Managing Employee Relations

This document discusses the value and importance of employee relations in organizations, including the impact on productivity and loyalty. It also explores the fundamentals of employment law and the rights, duties, and obligations of employers and employees. Additionally, it provides advice relating to the employment relationship for M&S and conducts a stakeholder analysis.

MANAGING EMPLOYEE
RELATIONS

Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P 1 The value and importance of employee relations in application to specific organizational
examples......................................................................................................................................3
P 2 The fundamentals of employment law that apply to specific organizational examples........4
LO 2.................................................................................................................................................5
P 3 the different types of rights, duties and obligations an employer and employee has within
the workplace...............................................................................................................................5
P4 Determine appropriate advice relating to rights, duties and obligations of the employment
relationship for M&S...................................................................................................................7
P5 Conduct and complete a stakeholder analysis for M&S........................................................8
P6 Analyse the impact of both positive and negative employee relations on different
stakeholders...............................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Employee relations is the term used to describe the relationship between employers
and employees. Today's interpretation of employee relations refers to individual as well as
collective workplace relationships. Tesco is a British multinational groceries and general
merchandise retailer with headquarters in Welwyn Garden City, Hertfordshire, England, United
Kingdom. It is the third-largest retailer in the world measured by gross revenues and the ninth-
largest in the world measured by revenues. This report contains issues such as The value and
importance of employee relations in application to specific organizational examples. The
fundamentals of employment law that apply to specific organizational examples. the different
types of rights, duties and obligations an employer and employee has within the workplace.
appropriate advice relating to rights, duties and obligations of the employment relationship for a
range of given organizational examples. Complete a stakeholder analysis and the impact of both
positive and negative employee relations on different stakeholders.
LO 1
P 1 The value and importance of employee relations in application to specific organizational
examples
It is necessary that employee relations of a company such as Marks & Spencer is good as they
are considered as one of the reasons of their success. With the help of this company will be able
to achieve higher results. If the employee relations are maintained at a high level then they will
be able to increase the level of productivity by working more efficiently (Ogunsanwo and
Kazeem, 2019).
Increased Productivity-
If the relations with the employees are formed strongly then they will go for a long period
of time which will help them to increase the level of productivity for Marks & Spencer. It is
important for the managers of the company to remember that stronger the relations they have
kept with their employees better it is for the company. Other than this when the base of their
relations is strongly formed then they it is believed that employees are more satisfied with the
culture of the company. This helps them to put more of their efforts which in result make the

company more productive. The overall contribution of the team helps Marks & Spencer to
achieve even higher results than their expectations.
Increased loyalty among employees-
If the relations with the employees of the company are strong then they will be able to
enhance the loyalty of the employees. It is the culture of the company and the level they maintain
of it which leaves a impact on the employees that is drastic for them which increases their loyalty
with the company. With this company also gets the benefit of improving the level of retention of
employees which helps them to achieve more in the long run. For the companies such as Marks
& Spencer who operates at such a big level it is necessary to have relations with the employees at
this level (Yaokumah, Walker and Kumah, 2019).
Reduction in Conflicts-
When the company is able to keep the environment of work efficient and friendly then
the level of conflict happening in the business will be reduced. For that they need to make sure
that the employee relations are maintained. With both of these under control the managers of the
company will be able to focus on the task they are working and complete it more effectively. It is
up to the management of Marks & Spencer to make sure that relations are maintained as it
determines the path of the company will be failure or success (Kataria and et.al., 2020).
P 2 The fundamentals of employment law that apply to specific organizational examples
Employment law is the aspect of legal measure that helps the company to assess the relation
between employer and employee. This law is subject to appeal when the company has more than
one employee working for it. This aspect of law is complied with both state and federal laws
which involves various topics and issues so that they can work upon a goal together which is
common for the business and that emphasizes focus on the protection of rights that is possessed
by the workers. These laws help the employees against the case of discrimination and activities
related to it. It promotes the aspect of health and safety in the company. It helps the employees
by providing them support economically and avoids any causes and effects that disrupts the flow
of work by the rising level of conflicts between management and the labor of the company. it is
because of this law employees have a right to fight against the case of discrimination which is on
the issue of color, sex, religion, race or nationality. This helps the employees to get an equal

