Employee Relations and Performance

This assignment examines the crucial link between effective employee relations strategies and enhanced organizational performance. It delves into various aspects of employee relations, including communication, conflict resolution, and performance management, analyzing how these factors contribute to a positive work environment and ultimately drive business success.

EMPLOYEE RELATION

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
1.1 Unitary and pluralistic frames...............................................................................................1
1.2 Changes in trade unionism have affected employee relations..............................................2
1.3 Role of main players in employee relations..........................................................................3
LO2..................................................................................................................................................4
2.1 Procedures an organisation should follow when dealing with different conflict situations. 4
2.2 Features of employee relations..............................................................................................6
2.3 Effectiveness of procedures used in a conflict situation.......................................................7
LO 3.................................................................................................................................................7
3.1 Role of negotiation in collective Bargaining........................................................................7
3.2 Impact of negotiation strategy...............................................................................................8
LO 4.................................................................................................................................................9
4.1 Influence of the EU on industrial democracy in the UK.......................................................9
4.2 Comparison of employee participation and involvement in decision making process.......10
4.3 Impact of human resource management on employee relations.........................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Employee relations refers to put efforts to maintain relationship between manager and
workers. If there is proper connection among them then employees do their work more
effectively along with this they are loyal to their job or enterprise. Director of human resource
can make strategies for this, it will assist to accomplish desired goals and objectives. A healthy
relationship between superior and subordinate also aid them to take advantages from their
competitors (Gupta and Kumar, 2012). NHS is an organisation which provides their services to
people of UK. Managers of cited company is much co – operative with their staff members
which assist them to build reputation in marketplace. They perform their task appropriately and
efficiently which aid association to enhance their revenues. Purpose of this report is to explore
role of main players in employee relations. Employer of concern deal with conflicts effectively.
Labour of cited company also take part in their decision making process so that they can suggest
ideas which can be beneficial to them.
LO1
1.1 Unitary and pluralistic frames.
There are two types of frame of references which are as follows:
Unitary: It means employees of organisation having common value and interest. If there is any
conflict arise between superiors and subordinates then it is unnecessary or unwanted as well as
can be avoided by leader. Workers do not have any need to make trade union in enterprise. They
can easily convey their messages to managers. Every concern wants that they have unitary
framework in their association because it aids to maintain healthy relationship between
employers and employees (D'Cruz and Noronha, 2011). If they are totally opposite to them then
conflict can arise and as result to, connections may interrupted.
Pluralistic: According to this, workers of enterprise having distinctive values and interests
regarding work. If this is present in organisation, then there is more conflicts arise between
manager and staff as well as they shared loyalty mutually. Unitary management gives them a
good working environment and confidence regarding their work but in management of Pluralism
worker never accept their rights. They need to manage fights in enterprise which will aid them to
achieve desired goals and objectives.
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National health services adopt Unitary reference frame in their organisation. Human
resource management is an important role in company and they manage work effectively which
will aid them to accomplish objectives and plans in an appropriate manner. Employer of
enterprise wants to know expectations of their staff members, for this they hired a consultancy
firm. NHS always deny to use trade union as well as they have an effective policies in their
business which will assist them to solve grievances in their firm (Atkinson and Hall, 2011).
1.2 Changes in trade unionism have affected employee relations.
If there is any modifications take place in labour union, then it can directly affect
relations of worker. They always promote interest of employees which will aid them in
increasing their paying scale as well as they can demand for better working surroundings for
staff members. Trade union was came into legitimate action in approx 1824. Many labours
joined it and their main aim is to provide fair reward as well as working surroundings to their
members. There are various types of alterations made in labour unionism which having a direct
affect in relationship of labours in NHS. It is done because of changes in elements of macro
environment which are described as below:
Political and legal: If in NHS, manager implement new form of laws then it can provide impact
to labour relations effectively. For example, there are different types of policies which are made
by regulatory bodies which aid NHS to provide equal opportunities to their employees. It can
also create fights among manager and labour union. It can arise because company is not fulfilling
rules which is made by government of country (Kazlauskaite, Buciuniene and Turauskas, 2011).
