Management and Regulation of Employment Relationship at Hobbs Ltd

This report discusses the management and regulation of employment relationship at Hobbs Ltd, a women's clothing company. It explores the role of the employee relation manager, methods of information collection, and the impact of effective employee relations on organizational performance.

Project report (PJ1)

Table of Contents
Introduction......................................................................................................................................1
Employment relationship as well as ways in which information is collected........................1
Interview Questions................................................................................................................1
Assessment of how employment relationship is managed as well as regulated.....................3
Judgement of management & regulation of employment relationship along with their impact.
................................................................................................................................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

Introduction
An employee relation is defined as efforts made by organisational for management of
relationship among employees as well as employers. By maintenance of affirmative and
constructive employee relations firm can hope to have loyal as well as engaged employees within
their work (Jennings, McCarthy and Undy, 2017). Basically, human resource department within
the firm is liable for managing their employee relations but in some there is a manager deployed
for this purpose. This report is based on Hobbs Ltd which was founded in 1981 in Hampstead.
They deals within women's clothing, accessories and footwear along with this they provide their
online services in around 55 countries across the world. This report comprises of employment
relationship, the way in which it is gathered and managed. Along with this, methods of
management as well as regulation will be illustrated.
Employment relationship as well as ways in which information is collected.
The industrial relations which are associated with emotional, practical, physical and
contractual relationship that is in between employee and employer is referred to as employee
relations. Generally, it comprises of working conditions, pay as well as benefits, work life
balance, rewards and recognition. It is important for employee relation manager (a role taken in
context of Hobbs Ltd) needs to build up affirmative relations which will improvise overall
performance of the business. The individuals who are liable for alleviating employee relationship
as well as resolving issues related with human resources on behalf of organisation are denoted by
employee relations manager (Poole, 2017). Basically, it is a branch of human resource
management that is incidental with management & employees relations so that assistance can be
provided with respect to work they have to carry out. Within Hobbs Ltd., it is a collaborative
position within the field of HR so that individuals can formulate conflict resolutions along with
knack for negotiation.
Interview Questions
1. What functions are being carried out by employee relation manager in Hobbs Ltd?
The tasks which have to be conducted via employee relation manager have been illustrated
beneath with respect to Hobbs Ltd.: Consulting new & existent policies: The policy that firm has within place identifies the
ways in which employees can act in working premises. Hobbs Ltd makes use of sexual
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harassment laws that are liable for forbidding employees from treating other individuals
in a pessimistic way due to sexual orientation (Bach and Kessler, 2012). Along with this,
employee relation manager within Hobbs Ltd. is also liable for setting up new policies
and make sure that all the employees abide to them. Furthermore, they can also formulate
plans associated with alcohol or drug usage, ways in which employees behave with their
clients. Act like Union representative: On the basis of firm, employee relation manager might act
like an organised emblematical. As Unions are liable for providing job stability along
with security to employees of Hobbs Ltd., who makes annual dues. In case any kind of
problem occurs then representative from Union will meet reps of organisation for
identification of what can be done next (Ferguson, 2018). Employee relation manager of
Hobbs Ltd., may meet with them on the behalf of employer. This is done for making sure
that firm is abiding to all the standards are within place as well as employees do not
violate any of laws (Shields and Plimmer, 2015).
2. What role does employee relation manager plays within negotiation of new contracts in
Hobbs Ltd?
This is one of the key duties which are being carried out employee relation manager of
Hobbs Ltd. The salaried employees have signed a contract that bounds all the benefits which an
employee will receive as well as what employers want they should do while rendering their
duties. When this contract will expire then employee relation manager will carry out a meeting
with management to identify what they want (Tansel and Gazîoğlu, 2014). Along with this, they
will also communicate with employees to determine what is required by them. Now the
employee relation manager of Hobbs Ltd. needs to carry out negotiation among different parties
who come up with new contracts for pleasing both the sides (5 Functions of an Employee
Relations Manager, 2019). This might comprise of reduction of benefits package provided to
them, adding more paid off time or enhancement within salary of employees.
3. Do employee relation manager need to comply with any kind of laws or policies?
The society for HRM has formulated template which employee relation manager can abide to
while formulation of resumes and applying for any job. There are distinct laws to which they
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have to follow as local, state and federal laws which pertain to employment (Baddon and et. al.,
2017). Within Hobbs Ltd., employee relation manager needs to follow certain OSHO standards
(rules which illustrate methods employers may use for protection of their employees from certain
hazard). This is done to make sure that employees are provided with safe place for taking about
problems which occurs while they deliver their services.
4. What kinds of benefits are provided by employee relation manager to employees of
Hobbs Ltd for motivating them?
The employee relation manager work in collaboration with human resource manager while
creation of benefit packages. The goodness which is being given to employees like sick leaves,
health insurance, vacation time, stock incentives and maternity leave is referred to as employee
relation (Lam, 2016). For this, employee relation manager of Hobbs Ltd. communicate with their
workforce and ensure what is required by them as well as they make comparison within the
prices that are being offered by other insurers and also identify whether same package can be
provided to others or not. For an instance Hobbs Ltd., provide the impelling benefits to those
who are associated with firm from longer time.
