Employee Relations: Values, Policies, and Strategies

This document discusses the significance of organisational values, workplace policies, and risk assessment strategies in managing employee relations. It covers topics such as the role of values in achieving goals, the importance of workplace policies and legislation, and the use of risk assessment strategies to resolve disputes. The document also explores the stakeholders involved and provides insights into the implementation processes and procedures.

manage employee
relations

MAIN BODY
An organisational values statement for your workplace
Organisational value is defined as everything done by enterprise at work. These values
depicts the core ethics, guidelines which is followed by organisation at any cost. Such values
encourages, personnel to work with more better efficiency (Williams, 2020). These value also
shows the way of doing work in what, when and how it is to be done. Amazon value statement is
comprises of five principles customer obsession rather than competitor focus, passion for
invention, commitment to operational excellence, earn trust and long term thinking. With these
focused principles, they are able achieve their goals as well as objectives. These principles assist in
maintaining & managing work in most efficient manner.
With these value statement, it is easy for them to accomplish their both long term as well as
short term objectives. With these principles they are able to implement strategy as well as tactics in
most effective way.
Workplace policy
It is defined as statement which depicts the organisation's practices as well as procedures
which related with work. By properly following workplace policy they are able to analyse
everything which occur in day to day activities & are related with employment legislation. A
workplace policy can also help you recognize what decisions and actions produce the best results
for your business. Many policies simply direct employees to act in line with what best benefits their
department or enterprise. In relevance with Amazon they also have a work policy which they follow
under proper rules, regulations and legislations. They focuses on their remuneration and benefits
policy of organisation. In remuneration and benefits policy their range of wages starts from £9.50
per hour for full time,part time and temporary employees (Conway, 2016). Remuneration is kind of
compensation or that an individual receives as payment for their services or work that they do for
an corporation. It involves base salary an employee receives, along with other forms of payment
that accrue during course of their work, which includes expense account funds, bonuses etc. There
is a wide variety of benefits offered to subordinates like Paid Time-Off (PTO), various types of
insurance (such as life medical, and disability), participation in a retirement plan etc. Under this
policy they benefits are provided to subordinates with comprehensive benefits package.
Compensation and benefits are tangible, intangible rewards such as recognition, work life balance
& development. Remuneration policy states that there is need to focus on key principles for
remuneration to attract talented employees. Whereas benefits comprises of indirect pay to

employees like health insurance, parental leave, stock options etc. In relevance with Amazon, they
follow policies of remuneration and benefits in proper manner.
Main aim of this policy is to attract and retain skilled employees for longer period of time.
This policy was developed to introduce transparency into HR & reward employees for
accomplishing their better performance. This policy is applied to employees, staff of enterprise.
Acceptable behaviour refers to behaviour in which individual behave in proper manner with other
by showing respect, discipline and humble. Whereas unacceptable behaviour refers to individual
with violence, indiscipline, wrong attitude towards superiors. There are various consequences of not
following this policy like employee turnover might increase, low productivity at workplace and
many more. This policy of remuneration & benefit is linked to Employment Right Act (1996) UK.
This act states and covers several areas like employment contracts, infair practices, remuneration,
pay scale etc. (West, 2017). Under this legislation, main purpose of this act is to provide balance
framework relations which promotes & maintain national economic prosperity for people. This also
states that employees have access to all the basic facilities which are crucial to do a specific job.
With help of this legislation, personnel are able to do their job their in most efficient manner by
properly following laws of UK. Through this, remuneration & benefits is being provided to all the
subordinates under this legislation. Furthermore, this policy provide assist to employees to enjoy the
benefits to which they have right to access. The ERA set out the rights of employees in situations
such as dismissal, unfair dismissal, parental leave, and redundancy. In 1997, the Labour government
proposed an amendment to the act – strengthening right of an personnel to request flexible working
time – which was subsequently passed by Parliament. Employee's may have been given these rights
previously contractually, either within business' employment policiesor within employment
contracts of service. The Act now is useful for those rights in statutory law.
A risk assessment strategy for potential withdrawal of labour or as a result from “disputes”.
In organisation, it is important to focus on labour disputes and solve them in proper manner.
It is necessary to analyse as well as examine the problems or issues which are faced by personnel.
In relevance with Amazon, there are various types of disputes between company and employees
which is affecting the productivity level of operations. The manager of enterprise make ensure that
disputes are solved in most efficient manner.
Risk Assessment strategy-
A risk assessment strategy is defined as well organised approach of identifying, managing &
accessing risk. With help of these strategies, it is easy to solve disputes between labour and firm.
So, risk assessment strategy which is used is conciliation & mediation. This strategy is helpful for