As result to it, conflict connections among enterprise and trade union can adversely affected. It
can also provide impact on sales as well as revenues of NHS.
Technological: If an organisation adopt new techniques in their business then demand of labours
may get reduced. Thus, NHS adopt strategy of retrenchment in their company. When this form of
condition arise in association then trade union can protect workers. It will also give an negative
affect to enterprise. Employees can do unfair practices such as lockouts. As result to, it can
influence sales as well as productivity of concern.
Labour union is created, so that they reduce gap between administration and workers. It is
like biggest association in nation after 1980. It consists approx 7 million people as well as their
main aim is to protect interest of their member. They can also develop some strategies for above
stated purpose.
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It has been concluded that, if there is any alterations made in trade unionism then it can
directly affect relations of employee at workplace (Bach and Kessler, 2011).
1.3 Role of main players in employee relations.
It is essential for every organisation to maintain connection between managers and
workers. There are some form of groups which are presented in company, are described as
follows:
Role of mangers in employee relation:
If there is healthy connection between employer and employee in organisation then they
do their work interestedly as well as perform effectively. It aids them to avoid conflicts within
company. It also assists them to do their task in groups rather than individually. No single person
do their activity alone, without any discussion. They need people at workplace, with whom they
can share ideas and secrets without fear. It will work as a motivation to them as well as enjoy
their working also. Along with this, absentism get reduced and they attain desired aims and
objectives within time. There are various roles of manager in NHS, to promote healthy
relationship in organisation, are discussed as below:
 Leader is like a role model for staff members. His or her main responsibility is to treat
everyone equally and reduce or avoid partialities. It will aid to motivate their employees
as well as boost their performance (Suliman and Al Kathairi, 2012).
 Duty of manager is to eliminate confusions so that they can make things clear to them
and they can attain objectives and targets more effectively and efficiently.
 If there is an open communication in organisation then workers can share information
with employers appropriately as well as provide suggestions also to them.
 Their main duty is to encourage their team member which will aid them to maintain
healthy competition at workplace.
Role of Trade unions in employee relations:
It is made to maintain relationship between people of organisation. It is made by them so
that they can get better working environment as well as pay from their managers. It is must that
every staff member treated with respect at workplace. There are some importance of labour
union are as follows:
Collective bargaining: Worker's parties created to allow representatives level with bartering
power with their bosses, who generally had capacity to only set terms and states of work and
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pay. Unions speak to specialists inside a given industry in transactions with their managers
(Upchurch and Marinković, 2011). Since union contains a gathering of specialists, it has a more
noteworthy voice than if workers were managing businesses independently.
Unfair practices: Unions likewise assume a key part in creating work laws and directions for
viable labourer assurance. Unions start push for control in territories that worry representatives in
work environment. They campaign for production of laws and directions and spread data to
representatives about them.
Role of state in employment relation:
State can be hard to characterize in light of the fact that it includes more than a solitary
on-screen character, and a wide range of foundations and government divisions can impact
business relations results in different ways. There are some objectives which they have to
achieve are as below:
 They need to manage high level employment.
 It is essential to ensure stability in prices.
 They have to defend exchange rates.
LO2
2.1 Procedures an organisation should follow when dealing with different conflict situations.
Business connection amongst boss and worker is an exceptionally uncommon kind of
trade (Osman-Gani, Hashim and Ismail, 2013). One significant recognizing highlight is that it
includes both market and administrative relations: a cost is settled for work used' yet
administration at that point decides undertakings really completed. Another component is that
relationship is in a condition of non stop flux. There are consistent weights for some gathering to
alter it: representatives or bosses might need to change cost or substance and way in which work
is done.
When people do their work together then conflict may be arise so it is essential to resolve
it timely. There are some principles are as follows:
Conciliation: It is a third party, which aids people to solve their issues mutually in
organisation.
