflict with help of mutual understanding between both ofthem. In this approach, the focus of management is on controlling and monitoring employees andtheir work effectively which maintain employment relations between both of parties(Harney,Dundon and Wilkinson, 2018).The unitarist approach consists of all members sharing the sameinterest and being homogeneous. Third parties are viewed as irrelevant as employees andemployers have a mutual cooperation. NHS use this approach and it depends on their workplacefor strong sense of cooperation between the employer and employee, which allows workers tofocus on the primary aim. This approach while cooperating with employee make use of opencommunication that improvises the employee's relation in company and also creates workersloyalty. Pluralistic framesThis frames based on the assumption in which organisation is divided into sub groups andeach group have different goals and objective and work with different interest in the achievementof goals. Sub groups refers as management and trade unions. Management is the representativeof NHS and trade unions represent of workers. Pluralistic frames lays focuses more oncompromising and collective bargaining as it recognises different interests within sub-groups cancause conflict primarily between the management and trade unions. (Jennings, McCarthyandUndy, 2017). It emphasises that companies that utilise this practice values negotiation andcoming to an agreeable resolution that benefits both the employees and employers equally. Thisprocedure ultimately results in the improved employment relationship and engages workers in anorganization(Hayter and Lee, 2018).1.2. How changes in trade unionism affect employee's relation in UKTrade union is the association of worker or developed by the group workers with aim ofprotecting the worker from the exploitation of employer or organisation. Trade union also help inimproving the working condition of workers.Main objective of trade union is to protect the interest of employees in an organisation.There are various changes in trade unions which helps in maintaining better relationship betweenemployee's and employers. In case of technological changes, this change is always resistance byemployees because it is a challenging task for trainers and it runs from lack of common focus2

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