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Employee Relation Report - (Doc)

   

Added on  2020-09-17

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Employee relation

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Unitary and pluralistic frames of reference...........................................................................11.2 Modification in trade unionism that have affected employee relations................................21.3 The role of the main players in employee relations. ............................................................4TASK 2............................................................................................................................................52.1 The procedures an organisation should follow when dealing with different conflictsituations.....................................................................................................................................52.2 The key features of employee relations in a selected conflict situation................................62.3 The effectiveness of procedures used in a selected conflict situation...................................7TASK 3..........................................................................................................................................103.1 The role of negotiation in collective Bargaining.................................................................103.2 The impact of negotiation strategy for a given situation.....................................................11TASK 4..........................................................................................................................................124.1 The influence of the EU on industrial democracy in the UK..............................................124.2 Employee participation and involvement in the decision making process in organisations...................................................................................................................................................134.3 The impact of human resource management on employee relations..................................14CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................16ILLUSTRATION INDEXIllustration 1: Employee relationship...............................................................................................4Illustration 2: Conflict workplace resolution...................................................................................8

INTRODUCTIONEmployee relationship is the bonding and kinship between the employees and employerswithin the firm. To achieve success and gain organizational goals, there is necessity ofmaintaining the employee relation. It is the fundamental process and if not performed, therecould be difficulties for the company in their work performance. Firms focus on the employeerelation as it highlights the work environment, belief, culture, core competencies and values ofthe entity (Medina-Garrido and et. al., 2017). In this report study is made on Tesco plc. which isUK’s largest retail physical sector company. Tesco Plc. which is situated in UK, established byJack Cohen in 1919. It is world largest retail store expanded over 12 countries and having 6,553stores. They have 476,000+ employees and earns revenue of £55,917 million with operatingincome of £1,280 million (Tesco PLC, 2017). The company provides widest range of food in theUK. Company’s main competitors are ASDA, Sainsbury's, M&S and Morrison's (Kim and et. al.,2017). In this report, frame of references are explained that have affected employees relations. Itincludes the discussion over employee relation against the changing environment. Furthermore,report explains existence of industrial conflict and its resolution by understanding the role ofplayers in employee relation. Additionally, ways are mentioned that help to reduce the conflicts.Moreover, it also details about collective bargaining and negotiation processes and its impact onthe organization. In addition to this, report explains about the concept of employee participationand involvement. Along with this, report also covers employee participation and involvement inthe decision-making process of Tesco. At last, report assesses the impact of HRM approach onemployees' relation for the mentioned firm. TASK 11.1 Unitary and pluralistic frames of referenceIn almost all the organization, there are certain relations shared by the employees at theworkplace. In order to achieve organizational goals firm uses Unitary and pluralistic factors.They play significant role in maintaining the employee relationship as-well-as to accomplish thetask in more effective and efficient manner (Pandey, 2017). For Tesco, it is required to maintainhealthy relationship as employees are their greatest power. They are the most vital resource forthe firm. In this context, the above two frames of references are discussed on the organization: 1

Unitary perspective frame: It is the process of conducting and operating the business withintegration to achieve organizational goals. Here staff members are considered as family andpleasant work environment is provided to them so all of them remain incorporated. The mainrationale behind this is to share the same goals and objectives among the entire team of firm. Inaddition to this, employee’s show more dedication and interest towards achieving organizationalgoals. In Tesco, every member is contributing in effective manner to make firm best and highclass in market. There are various perspective or view points of the employees towards theorganization which can be based on flexibility, positioning and talent, etc. Effectivecommunication and problem-sharing among the employees and employers can help theorganisation to solve many of its problem (Rahman and Taniya, 2017). All the activities must bemanaged by team leaders where they distribute duties, roles and responsibilities to everymember. As a result, complete and comprehensive relationship can be maintained based on termsand conditions of organization and instruction of leaders are followed in sincere ways. Pluralistic Perspective frame: According to Pluralistic framework, there is division among theorganisation in various groups. Every group is then assigned an objective and a leader. Tesco ishaving 2-major subgroups that are management and trade unions. Management’s role is toaccomplish work properly and focus on employee relationship. Major focus is provided inconvincing and synchronization process. However, trade union plays essential role in gettingfirm goals. Through the division, responsibilities among the employees, managers andorganization gets divided (Walker, van Jaarsveld and Skarlicki, 2017). For employees, theysupport the legitimate and legislatures structure. Mutual agreements and negotiation are mainmethods to accomplish organisational goals. 1.2 Modification in trade unionism that have affected employee relationsTo assist employees from employer's exploitation, illegal policies and improvement inworking conditions, trade union was recommended by Royal Commission in 1867. Trade Unionand Labour Relations Act, 1992 was made to protect the employees’ rights and maintainrelationship among employees and employers. There are various objectives covered under thetrade union and has great significance. For Tesco, it majorly relates to the incentives, bonusesand allowances, standards in wages, reducing conflicts among employees regarding unethicalrules and procedures. In order to accomplish this, various changes were considered by theorganization in employee relationship which are as follows:2

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