Impact of Human Resource Management on Employee Relations | Tesco

Added on -2020-02-05

| 13 pages| 4337 words| 37 views

Trusted by 2+ million users,
1000+ happy students everyday

Showing pages 1 to 4 of 13 pages

Employee Relations
TABLE OF CONTENTS
TASK 1............................................................................................................................................3
1.1 The unitary and pluralistic frames of references..............................................................3
1.2 Changes in trade unionism that affect employee relations...............................................4
1.3 Role of main players in employee relations.....................................................................5
TASK 2............................................................................................................................................6
2.1 Procedures an organisation should follow while dealing with conflict situations...........6
2.2 Key features of employee relations in a conflict situation...............................................7
2.3 Effectiveness of procedures used in a conflict situation..................................................8
TASK 3............................................................................................................................................8
3.1 Role of negotiation in collective bargaining....................................................................8
3.2 Impact of negotiation strategy for a situation in organisation..........................................9
TASK 4..........................................................................................................................................10
4.1 Influence of European Union on industrial democracy in the UK.................................10
4.2 Methods to be used to gain employee participation and involvement in the decision
making process of organisation............................................................................................10
4.3 Impact of human resource management on employee relations....................................11
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1
INTRODUCTION
Successful business depends on effectual management of work and employee
relationship at workplace (Newsom and Kruckeberg, 2012). Human resource management
includes strategies to maintain relationship and gain competitive edge in the market. Basically,
employee relationship focuses on issues like pay and benefits, working style and safety at
workplace. Communication is an important element of employee relationship.
Present report is about the giant retail company that is Tesco which serves wide range of
products and services across the world. However, the study revolves around managing the
employees relation at Tesco enterprise. (Edwards, 2009).
TASK 1
1.1 The unitary and pluralistic frames of references
Employee relationship is mainly focused on strategic and co-ordinated frameworks which
are based on commitment and interest of personnel towards work and workplace.Employee
relationship is more emphasized on strategic and integrated framework instead of traditional
managerial control and conflicts between employers and employees” (Bach and Kessler, 2011).
In this context, there are three models to describe the importance of employee’s relationship.
These are Tichy and Devanna's Matching Model, Beer's Harvard Model and Walton's Control to
commitment model. There are some frames of references to explain the impact of different
perspectives that are interpreted in employee relations to show the implications of successful
employee relationship. These are-
Unitary frame
Pluralist frame
Unitary frame is based on the values and assumption, it includes the behaviour,
conflicts and relation between employees and employers. If there is a conflict between
employees, it can prove to be a reason of harm for the work and the place too. However, a
conflicting situation between the employee and manager is also not good as it obstructs the
growth of employee's career development and indirectly affects the organisations productivity
(Morris, 2012). There are some elements of unitary frame-
Management is the single authority in organisation which has all reserved rights in any
case.
Leaders play an important role in context of loyalty and commitment among the workers.
Management must ensure about the person who is leading the departments is an
effective leader. Further, it must have the quality of expressing his or her thoughts
efficiently towards the subordinates(Center and et.al., 2008).
Conflicts are natural at the place where many individuals work with their different
opinions but it is harmful for the organisation and negatively affects company's image.
Pluralist frame - In this, management converts the entire organisation into different sub
groups, each group lead by its respective leaders and follow their regulations. The pluralist
frame is divided into two main sub groups that are management and trade unions. This theory
believes in some elements and these are-
Organisation is made up of different set of beliefs and values.
There are opposing factors of leadership and link in organisation.
Management plays an important role of mediator between authority and workers.
The employee relation stability can be achieved through concessions and negotiation
between management and employees through bargaining process.
1.2 Changes in trade unionism that affect employee relations
The role of trade unions has become changed in the present scenario. There are different
trends that occur in the business that is global competition, change in outsourcing, legal
constraints and employee participation that combined in unions and caused collective bargaining
process (Ngo and et.al., 2008). There has been a huge change in trade unionist movement and
the way they respond towards the challenges and opportunities. With the passage of time trade
unions have become very powerful but the regulatory firms decided that the it could be sued for
damages and harm that is cause by union if they held a strike. Public sector is the sole remaining
sector in which trade unions directly influence in employment relations. Furthermore, it has been
assessed that in the past period trade unions were less powerful as they were considered as
obstruction by the government. Therefore, these movement was banned in the 20th century due
to its high amount of intervention in the operations of business entities. Additionally, strikes and
lock outs were witnessed in high amount (Hooper and Martin, 2008).
However, with the passage of time and growing need to preserve the rights of employees
trade unions arrived in new form . This can be experienced in the way Tesco deals with
protecting the rights of its employees by providing them with safe and secure working

Found this document preview useful?

You are reading a preview
Upload your documents to download
or
Become a Desklib member to get accesss

Premium

$45

Q&A Library Access

Chat support

12

Document Unlocks

4

Answer Unlocks

Students who viewed this