People Management and Relations in Employment

People Management and Relations in Employment 1
PEOPLE MANAGEMENT AND EMPLOYMENT RELATIONS
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People Management and Relations in Employment 2
Abstract
The relationships among employer and staffs have a vital part to the general performance of
the business. The management together with the employees need to work to attain the useful
results relative to the negatives. The report aims to critically analyzes and discusses the
critical HR and ER issues using the theories and knowledge and also develops well-supported
recommendations for changes/improvements to the current HRM practices employed at the
firm. Lack of teamwork, poor communication, lack of motivation, and poor skills were
among major issues of concern. Therefore key recommendations to solve these issues
include;
 The managers can improve relations with suitable tactics to offer resolutions
whenever any issue arises within the company.
 The systems must get communicated to every employee. For example, in the event of
disagreements between the staffs, the matter must be told to the managing team. The
dependent on the kind of battle, more than one strategy should be applied to offer a
solution.
 The management can as well encourage open interaction policy to enable the staffs to
have the right data at the exact time.

People Management and Relations in Employment 3
Table of Contents
1. Introduction.........................................................................................................................4
1.1 Purpose of the report........................................................................................................4
1.2 Analysis............................................................................................................................4
Impact of conflicts Upon the Operation and Competitiveness of the Organization...............5
Conflicts Issues And Their Potential Ramifications For Organisations.................................6
Impact of Lack of Communication Upon The Operation And Competitiveness Of The
Organization...........................................................................................................................6
Conflict Issues And Their Potential Ramifications................................................................7
Impact of Lack of Team Work and Contested Strategy upon the Operation and
Competitiveness of the Organization.....................................................................................8
Contested Strategy Issues and Their Potential Ramifications for Organisations...................8
Impact of Lack of Team Work and Contested Strategy upon The Operation And
Competitiveness Of The Organization...................................................................................9
Contested Strategy Issues And Their Potential Ramifications For Organisations.................9
Summary of Recommendations.................................................................................................9
Conclusion................................................................................................................................10
List of References....................................................................................................................11

People Management and Relations in Employment 4
1. Introduction
The relationships among employer and staffs have a vital part to the general performance of
the business. The employees and employers, therefore, have specific accountabilities towards
another that aid a rational and dynamic place of work. Positive interactions build an
accommodating environment having a determination to similar objectives (Meyerowitz
2017). Conflicts, on the other side, will potentially turn away attention from the structural
performance. So it is essential for business owners and the HR manager, to understand that
keeping good workers relationships determines the achievement of the company. However,
from direct experiences, many issues emanated in the Unitel. The problems can quickly
increase to more significant difficulties.
1.1 Purpose of the report
The report aims to critically analyze and identify the human resources situation in the case
provided (“Unitel”). It also discusses the critical HR and ER issues using the theories and
knowledge and also develops well-supported recommendations for changes/improvements to
the current HRM practices employed at the firm.
1.2 Analysis
The report discusses ways to encourage Unitel’s Directors to implementations I develop as a
contracted HR consultant with an aim to reform Unitel’s approach to managing its staff.
The Issues That Arise In The Case and Key HR And ER Ramifications.
The HR Practioner has a responsibility to manage work relations by highlighting on the
leveraging of individuals abilities to be vital to earn a workable advantage; this will get
attained through a different establishment of combined work rules, plans and values (Cox,