Arbitration: When third party, bind their decisions on parties but they do not agree
with it.
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Meditation: It is more than conciliation, in this, third party plays an active role.
They give recommendations to solve problems.
Manager never avoid conflicts in NHS, it can arise internally as well as externally. It is
essential for employer to manage it properly so that they can provide them positive atmosphere
at workplace (Robertson, Gockel and Brauner, 2012). Primarily, it is very typical task. There are
process which is related with formal and informal.
Formal Procedure Informal Procedure
It means they can take aid from third party to
solve conflict in company. Example: Employer
or employee can take assist from arbitration to
resolve it but after that it is necessary for them
to obey their decision.
It means they can take help from their
representatives to solve it. In NHS, they made
committee for above stated purpose.
There are certain steps to solve conflicts among bondholders are described as below:
Realizing pattern of problem: It is essential to understand queries so that manger can solve it in
an appropriate manner.
Recognizing problem: It is necessary to accept problem and resolve it so that authority can
understand the origin of issue (Do Paco and Cláudia Nave, 2013).
Strategy to solve conflict: Employer can develop strategies also to resolve issues which will aid
them to satisfy their stakeholders.
STRATEGIES:
Compromising: According to this, both parties are not satisfied with decision, they both
compromise some part.
Avoiding: They think that fight is bitter, so that they try to avoid it.
Forcing: Avoiding the problem does not make any sense, so it is essential to end it by forcefully.
Resolving: Most typical task is to face problem and resolve it at any cost.
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2.2 Features of employee relations.
Conflict circumstances is generally related with disputes which can arise in an
organisation. In enterprise such as NHS, there is fight arise among male and female. Work
allotted to them is ineffective so that they cannot do their task appropriately. Thus, there is
development of negativity in surroundings at workplace (Tansel and Gazîoğlu, 2014). As result
of, it can direct affect on profitability of company as well as sales. As according to chosen
conflict situation, there are various features are described as below:
Hindering relationship between male and female staff members that are present in NHS: If
there is dispute in company then it may affect their working in NHS. The main reason behind it
is male workers raise their voice against female labors. Thus, they complain about inefficient
allotment of task. So that, it leads to adverse relationship among them as well as they cannot
complete their work within given time period. As result to it, their productivity get reduced and it
may influence their reputation in marketplace. Customers cannot satisfy from their services so
that they loose them.
Dissatisfied with entity: It is other characteristic of employee relationship in conflict
circumstances. Labors of NHS will explore their discontentment against company. It is essential
for manger to solve fight regarding ineffective work allocation so that they can eliminate
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Illustration 1: Strategies

negative connections among workers and superiors (Meisler, 2014). Organisation can take an
essential actions for this which will assist them to improve their productivity. Employer of NHS
can take aid of arbitration for above stated purpose. Labors have respect their decisions and
follow it correlatively.
2.3 Effectiveness of procedures used in a conflict situation.
Process which is used by NHS is much effective for their organisation because it can be
used by them for every conflict situations. For any problem, enterprise can take aid from
procedure of conflict handling. As per this process, communication can be done among employer
and workers of company. This phase is much efficient because it supports every one in
organisation as well as male workers can express their views on their work which is ineffectively
allotted to them.
When discussion is made, any worker can ask to employer about explanation behind it. It
will be very helpful for labors because if there is valid reason which is given by manager, then
issue can be resolved easily. But if they are satisfied with fact then this case must be present in
front of director or manager of human resource of NHS (Schmidt, Trittel and Müller, 2011).
If conflict resolved appropriately then it can be it may be provide positive impact on
organisation. But if problem goes in hand of director then they can take seven days to take
decision appropriately. According to provided scenario, they can use conflict handing process to
resolve problem. As per final phase, workers can present their issues in front of team of dispute
handling collectively. It is essential for them, to give an appropriate solution to them.
