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Roles of Key Players in Employment Relations

   

Added on  2020-06-06

13 Pages4604 Words216 Views
EMPLOYEE RELATIONS
Roles of Key Players in Employment Relations_1
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Various frames of reference for handling employee relationship....................................11.2 Impact of changes occurred in trade unionism on employee relations............................21.3 Roles of key players in employment relations.................................................................3TASK 2............................................................................................................................................42.1 Procedure followed by NHS to deal with different conflicts...........................................42.2 Key elements of employee relation for certain conflict scenarios...................................52.3 Effectiveness of processes followed in resolving ambivalence.......................................5TASK 3............................................................................................................................................63.1 Role of negotiation in collective bargaining....................................................................63.2 Impact of negotiation strategy for given situation ...........................................................7TASK 4............................................................................................................................................84.1 Impact of EU on industrial democracy in UK..................................................................84.2 Several methods of gaining employee involvement in decision making procedures.......94.3 Impact of human resource management approach on employee relation .....................10CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11Books and journals...............................................................................................................11Online...................................................................................................................................11
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INTRODUCTIONEmployee relations refer to connections shared between staff members of the particularcompany. People can work more effectively only when they feel comfortable to perform inspecific environment. The firms have to provide healthy surroundings to employees so that theycan gain better efficiency of outcomes on regular basis(Seitel, 2017). Maintaining employeerelations is necessary task to reduce turnover of workers as well as improve productivity orprofitability of organisation. This report is based on British Medical Association which is aregistered trade union for doctors in United Kingdom. This organisation does not regulate orcertify doctors but fulfil responsibility of General Medical Council and headquartered in BMAHouse, Tavistock Square, London. This assignment will also discuss about NHS having target tobecome authoritative voice of workforce leaders, negotiating fairly to get best deal for patientsand experts in HR. This report will consider features or procedures to improve employeerelationship and solve conflict situations. Also, the impact of EU on industrial democracy in UKand methods to involve staff members in decision making as well as impact of human resourcewill be mentioned. TASK 11.1 Various frames of reference for handling employee relationshipIt seems to be important to maintain and improve employee relationships because itimpacts on regular outcome of firm. All kinds of activities or processes are interdependent oneach other to gain better outputs for which mutual understanding and coordination is mustbetween staff members. People can work more effectively or efficiently by coordinating withpeers or superiors to generate better productivity. Many kind of frame of references are able toprovide support for NHS firm in handling employee relations which are as follows: Unitary frame of reference: - This technique is helpful in directing staff members toperform with coordination for attaining purposes or objectives. The workers of anorganisation have to share their efficiencies or abilities to gain desired targetachievements(Hou and Reber, 2011). Equal contribution of their efforts is interrelated toone another so that it is mandatory to work with mutual understanding by calculatingtheir individual skills for attaining specific goal. NHS can apply this frame of reference to
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enhance the productivity as well as profitability of firm by generating coordination factor.This will facilitate to gain mission or vision more effectively and create better servicesfor people. NHS can implement this strategy to its firm for providing better HR servicesas well as ensuring more appropriate treatment or facilities to patients provided bymedical associations. Pluralistic frame of reference: - This method involves two forms or sub-groups incompany where the interest and objectives are different from each other. These forms canbe considered as management or trade organisations present in enterprise. NHSorganisation follows trade union of British Medical Association which have significantrole by creating link between management and employees of firm. This facilitates tomake sure that the medical corporations are providing satisfactory facilities for their well-being(Doherty and Norton, 2013). The trade associations connected with organisationhave task to render feedback about facilities or services to people. 1.2 Impact of changes occurred in trade unionism on employee relationsThere are certain trade unions in organisation which can be defined as representative ofstaff members to resolve the grievances by implementing changes to make better strategies toimprove employee relations. These are generated to make sure and conserve rights of workers aswell as their performance in particular organisation. They have authority to set several bargainswith management in respect to necessity of trade association people in company for various kindof projects or tasks to be completed. All this criteria describes the presence of trade unions infirms as well as their different strategies to make sure for preserving rights and measure workingof staff members may considered into legal aspects of company. NHS is connected with Britishmedical trade association to take care of employee's needs as well as outcomes generating fromtheir performance. They have to make deal of that period of time when the firm requires teammember of trade union to fulfil specific prospects of various projects or targets to be fulfilled.Some of external factors get affected by changes are given below:Political and legal factor: - There are various legal or political authorities are situated inthat area where location of firm exists(Winkelmann-Gleed, 2011). The organisations haveto follow the legal policies to run its business properly and they need to make theirstrategies or rules updated as per laws of political or legal authorities. NHS has to make
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