chance when it comes to hiring them, giving them a promotion or firing them from the company.
There are many aspects against which it can be recognized that Employment Law is viable. It
can be assessed when it comes to the cases of any among these such as immigration, social
security, termination in a wrong manner, compensation to workers, medical leave etc. This law
binds both the parties that is employer and the employee under a contract so that both of their
interest is protected and no one is making forcibly proceeding work in a manner that is against
the law (Ali, Lei and Wei, 2018). With the help of Employment Law Marks & Spencer can
describe in detail that what they expects from employees so that they can work on the basis of
that. This way all the legal and necessary guidelines will be entered in the contract with the
mutual consent of both the parties which will involve aspects such as their holidays, packages,
compensation, rights that they have to face for illness. In the contract all the legal provisions are
made for the employees so that the intellectual rights of Marks & Spencer can be protected.
LO 2
P 3 the different types of rights, duties and obligations an employer and employee has within the
workplace.
Employer
Right-
Employer has the right to hire an employee and set them by giving instructions that needs to be
followed. Any contract that is dismissed or dissolved by the employer needs to be under the
guidance of law.
Obligation-
It is necessary that they observe the law, agreements and contracts. Also there must be no
situation where it is proven that employer treats some employees fairly and some not. They need
to maintain the environment of work so that they can employees can work flexibly and
contribute for the development of the company. it is necessary that measures are taken to look
after their health and safety at the place of work.
Income register-

This will be a file of database which will have the information of how much the employer
is paying in terms of salary to their employees. It is important to fulfill the duty of filing it to the
income register with the help of electronic method (Agarwal, 2016).
Accident Insurance-
There must be a policy provided by the employers of the company which must cover the
accidental coverage for their whole team of staff. This is necessary if accident has taken place at
work and it must be binded under the contract. In any case such as these employees will be
compensated in terms of expenses, pension, loss of earnings etc.
Employees-
One of the rights that the employee has is the Minimum wage Act which works on a
approach that fixes the minimum pay of workers as per the law. It is reviewed constantly by the
managers of the company and as per their performance and with time it is necessary to increase
it. It is necessary for Marks & Spencer to meet with the requirements set by the European Union
which governs the no. of hours fixed for work for the employees in a week that is for 48 hours.
The employees can take action if they are forced to work more than that.
Other than this they have the right to get equal opportunities which is set under the legislation of
the country. This states that they have the right to get the same amount of work and that too in
the same conditions of work which is provided to others. Other than this they have also other
rights which are used against the case of disability, sexual or discrimination on the basis of race
(Abdullah, 2017).
P4 Determine appropriate advice relating to rights, duties and obligations of the employment
relationship for M&S.
Employee relations means that work related the relationship between employer and employee. It
is the best way to contribute in organization productivity and profitability. It always motivating
the staff member to establish the good relationship (Kataria, Kumar and Gupta, 2020 ). The
primary aim is to eliminate the issue or problem in regards of work. In some situation, employee
in unable to get the accurate solution.
The Rights of employees and responsibilities of employer

Employers and employees have responsibilities to each other, they should have expect
their specific rights. When M&S is taken into account, both staff member and management that
have a proper responsibilities.
 Safe environment: The primary duty of M&S is to provide the better healthy and safe
working environment to employee. in this way, they can easily adopt the workplace, Also
carried out their work in a way that is safe or secure (Kataria, Kumar and Gupta, 2020 ).
Therefore, M&S will follow the health and safety standards or norms. In order to provide
all essential facilities and services of staff members.
 Fair Remuneration: According to labour standards act, M&S will provide the better
opportunities of their staff members. Each and every employee deserver to receive the
federal minimum wages of $6.20 per hour (Maheshwari, Samal and Bhamoriya, 2020 ).
Through this act, it provide the right of their employee so that they can achieve both
personal as well as professional goal.
 Fair treatment: Although M&S has a control over their staff member. Sometimes, it has
increased the conflict among employee because of discrimination. In this way,
employee can lose their concentration as well as motivation in their workplace. Usually,
M&S can follow Fair labour act to resolve the issue in regarding the discrimination
The psychological contract
In context of employee relation, the psychological contract refer to the mutual obligation
expected between employee and employer. It is based on the mutual fairness, belief and trust
between each parties. Sometimes, it can be inferred as past action, statement and other event.
Psychological contract have considered in both positive as well as negative manner (Ogunsanwo
and Kazeem, 2019 ). it has completely reduced the job satisfaction level also decrease on the
employee turnover.
However, the positive associations are made when it can be disrupted the psychological
contract. It allows for adopting the contract and other social behaviour by using different coping
mechanism. When it has completely changes the workforce in M&S.
 It will increase the large amount of employee working in more flexible hours.
 It emphasis on the human resource in context of competitive advantage.