Employment relationship plays crucial role within the organisation as it creates a direct
impact on the ways in which services are being carried out. It is clear from above that employee
relation manager of Hobbs Ltd. develops an affirmative environment within working
environment so that employees can render their responsibilities effectively. This will lead them
to attain their goals within stipulated time frame. The information is gathered from distinct
sources like journals, articles and blogs (Morris, 2012).
Assessment of how employment relationship is managed as well as regulated.
Maintaining strong employee and employer relationship acts like a key for attaining
ultimate success for organisation which is advantageous. The fact is that when efficacious
relationship is maintained within working place then employees are more efficient, loyal,
productive as well as less number of conflicts will occur (Why Strong Employee/Employer
Relationship is Important and How to Achieve This?, 2014). This can be attained by employee
relation manager of Hobbs Ltd. by involving their team members (by which they can accept
different challenges which comes along with responsibilities), carry out proper interaction,
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furnish them with appropriate recognition, team meetings and events. Apart from this, Hobbs
Ltd. is making use of certain theories which will enable them to attain their goals as well as
objectives in an affirmative manner (Mishra, Boynton and Mishra, 2014). They are illustrated
below:
Neo-Human Relations theory: An anticipation which comprises that firm is incorporated
group of people who have loyalty structure, single authority and possess certain set of common
objectives, interests & values which are being shared with all is referred to as unitary theory.
This is reference frame which is being utilised within neo-human relations theory. Within this,
organisational relations are grounded by individual treatment, shared goals, team work and
mutual cooperation (Aylott, 2014). Conflicts within working place are seen like temporary
aberration which might occur as a outcome of poor management who do not get along with
organisational culture. Within this, employee relation manager of Hobbs Ltd may carry out direct
negotiation with their employees. This theory or approach is dependent on notion that all the
individuals i.e. management, employees and other staff possess identical purpose, interests and
goals, thus they works in unison manner for attainment of shared objectives. Basically, this
implies system of management which is liable for maximising outcome through accomplishment
of psychological and social requirements of employees within the workplace (Islam and Tariq,
2018). With respect to Hobbs Ltd, employee relation managers are liable for organising them
into teams, allocating work for formulation of decisions and identification of their needs. The
outcomes which will be attained by Hobbs Ltd through its usage are enhanced morale of
employees, productive and motivated individuals. This theory will add up within satisfaction of
individuals via self actualisation (Kelly, 2012).
Systems theory: Here, pluralist is taken as a frame of reference in which assumption is
made the firm comprises of individuals who forms unlike groups which have their own set of
objectives, leadership styles, value propositions and aims. This theory perceives firm as coalition
of competing interest in which role of employee relation manager within Hobbs Ltd is to
intercede among distinct interest groups. The groups formulated are competitive in terms of
loyalty, authority and leadership. This might lead to dynamic pressure on the organisation as
conflicts which occur may rise up (Brewster and et. al., 2017). Organisations relations implies
sub-system within wider society that comprises of four elements, they are stated here.
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First is an actor, which involves employees, employers, government agencies and their
representatives. Within Hobbs Ltd, they are liable for carrying out different operations thereby
creating a strong impact on their productivity. Second is environmental context, this involves
market, distribution of power, budgets and technology. This will affect the relationship among
two entities i.e. employees and employers, an instance can be taken into consideration like
Hobbs Ltd deals within retail industry and digital marketing is trend which prevails in market. As
this is something which is new for which employees need appropriate training if this do not
happen then relation along with their performance will be hampered (Luo, Kanuri and Andrews,
2014). Third one is substantive and procedural rules which are liable for governing actors. Last is
binding of ideologies which are a common belief that inspire actors to compromise. Stability
within employee relations is a product of concession as well as compromise which occurs among
unions and management of Hobbs Ltd.
Labour process theory: The process in which labour is objectified or materialised within
use value is referred to as labour process theory. Here, the word labour denotes communication
among individuals who render their services in a purposive way (Bajaj, Sinha and Tiwari, 2013).
In this frame of reference is Marxist which is dependent on propositions that economic
operations of distribution, manufacturing and production are governed via the objective for
attainment of profit. Within Hobbs Ltd employer may try to increase profit by paying customers
so that prices can be controlled. But employees think that they are the crucial part of production
as well as strive harder to get enhanced share of profits via formulation of trade unions (Sharma,
Sharma and Agarwal, 2016). Apart from this, there is improvised technology as well as strategic
management techniques that are liable for fragmentation of tasks, centralisation of knowledge,
de-skilling work and diminishing employees control pace for carrying out work. The outcome
which will be attained by Hobbs Ltd will not be affirmative as labour will be exploited and will
lead to unorganized industrial conflicts (Kersley, and et. al, 2013).