solving disputes and provide solution for the same. Conciliation is defined as process in which
conciliator help parties to develop options, solve dispute and provide alternatives solutions to
maintain a agreement (Mansi, 2017). In this strategy, main role is of conciliator who is responsible
for making suggestions, settlement & give expert advice to management. This is beneficial for
retaining subordinates for longer period of time. With use of this strategy, it is easy to use effective
ideas for managing relations between employer as well as employee. Whereas mediation act as a
mediator & assist both parties to solve their disputed by their own. In relevance with Amazon, it is
helpful for entity to adopt these risk assessment strategies through which they will be able to
establish & developed positive relationship amongst subordinates, staff, management.
Therefore, the stated paragraph shows that with use of risk assessment strategies it is easy to
manage problems that occur during process. Moreover, conciliation strategy has been used to deal
with issues in most effective way. It is duty of manager to make assure that correct tactics is used
for achieving positive results.
An implementation strategy which clearly outlines the stakeholders in the workplace and the
processes and procedures that will be used to implement all the employee relation activities in
the workplace to ensure all staff are briefed and familiar with policies and procedures:
At workplace, it is essential to use implementation strategy so that everything is to be done
ion proper manner. Also, it is seen that process/ procedures are being used to manage employee
relations. Enterprise make ensure that all subordinates related activities are conducted in proper
manner. Amazon, also have stakeholders who have roles and responsibilities within the firm. With
these policies & procedures personnel get detailed information about implementation strategy of
such policies.

Identify stakeholders
effected by employee
relations
Shareholders
They are also
affected by
employee
relations because
shareholders are
interested in
gaining better
ROI. (Hamza,
2019).
Owners
Owners are
stakeholder
s who are
interested
in gaining
profit.
Positive
relations
between
subordinate
s allows
entity to
run
business
smoothly.
Employees
Employees
are also
stakeholder
s who are
interested
in gaining
wages,
promotion
etc.
Personnel
are affected
by
relations
because
they have
to deal
with every
individual
in entity
for which
relations
are to be
maintained
.
Governme
nt
These are
those
stakeholder
s who have
interest in
maintain
industrial
relations.
Processes/procedures
(related to employee
relations)
In this, they
conduct training
to management
with 7 days of
trial. Through
this, they manages
relations in most
effective manner.
Procedures
are carried
out like by
conducting
meetings
on daily
basis &
sharing of
ideas.
Personnel
are being
introduced
to on the
job training
which is
helpful in
increasing
their
knowledge
NO

regarding
relationshi
p
manageme
nt at work
environme
nt.
How the strategy be
implemented to ensure all
staff are briefed and
familiar with these policies
and procedures
The strategy is implemented by keep updating subordinates
about their roles, polices which they have to carry out at work
environment (Jacoby, 2018).
Further, it is implemented by organising meetings, sessions,
internal seminars which govern these policies.
Then, another way of getting familiar with these procedure is
to briefly provide the training to subordinates regarding such
polices so that they follow them in most appropriate manner.
By carrying out training it is easier to develop relations also
(Williams, 2020).
After analysing above matter, it has been seen that to implement employee relation
activities, strategies are used by enterprise so that subordinates are aware about these policies.
Furthermore, table depicts that stakeholders are affected by employees relations at larger scale.

REFERENCES
Books & Journal:
Jacoby, 2018.The embedded corporation: Corporate governance and employment relations in
Japan and the United States. Princeton University Press.
Williams, 2020.Introducing employment relations: a critical approach. Oxford University Press.
Conway, 2016. Demands or resources? The relationship between HR practices, employee
engagement, and emotional exhaustion within a hybrid model of employment
relations.Human Resource Management,55(5), pp.901-917.
West, 2017.The Long Hedge: Preserving Organisational Value Through Climate Change
Adaptation. Routledge.
Mansi, 2017. CSR focus in the mission and vision statements of public sector enterprises: Evidence
from India.Managerial Auditing Journal.
Hamza, 2019.Impact of business intelligence on organisational value creation: A case study of
Nestle Nigeria PLC(Doctoral dissertation, Dublin Business School).
Schein, 2020. Organisational ambidexterity, hard power management and smart power management
at Amazon, a case study.Global Business and Economics Review,22(1-2), pp.27-40.
Bray, 2019. Mediation and Conciliation in Collective Labor Conflicts in UK. InMediation in
Collective Labor Conflicts(pp. 247-263). Springer, Cham.
Tonmoy, 2018. An investigation of coastal climate change risk assessment practice in
UK.Environmental Science & Policy,80, pp.9-20.