Another way, when it has not mention in the contract where employer has following different
obligation. It involves the employee with work and pay for completing the task.
Developing positive employee relations
It is important part of creating a strong employee relation when it will develop the trust
between employee and employer. In M&S, Employee always be honest with staff member and
also provide the different facilities as well as services (Ogunsanwo and Kazeem, 2019 ).
Therefore, it can easily maintain the coordination between them. Open and honest
communication always gives the better understanding of staff member.
P5 Conduct and complete a stakeholder analysis for M&S.
Marks and spencer is one of leading organization, it was founded by partnership between
the Michael marks. It has opened the some market stall into different location in England.
Stakeholders are consider as person, group and institution with interest in different project or
programmes, event (Seshiah, 2019 ). The stakeholder analysis will help for M&S to identifying
the relationship between employee and employers. It also useful for eliminating the conflict
among different staff members. Moreover, it also understanding the relations between the
multiple stakeholders for project interest within M&S.
The management of M&S which mainly providing the great support, which help in growth and
development. In recently, manager seems to fail on the leading the enterprise and generate low
sales, profit of their strategic decisions. Some stakeholders are becoming feel to insecure for their
future because it has rapidly falling the price/cost (Shields, Rooney and Kaine, 2020). Hence,
Marks and spencer has required to undertake the various phases to maintain or control market
share, also retaining its stakeholder in the future growth and development. The stakeholder
management has considered two different elements such as stakeholder planning and analysis.
Stakeholder Analysis
It is based on the technique or method that mainly used for identifying the importance of
individual people within particular project. Furthermore, it also supports for achieving the
desirable goal and objective (Shields, Rooney and Kaine, 2020). In M&S, the product manager

has been conducting the stakeholder analysis. It can be considered as strategically valuable when
resolving the complex business problem.
Conduct a stakeholder analysis
In M&S, stakeholder analysis will be different in the organization whereas manager
conduct the analysis, but it should be consider the commonly used steps.
Identifying the multiple stakeholders
It is a type of process in stakeholder analysis, identifying the possible stakeholder for
particular project within M&S. it involves marketing executives, consultant, IT operational
engineer, project manager and manufacturer (Ugoani, 2019). These are different stakeholders
that can perform the different roles and responsibilities in business operation or function.
Prioritize and group the stakeholders
It is another process when conducting after complete brain storming session. In above, it
has identified the different staff members, group of people work in M&S (Kataria, Kumar and
Gupta, 2020 ). Afterwards, manager can assign the specific task of each people on the basis of
their interest. Furthermore, it also categorized the people on the basis of interest.
 High power and high interest: it is type of important stakeholders, that should give
prioritize keeping them happy with project progress such as project manager, developer
and project executives.
 High power and low interest: In M&S, various stakeholder which may influence with
organization. In this way, it should keep satisfied with the product quality and service
(Ogunsanwo and Kazeem, 2019 ).
Stakeholder Mapping
During stakeholder analysis, it is mainly classified into different stakeholder by
explaining clear picture of project, showing the interest of each stakeholders. Another way, it
also said that process to create clear picture and also clarifying the accurate position. In this way,
Manager will be using the stakeholder mapping process in M&S to identify the perception of

