Importance of Employee Relations in HRM Decision Making

This study explores the importance of employee relations in influencing HRM decision making in relation to concepts such as flexible firm, employer of choice, and flexible working activities. It also discusses the essential elements required in employment legislation and their impact on HRM decision making. The study includes a job specification and job offer letter for the position of accounts manager at Mont Rose College.

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
1) Evaluation of procedure and rational for conducting specific hiring relayed Human resource
practices.......................................................................................................................................3
2) Importance of employee relation in respect to influencing HRM decision making................4
3) Essential elements required in employment legislation...........................................................5
4) Key aspects of employee relation and application of HRM practices.....................................6
Job specification...........................................................................................................................7
Job offer letter..............................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is the strategic method to effective administration of
workers in a organization or firm such that they support their business gain a competitive
benefits. It is created to increase staff performance in service of an employer’s strategic aims.
The current report is based on Mont Rose College, this study explain job specification and job
offer letter for accountant position. Furthermore, this report define importance of employee
relations in respect to affect human resource management decision making in relation to different
concepts such as flexible firm, employer of choice and flexible working activities. It also
classified elements of employment legislation and its impact upon HRM decision making at
chosen firm. Moreover, this study defines critical analysis of key features of employee relations
& application of HRM activities that influence and inform decision taking at College.
1) Evaluation of procedure and rational for conducting specific hiring relayed Human resource
practices
Recruitment is the procedure of attracting and finding potential applicants for filling up
vacant job position in firm. It is the process of determining jobs vacancy, reviewing applications,
selecting & short listing right applicants and analyzing job requirements. Hiring right candidate,
look for multi tasking gene, talent versus experience, innovative job posting, brand building,
time to recruitment and creative selection procedure are the human resource practices related to
recruitment.
HRM recruit new workers, with the help of utilizing specific process such as job positing.
It is one of the best ways to hire applicants and gain their attention towards Mont Rose College.
HR is wide market as each year employers have a fresh batch of experts or professionals who are
seeking to work into big companies. To reach out a huge range of applicants is now a must as
HRM can find deserving persons on other sites than job portals. Job posting help to find people,
who are more efficient than the other. This process is quite beneficial, for firm as it support to
reach at target market. Advertisement is key to let individual know what vacancies organization
have and hence, they must post their requirements of job on different sites to reach out of
millions of good job seekers. Human resource manager with job posting process gain many
benefits, they can advertise vacancies in newspaper and social media sites where millions of

people searching for their dream jobs. Posting job requirements on social networking sites or job
portals will give HRM a huge people more than just posting requirement on business websites
(Holland, Abbott and Norman, 2020).
The main purpose for conducting above recruitment related human resource practice at
Mont rose college is to recruit new workers in order to increase productivity rather than before.
2) Importance of employee relation in respect to influencing HRM decision making
Employee relations refer to an company’s attempts to maintain and create a positive
relationship with their workers. When it comes to staff relations, a human resource department
has two main functions. First, HR support prevents and solve issues or conflicts between
management and employees. Second, human resource management assist in enforcing and
creating policies that are consistent and fair for everyone in workplace. By maintaining positive
and constructive employees’ relations, Mont Rose College keeps their workers loyal and more
connected in work that is quite beneficial. Employee relations influence HRM decision making
in relation to concepts of flexible company, working activities and employer of choice. In order
to build effective relationship with staff, HR manager take appropriate actions for example,
provide flexible working hours in week so that people can complete their work and spend some
time with their family & friends. To maintain positive employee relations, HRM mostly view
their staff as contributors and stakeholders in firm more than simply as paid employees. This
perspective motivates those in executives and management roles to seek workers review, to value
their input highly and to recognize staff experience while taking decisions that influence overall
business.
Human resource management effort for making good employee relations by providing
flexible working practices. It includes flextime that enhances motivational level and encourages
staff to be loyal with Mont Rose College for longer. It intended to promote a loyal, happier and
more productive workforce, and therefore benefit both employers and workers alike. By offering
flexible working practices to staff, HRM can boost morale of employees and improve their
mental as well as physical well being.
Employee relation play vital role in business, it influences HRM decision making in
context of employer of choice. Human resource management always seeking for managing

effective work place for employees, they effort to create new plans for it. For example, employer
of choice is one of the best ways or program used by HRM to motivate workers and build good
employee relations between management and staff.
3) Essential elements required in employment legislation
Employment legislation refers to the laws which is mainly imposed in respect of building
the strong relationship between the employer and employee (Carbery and Cross, 2018). In
respect of business, it carries various laws and regulation which is the duty of the employer and
employee to follow in right way such as:
Equality act, 2010: This is one of the major laws which is undertaken in business in relation to
treating every person in equal way. As employment legislation is imposed in form of equality
regarding providing equal rights and remedies to every person and they are given equal chances
to present their thoughts and ideas in the business (Guest, 2017).
Data protection act, 1998: In this act, protection is given to the employees regarding securing
their information which they shared during the time of joining the business. Data security is also
to be maintained in relation to sharing any internal information against any employees and also
not disclose any such information without the consent of any of the employee.
Health and safety act, 1974: It is mainly undertaken in respect of providing safety to the
employee and also it is the duty of the employer to work under the law of torts. Thus safety is to
be maintained in respect of providing adequate equipment to the employees if they are working
at any hazardous places (Johnstone and Wilkinson, 2016). Health factors is to be undertaken in
respect to providing proper medical facilities to the employees if they are suffering from any
dangerous diseases or causing any infection. Thus, adequate compensation policies are imposed
regarding securing their right in the business.
Minimum wages act, 1998: In this act, employee are given minimum wages in context of the
work accomplished. For the particular age group, the wages are set and also they had to attain the
work for the particular time period.
In respect of understanding the employment legislation, the impact which this had upon
the HRM decision making relating to managing the Mont rose college is relating to the treating

