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Managing employee relations in UK

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Added on  2020-04-29

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Managing employment relations Running Head: Managing employment relations Employee Relation Introduction 2 UK Specific Roles 3 Frame of reference 3 Role of Trade Union in grooming employee relations in UK 4 examples of key players in Employment relations 5 Case Study: Junior doctors contract dispute 7 Procedures followed while dealing with the situation of conflict 7 Key features of employee relations 9 Effectiveness of the conflict resolution procedures 10 Role of negotiation in collective bargaining 11 Impact of negotiating strategies 12 EU Perspective 12 Influence of the EU on industrial democracy in UK 12 Methods used

Managing employee relations in UK

   Added on 2020-04-29

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Running Head: Managing employment relationsEmployee Relation
Managing employee relations in UK_1
Managing employment relationsTable of ContentsIntroduction................................................................................................................................2UK Specific................................................................................................................................3Frame of reference..................................................................................................................3Role of Trade Union in grooming employee relations in UK................................................4Roles of key players in Employment relations.......................................................................5Case Study: Junior doctors contract dispute..............................................................................7Procedures followed while dealing with the situation of conflict..........................................7Key features of employee relations........................................................................................9Effectiveness of the conflict resolution procedures..............................................................10Role of negotiation in collective bargaining........................................................................11Impact of negotiating strategies............................................................................................12EU Perspective.........................................................................................................................12Influence of the EU on industrial democracy in UK............................................................12Methods used to gain the Employee Participation and involvement of Decision Making process..................................................................................................................................13Impact of Human resource Management on Employee Relations.......................................14Conclusion................................................................................................................................15References................................................................................................................................151
Managing employee relations in UK_2
Managing employment relationsIntroductionThe report discusses the impact and attributes of employment relations in diverging situations. The employment relationship is the organizational relation that prevails within the company but the results are reflected in the external environment with the growth of organization and build-up of goodwill. Report elucidates three tasks which are UK specific, case study of junior doctor’s association and EU perspective (Rees & Smith, 2017). Initially, the UK specific task will be examined in which the frame of references, role of a trade union in flourishing the employee relations and the game of key players in the context of developing the employee relations were researched upon. The next aspect of the report is based on the case study of junior doctor’s association in which there was a conflict between government and NHS employer along with the BMA association and trade union where unfair practices with the employees were exercised. The procedure to deal with the conflict will be discussed followed by key features of employee relations. The effectiveness of employee relations is focussed along with negotiation role. The influence of negotiation onthe collective bargaining is explained as well. The third task concentrates on the EU perception where the influence of EU on industrial democracy has been analyzed. The methods were suggested to impart employee equal right in decision making as done by Tesco. At last, the impact of human resource management on the employee relations will be demonstrated in brief supporting the Michigan model.Hence, the conclusion could be cultivated that in the modern time to ensure growth and stand firmly, in the long run, there is a need to maintain the relations with eth employees.The manager and employee relations motivate the employee and even the manager get to learn something new technique and tricks from the employees either from their varying experiences or through the fresh faces that have been recruited wisely. 2
Managing employee relations in UK_3
Managing employment relationsUK SpecificFrame of referenceThe frame of reference refers to the mindset that helps the person to see the problem and try the best solve it, mostly these are the industrial problems arising from the employer-employee and problem is openly discussed to reach the better solution. In order to resolve theproblem of employment relation, the frame of reference has been designed where the conceptual human resources queries are been resolved and better organizational development could be inculcated. The 3 attributes of this frame are unitarism, pluralist & radical. The most popular of them are unitarism and pluralist (Greenwood & Van, 2017). Pluralism reference frame describes the unity and coordination among the employees to create harmony and generosity within the organization. This kind of atmosphere within theorganization helps in enhancing the loyalty and increase the belongingness of the employee and employee engagement is achieved which is a positive sign for the progress of the organization. Corporate social responsibilities have to be maintained so as to maintain the societal trust and manage to maintain and grow the goodwill of the organization (Palmira, 2017). The Unitarian frame of reference depicts the unity and single focus on the loyalty program and delegating the responsibility to the competent person. In unitarism employees come together for the common goal to fulfill the expectations that have been set and the performance evaluation are undertaken to monitor the working of employees and providing appropriate training to the employees for conducting the better working (Saini, 2017). The employees accept their positions and justify their post in a positive manner. In unitarism, there is only the single leader that rules the organization and that unitary person is the manager and the opposition party which could be quoted as the competitor which matters the most to ensure growth and tallies the performance in a reliable manner. This practice helps in inculcating the value and belief within the organization and built up the better organizational structure and culture thereby strengthening the internal environment of the organization (Edwards, 2017). 3
Managing employee relations in UK_4

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