each employee (Shields, Rooney and Kaine, 2020). Moreover, it also providing the better idea
about the current roles, duties and responsibilities within organization.
P6 Analyse the impact of both positive and negative employee relations on different
stakeholders.
In M&S, Employee relation is consider as critical part and reason behind this growing size
of business., this will help for planning an effective strategy to overall growth of business
(Kataria, Kumar and Gupta, 2020 ). The participation of each stakeholder always support for
M&S to enhance business capabilities and abilities. This can be possible when every stakeholder
establish the effective relationship between each other.
Positive impact
In M&S, Manager has established the positive relationship with other staff members.
Generally, it is likely to put more efforts and get involved in the organizational project. in this
way, it has leads to high productivity and profitability in global marketplace (Kataria, Kumar and
Gupta, 2020 ).
 The positive way to increase retention rate whereas it can easily fulfilling the need and
requirement of employee.
 The different project executives have a positive impact on the other stakeholder, each and
every individual motivated or engaged in the workplace. In order to maintain the
customer satisfaction level.
Negative impact
Customers are also considered as stakeholder, especially if they rely upon the product and
service on the business. Therefore, M&S considering the staff member as stakeholder that can
give advantage, benefits in the form of improve current performance and efficiency (Ogunsanwo
and Kazeem, 2019 ).
In M&S, staff members are affected as stakeholder due to the economic well-being. Generally,
staff member would share common concern about the company. It may affect on the decision-
making process.

Different employees are affected because of manager decision on the basis of job security. It has
continuously make risky enterprise decision which are completely harm the bottom line of M&S
(Kataria, Kumar and Gupta, 2020 ). In this way, it cause staff member who will show interest
towards particular decision. Employee required to maintain the job security for long-term, so that
they can maintain the stability.
CONCLUSION
From above discussion, it has identified that managing relations become important part of
organization because it help for establishing better coordination between employee and
employer. It has summarised about importance of employee relations in the application of
organization and also describe the various employment law that apply to enterprise.
Furthermore, it can be determined the various type of duties, obligation and right of
employee as well as employers at workplace. However, it has analysed the complete stakeholder
analysis for considering the positive as well as negative impact on the relationship of staff
members.
REFERENCES
Books and Journal

Abdullah, A.B.M., 2017. Managing the psychological contract: Employee relations in South
Asia. Springer.
Agarwal, P., 2016. Psychological contract: managing employee-employer relationship. LAP
LAMBERT Academic Publishing Saarbrucken.
Ali, M., Lei, S. and Wei, X.Y., 2018. The mediating role of the employee relations climate in the
relationship between strategic HRM and organizational performance in Chinese
banks. Journal of Innovation & Knowledge, 3(3), pp.115-122.
Kataria, A., and et.al., 2020. Forty years of Employee Relations–The International Journal: a
bibliometric overview. Employee Relations: The International Journal.
Kataria, A., Kumar, S. and Gupta, B., 2020. Forty years of Employee Relations–The
International Journal: a bibliometric overview. Employee Relations: The International
Journal.
Maheshwari, M., Samal, A. and Bhamoriya, V., 2020. Role of employee relations and HRM in
driving commitment to sustainability in MSME firms. International Journal of
Productivity and Performance Management.
Ogunsanwo, A.O. and Kazeem, G.A., 2019. Employee Relations Management and Employee
Performance (A Study of Dangote Cement, PLC, IBESE). International Journal of Latest
Technology in Engineering, Management & Applied Science (IJLTEMAS), 8(12), pp.43-47.
Ogunsanwo, A.O. and Kazeem, G.A., 2019. Employee Relations Management and Employee
Performance (A Study of Dangote Cement, PLC, IBESE). International Journal of Latest
Technology in Engineering, Management & Applied Science (IJLTEMAS). 8(12). pp.43-
47.
Seshiah, C., 2019. Creativity and idea generation in employee relationship management in SMEs
in India (Master's thesis, University of Malta).
Shields, J., Rooney, J. and Kaine, S., 2020. Managing Employee Performance and Reward:
Systems, Practices and Prospects. Cambridge University Press.
Ugoani, J., 2019. Managing Employee Relations and its Effect on Organizational
Success. International Journal of Social Sciences Perspectives. 6(1). pp.1-10.
Yaokumah, W., Walker, D.O. and Kumah, P., 2019. SETA and Security Behavior: Mediating
Role of Employee Relations, Monitoring, and Accountability. Journal of Global
Information Management (JGIM), 27(2), pp.102-121.