every employees equally and thus, it is easier for them to impose the similar policies for every
person. In relation to undertaking the wages, the HRM management is to impose equivalent
wages depending upon the person capability and experiences to attain the task. The issues is
raised at work place regarding managing the safety of the employees and also before giving any
compensation, accurate inspection is to be committed (Richards and Sang, 2019). Thus, by
taking the rules mentioned under health and safety act helps in managing the interest of the
employees in college in better way. In context of data protection security, it is the one of the
major aspects which is to be taken care by the HRM regarding not disclosing any personal
information of employee with anyone. As Mont rose colleges is covered with large number of
employees, thus it is the duty of the HRM to keep privacy with the employee details (Rees and
Smith, 2017). Thus, it is the responsibility of the HRM to work by maintaining data protection
act at work place.
4) Key aspects of employee relation and application of HRM practices
Hadjisolomou, Newsome and Cunningham (2017) viewed that the key aspects of
employee relation to carrying transparency at the working place. As it is necessary to build the
strong relationship between the manager and employee regarding sharing all the information
which is necessary for the employee to be familiar with. It carries to be useful in respect of
managing the overall activities in the Mont Rose College regarding sharing all the detailed
information to the employees working in the college.
Abe and Oldridge (2019) highlights that the communication is also important aspects in
respect of maintaining close relationship with employees regarding carrying the open door
facility. In this aspects, they motivated the employees to freely communicate with each other and
also motivate each other to work as a team. This helps in Mont Rose College to bring different
ideas at work place such as in respect of conducting any social events or any cultural fest to
retain the interest of students for longer way.
Brewster, Mayrhofer and Farndale (2018) suggested that training is one of the major
practice which is undertaken by HRM in respect of managing the interest of the employees at
work place. This also helps in taking the right decision in the Mont Rose College regarding
guiding every employees to work in similar direction and also bring innovative ideas to retain the
interest of the students towards the college for longer way (7 Human Resource Best Practices (A

mini-guide to HRM), 2019). In respect of carrying the flat organization culture results in causing
positive impact upon taking the right decision under the Mont Rose College.
Job specification
Job Title- Accounts manager
Department- Accounting section
Reports to- Accounts management
Roles and accountabilities-
 The primary accountability of accounts manager is to prepare financial statements &
helping schedules accordant to monthly close schedule.
 Applicant is accountable for developing, maintaining, submitting and updating budget
reports to Mont Rose College.
 Person is responsible for mailing and collecting, emailing and faxing accounts
statements.
 Furthermore, candidate is responsible for maintain as well as developing a system of cash
forecasting.
Required skills-
 Candidate should have effective communication skill.
 For this job position, person must have technological skills as well as negotiation
abilities.
 They should have capability to work collaboratively and cooperatively with all stages of
workers, administration and external agencies to increase performance, problem solving,
creativity and outcomes.
 Application must have interpersonal skills with a consumer service concentration.
Required Qualifications-
 Candidate must have knowledge of accounting business computer programs.
 Individual had understanding of fund accounting.
 Applicant in order to get this job will must have bachelor’s degree in business
administration, finance or related areas.
Desire qualification-
 Applicant must had experience in governmental accounting

 Person should have knowledge in cash management
Job offer letter
Ms, Ronald
Mont Rose College
Subject- Job offer letter
Respected Ms, Smith
We are pleased to offer you employment in out college in capacity of accounts manager position
on date, 1 April. You are appointed as account manager in our institution, where you get all the
facilities and positive working environment. We provide a good salary package to you, which
will be increased after your performance and work abilities. Please sign on duplicate copy of this
letter as an evidence of your acceptance. We are happy that you will be working with our
College forward to your career success.
Thanks and Regards
Signature…………..
CONCLUSION
From above analysis it has been concluded that Human resource management play vital
role at Mont Rose College, as they hire new candidates for them who are capable strengthen
brand image in marketplace by contributing in achieving business aims as well as objectives.
Furthermore, it has been summarized that employment legislation and employee relation
influence on HRM decision making process positively, as they create flexible working plans in a
week to motivate existing applicants as well as new.

REFERENCES
Books and Journals
Abe, C. J. and Oldridge, L., 2019. Non-binary Gender Identities in Legislation, Employment
Practices and HRM Research. In Inequality and Organizational Practice. (pp. 89-114).
Palgrave Macmillan, Cham.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Hadjisolomou, A., Newsome, K. and Cunningham, I., 2017. (De) regulation of working time,
employer capture, and ‘forced availability’: a comparison between the UK and Cyprus
food retail sector. The International Journal of Human Resource Management. 28(21).
pp.3047-3064.
Holland, D.S., Abbott, J.K. and Norman, K.E., 2020. Fishing to live or living to fish: Job
satisfaction and identity of west coast fishermen. Ambio. 49(2). pp.628-639.
Johnstone, S. and Wilkinson, A., 2016. Developing positive employment relations: international
experiences of labour–management partnership. In Developing Positive Employment
Relations. (pp. 3-24). Palgrave Macmillan, London.
Plummer, D., 2019. Some of my friends are...: The daunting challenges and untapped benefits of
cross-racial friendships. Beacon Press.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Richards, J. and Sang, K., 2019. Socially ir responsible human resource management?
Conceptualising HRM practice and philosophy in relation to in-work poverty in the
UK. The International Journal of Human Resource Management. pp.1-28.
Online
7 Human Resource Best Practices (A mini-guide to HRM). 2019. [Online]. Available through: <
https://www.digitalhrtech.com/human-resource-best-practices/>.