Employee relation manager of Hobbs Ltd can opt for usage of Neo-Human relations
theory which will lead to satisfy their employees through which firm can be productive and
attain their goals within stipulated time frame.
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Judgement of management & regulation of employment relationship along with their impact.
The employee relation manager is liable for assessment of methods as well as influence
that creates influence on alterations within organisation. In context of Hobbs Ltd, this has been
illustrated through the usage of following factors:
The gig economy: Employment situation in which working conditions are restricted for
specified time frame depending upon the requirements of organisation is referred to as gig
economy. Basically, they are contractual projects which can be also referred to as temporary
employment (Mitchell, 2016). An instance can be taken into consideration with respect to this;
like within Hobbs Ltd they have to conduct an fashion event for this they can acquire a staff for
that peculiar instance of time. In case if the event turn out to be a success then firm can
collaborate with them for their future events also. This will aid both involved in this as Hobbs
Ltd will be able to attain their goals and the event management organisation also need not to
make extra efforts from others.
Control and compliance: When there will be a controlled working environment within
organisation as well as all individuals either they are employers or employees comply to the
policies formulated by them then it will lead to have enhanced results. An example can be taken
into account like if democratic leadership is being followed then it must be followed and each
individual if they want to share their views must be given an option (Nazir and et. al., 2016).
Employee relation manager needs to ensure that in case any problem is faced by employees of
Hobbs Ltd then it must be solved as soon as possible. If this do not occurs then workforce will
also not comply to other policies or strategies formulated.
Flexibility and precarity: The ability of manufactual system for adapting to certain
varied tasks associated with tasks for assuring economic efficiency in terms of time and cost
along with insignificant alterations in longer time frame is referred to as flexibility. Precarity
denotes lack within predictability, psychological or material welfare and job security. In context
of employee relations this can be a problem for this employee relation manager of Hobbs Ltd
needs to have appropriate strategies through which such kind of situations can be avoided. For an
instance, with evolution of technology the firm might have thought to make use of transaction
processing system. But all the employees may not be aware of this. For this employee relation
manager can opt for rendering training to them so that they can learn new technology and work
on it in an effective manner. This implies that change is not predictable and for this organisation
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have to be flexible which will enable them to deal with such situations in an affirmative manner
(Noe and et. al, 2017).
Employee voice and engagement: Employees must be engaged and they must be
provided with responsibilities with respect to their domain like their expertises rather than
allocating jobs irrespective of knowledge possessed by them. Along with this, employee relation
manager of Hobbs Ltd need to ensure that their workforce gets an option to share their ideas and
things must not be imposed on them. Leader must listen to them as there might be something
innovative which may lead them to have efficacious results (Gall, 2017).
Discipline and grievances: This acts as an essential aspect within employee relation as
when there is a healthy and friendly working environment then discipline must not be
compromised. Along with this, in case any of the problems are being faced then employees of
Hobbs Ltd must have the right to share their problems as if it is not done then there performance
will be declined. There should be no grudges like if conflict occurs then each individual must be
listened to instead of listening to viewpoints of single person.
Emotional labour: The process which involves management of feelings as well as
expressions for accomplishment of emotional needs of job is referred to as emotional labour
(Poon, 2019). Managing of emotions for employee relations manager of Hobbs Ltd is important
while delivering their services as it may create a impact on the ways in which services are being
delivered by firm.
Conclusion
From above, it can be concluded that employee relations play crucial role within
organisation and the ways in which they furnish there services. Affirmative relations will create a
positive impact on organisation and will ensure that there goals will be attained within stipulated
time frame. For this, firms can make use of theories to ensure that employees are engaged and
any kind of negative activities do not prevail within the working environment. Furthermore, all
the factors which will create an impact on operations must be considered and managed in an
effectual manner for ensuring that goals are attained in stipulated time frame.
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References
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Aylott, E., 2014. Employee relations (Vol. 2). Kogan Page Publishers.
Bach, S. and Kessler, I., 2012. The modernisation of the public services and employee relations:
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Baddon, L. and et. al., 2017. People's capitalism?: a critical analysis of profit-sharing and
employee share ownership. Routledge.
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Practice in European Human Resource Management (pp. 154-167). Routledge.
Ferguson, M.A., 2018. Building theory in public relations: Interorganizational relationships as a
public relations paradigm. Journal of Public Relations Research, 30(4), pp.164-178.
Gall, G., 2017. The meaning of militancy?: Postal workers and industrial relations. Routledge.
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Jennings, C., McCarthy, W.E.J. and Undy, R., 2017. Employee Relations Audits. Routledge.
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Poon, T.S.C., 2019. Independent Workers: Growth Trends, Categories, and Employee Relations
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Sharma, N.P., Sharma, T. and Agarwal, M.N., 2016. Measuring employee perception of
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Shields, J. and Plimmer, G., 2015. Managing employee performance & reward: Concepts,
practices, strategies. Cambridge University Press.
Tansel, A. and Gazîoğlu, Ş., 2014. Management-employee relations, firm size and job
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Online
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