LO 3
3.1 Role of negotiation in collective Bargaining.
Negotiation and bargaining is process under which management make an agreement with
their employees when they are not happy with their salaries and other incentives or facilities.
Major aim of this procedure is to establish fairness and equality at workplace. The collective
bargaining process provide a platform through which workers able to meet with employer to
which they talk about all issues they are facing in the industry. All these work get done with
support of a union. Once the Federal gets establish, whole discussion begin i between the
employer and the worker which is either related with labour act or with any type of payment
system. This process is defined as collective bargaining process. This method is very helpful for
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any organisation management, hence all issues get sorted out in frequent manner (Kim, Park and
Wier, 2012). Now complaints l address as a whole and not in individual manner. Moreover it
also leads to motivate employees and workers because it facilitate a channel of communication
under which all workers participate in decision making process. Along with all these helpful
factors another major thing which is done with use of this technique is to solve all industrial
disputes between management and union.
In context of NHS which is consider as one of a largest and single pay health care
service provider. since their working procedures/steps is also large and vast. The actual number
of workers are also high as compared to other organisations. So for making and providing better
services in future certain entity should have to use this approach under which they can establish
such channel of communication where any of the individual can easily share their views with the
management. This help in taking effective decisions which are in favour of employees and their
wishes get satisfied according to their needs.
Hence with proper and appropriate support of this methodology an employer and
employee both partie's right get secured and effective path for both teams found out . This leads
to create and provide more and more services to their users and their productivity get improved
(Poor and et. al., 2011).
3.2 Impact of negotiation strategy.
Collective bargaining is defined as an agreement between employer and worker which is
free flow forum and provide a negotiation process between both of these parties. This facilitate a
platform under which company can solve their issues and secure rights and interest of both of
them and create a health relationship. This work get done with aid of agent where union
representative and management representative come together and work on issues which short
listed by their clients. If union interest do not get completed which is compromise then it leads to
increase chances of stand off. It leads to establish mutual understanding between each other and
create coordination of working between each one of them. Along with that by fulfilling all
employees mutual will it leads to ensure their stability at work place which is must. Thus by
establish a proper bargaining strategy at industry it increase the chances of making data and
method of production secure otherwise sometimes this element get breach.
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In the context of NHS, which is one of a famous healthy care organisation, a vast
discrimination between male and female staff get measure (Gupta and Kumar, 2012). This lead
to increase the chances of conflicts between each other which is not good as per view point of
employees and profitability and sustainability of a firm. This discrimination is also harmful for
patients also because if this issue get rise in next few years then it directly reduce the number of
diligent and this also leads to harm their image also.
As per the cited scenario the wages which are provided by an organisation to their
employees are not equal. This is one of a major issue and this might leads to sue against health
care also. This is a breach of equality act under which all employees are equal. As well NHS also
void the law of wages act, under which their all employees salaries are different from each other.
This directly leads to affect their performance of working and their effectiveness get affected
which is not good for an organisation long term survival. Further these conflicts between male
and female leads to affect their working also and their productivity leads to get affected.
LO 4
4.1 Influence of the EU on industrial democracy in the UK.
Industrial democracy refers to the practices of political orientation which are for both
employers and employees of an organisation (D'Cruz and Noronha, 2011). These activity are
implemented according to business entity. This democracy practices provides the various
benefits to manager and staff member such as equal participation in decision making, power
sharing, assign responsibility among them and many more which comes under overall
organisation and also provide them with extra benefits in equal ratio and avoid conflicts among
them.
As all countries of EU do not follow this industrial relationship practices as business
relationship is also known as industrial democracy. But with passage of time with the coming
technology EU is also bringing these activity into their organisation. These industrial democracy
is now being adopted in EU companies.
Through these democracy practices employees of such organisation thinks themselves as
important part of the organisation. With this workers of such organisation also show their
involvement in every activities of organisation.
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Therefore, with the influence of EU the new concept is introduced of partner based
relationship which is seen is maximum organisation of European countries and also given the
employee with different rights such as decision-making, power sharing and responsibility and
many more extra involvement in every spheres of activities of an organisation (Atkinson and
Hall, 2011).
According to European countries these practices have proved success to all those
organisation who had introduced these services to their employees by which the relationship
between organisation and employees has been improved and with the equal distribution of rights
the possibilities of conflicts has been minimized in such particular organisation.
With introduction of these equal rights has shown greater impact on those organisation. These
activities has boost the morale of employees and also help the organisation to attain its goals and
objective easily. This has been proved in countries of EU that satisfaction and equal rights should
be given and all employer and employee should be treated equally in organisation.
4.2 Comparison of employee participation and involvement in decision making process.
To gain objective of an organisation employee involvement and satisfaction is must for
every enterprise. Trust can be obtain through active participation of the worker in decision
making process. There are many techniques which are used by employees such as behaviour
survey, suggestion scheme, and by consulting etc.
These tools are important for all business entity to gain supervisors and superiors trust
and to attain and improve their performance (Kazlauskaite, Buciuniene and Turauskas, 2011).
The main focus of these activities are to provide staff member to open up with their views and
ideas for the organisation. This is direct channel for motivating members .
 The first method is behaviour survey in which the attitude of staff is determined by his or
her optimist nature in which the member is judged by their participation in the firm.
According to which their pay is decided and Job evaluation and performance is
measured .
 Now comes suggestion in which members are giving their views to top management
regarding any problem and their obstacle should be given values to their innovative
thinking. It is all about how to present in front of high authorities. So that every one can
get the chance to speak in front of managers.
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 The last but not the least is consulting which is all about how employees can transmit
their words in gathering and in a public area like meetings, conferences etc. to consult
somebody in such a way that any one should no defend in group . In this it tells about that
how NHS will passes your idea to high authorities (Bach and Kessler, 2011).
These are three of the activities which help in increasing the staff and workers morale as
well as improve their participation and involvement in an organisation. All of them explain same
meaning as these are advantage for employees and provide benefits to members of business.
4.3 Impact of human resource management on employee relations.
It plays an important role in every organisation. If manger of NHS wants to improve
performance of their staff members then they can provide training to them, as it aids to enhance
their skills in an effective as well as efficient manner (Suliman and Al Kathairi, 2012). For better
results, it is necessary to maintain a healthy relationship between superiors and subordinate.
Human resource management helps in maintaining workers relations as well as provide an
positive impact also. If there is an effective interaction between employers and employees, then
it can assist organisation in retention of staff members. Through better bonding with their labors,
NHS has a positive effect on its managers and workers which results in higher success and
growth.
Human resource management focus on motivation of employees, if they are highly
motivated then, it will helps in achieving organisational goals effectively as well as efficiently,
which increase profit of NHS. If company wants to motivate their workers then organisation
should provide good working environment to them, so that they can do their task freely and can
contribute towards the enterprise's goals. For a proper working surroundings, there should be
communication between employers and employees (Upchurch and Marinković, 2011). If
organisation wants to grow then it is essential to provide importance to needs and demands of
people employed in it because growth and development of any company depends on its
manpower. Hence, to gain desired goals and objectives as well as to accomplish targets of firm it
is necessary to increase effectiveness of firm and it can only be done by increasing
appropriateness of workers working in it.
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CONCLUSION
As per above mentioned report it has been concluded that it is essential for every
company to maintain relationship between employer and employee. NHS use unitarism frame of
references in their business. It will aid them to enhance their productivity as well as profits. If
there is an effective communication among them then they can compete their competitors also.
Alterations in trade union can provide impact on their relations. If there is too much conflicts
arise in enterprise then it can affect productivity as well as sales of association. Manager of NHS
can develop strategies to solve conflict. There are main reason of fight among employees are
ineffective allocation of work. It is necessary for them to take participation and involvement of
employee in their decision making process. It is also discussed in this assignment that human
resource management can influence employee relations.
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