Supporting Good Practice in Managing Employment Relations

Supporting
Good Practice
in
Managing
Employment Relations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
1.1 Explain the internal and external factor that impact employment relationship.....................4
1.2 Explain different type of Employment status........................................................................4
1.3 Importance of determining the employment status...............................................................5
2.1 Importance of work life balance within the employment relationship and way it is being
influenced by legislation.............................................................................................................6
2.2 Legal support provided to employees as a family member...................................................6
2.3 Reasons for treating all employees fairly in relation to pay..................................................7
2.4 Major points of discrimination legislation............................................................................8
2.5 Explain the good practice that underpins organizational policies and can contribute to the
psychological contract. ...............................................................................................................8
3.1 Differentiate between Fair and Unfair Dismissals................................................................9
3.2 Importance of the Exit Interview........................................................................................10
3.3 Explain the stage to be followed at the time of the Redundancies......................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
The term 'employee relations' refers to a company's efforts to manage relationships
between employers and employees (Countouris, 2016). This report highlights the factor which
affects the employment relationship and the different employment status and the importance of
the employment status. Further this report highlights the work life balance and the how it
influenced by the legislation and the legal support which needs to be given to the family
member. Further this report highlights the importance of equality at the workplace and the
practices at the workplace which contributes toward the psychological contract. In the end report
highlights the difference between fair and unfair dismissals and the importance of the exit
interview and the stages which need to be followed for managing the redundancies successfully.
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1.1 Explain the internal and external factor that impact employment relationship
INTERNAL FACTOR
Employee Engagement: IT is the biggest factor which affects the employee relationship in the
positive way in the organization. Employee engagement generally means involving more
employee in the decision making of the employee which gives them a séance of the care and
importance which influence the relationship in the positive way (Drahokoupil and Fabo, 2016).
Leadership and Leaders: It is the another internal factor which influence the employee
relationship in the organization as the leadership is the tool which is used by leader to influence
the work of the individual in such a way that it interlinked with the organizational goal. This
influence the relationship of the employee at the work place as some are in favour of the
decision and some are not which influenced the employee relation in both positive and negative
way.
EXTERNAL FACTOR
Technology Change: It is the big factor which influence the employment relationship in the
organization as at the time of the technology employee are the one who are asked to learn the
new skill set and knowledge which creates the uncertainty in the mind of the employee which
eventually affects the relationship in the negative way.
Political Factor: Another external factor which affects the employment relationship is the
different policy which are made by the government. Generally it affects the relationship in the
positive way only as the government of the country always look to betterment the position of
the employee in the organization (Aronson, 2019).
1.2 Explain different type of Employment status
Their are generally three type of the employment status in the organization i.e.
Employee Status: An employee status is enjoyed by the individual who have entered into the
contract or the one who have agreed to work for the organization on the basis of the contract of
employment. Contract of employment can be in the form of the written document or in the oral
form. Their are some duties of the individual in the employee status. Duties are individual need
to perform the service personally, individual need to provide the service and employer should
accept the service, employee need to report to the employer with the work.
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Worker Status: Worker status are generally enjoyed by the individual who used to work for
the employee whether under a contract of employment or under any other contract. Worker are
not given all the statutory right as the employee but they are liable for some rights such as
Protection from discrimination, Protection against unlawful deduction from wages and
Entitlement to the national minimum wages (Wellin, 2016).
Self Employed Status: Self employed status are enjoyed by the one who have no statutory
employment status. They are the one who used to work on the flexible time schedule and also
they are the one who are not given wages on the fixed wages basis, they are generally paid on
the hourly basis and also some time on the basis of the task perform by them in the month.
1.3 Importance of determining the employment status
Determining the employment status is very important task for the organization as it gives the
benefit to both the employee and employer in the organization.
Importance as per the view of the Employer
It helps the organization in passing on the obligation to the individual of different employment
status. The obligation passed shows that what is accepted by the employer from the employee.
Ascertaining the employment status also helps the employee in keeping and building the good
working environment at the workplace as there is a clarity of the mind in the organization.
Properly determination of the employment status helps the organization in influencing or
changing the parties approach in such a way that whole working relationship is changed in the
organization. Determining the correct employment status also help the business at the time of
the policy making of the HR department in the organization (Beebeejaun, 2018).
Importance as per the view of the Employee
Employment status also proved important for the employee as the employment status help the
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employee in understanding what are the right which an individual is having in the organization
and also what are the duties which are expected by the employer. It also helps the employee in
knowing the circumstances under which the employer is forcing them to work (Oliver, 2016).
2.1 Importance of work life balance within the employment relationship and way it is being
influenced by legislation
Working is good for health and well-being for employees whether it is paid or unpaid.
This helps a employee in building self confidence, contributing in happiness and and self esteem
needs that significantly rewards them financially. It is an important aspect of a health work
environment by maintaining work life balance that usually helps in reducing stress and helps in
preventing burn out at the workplace.
It helps to maintain mental health of employees by preventing illness which is being
raised due to stress that leads to depression. It is essential to provide holidays, flexible working
hours and rest periods to employees as per legislation also that significantly help the employer in
preventing any unlawful issue and it increases the effectiveness of working of employees too .
Work life balance also helps in ensuring physical health and well being of employees by
preventing overdoing of work at the work place. Work should be done as per the capacity as over
working can result in unhealthy body and mental sickness of employees which is illegal as per
legislation (Zheng and et.al., 2016).
This also helps in increasing the productivity of employees. The individuals who
maintains a steady work life balance are noticed much more effective than those individuals who
are much concentrated in over working. The practice of maintaining healthy work life balance
helps an individual to become more rounded individual. The individuals having more interest
outside of work can increase and improve the skills that significantly helps to make a more
rounded and interesting individual.
2.2 Legal support provided to employees as a family member
There are several legislations which are made for the benefits of employees and that are
to be followed by an organisation in order to prevent any unlawful incident. An organisation
signs a contract with employees which involved several aspects related to legal holidays which
are to be provided by an organisation to an employee which are in the form of legal support
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provided to them as a family member. This includes maternity leaves, adoption leave, paternity
leave and dependents leave. These are the leaves which are to be provided by an organisation as
per legal guidelines by the government and employees a can avail these leaves in order to meet
specific situations which are being caused for the specific leave.
These rights are being constituted by the government which apply to both the parents
before and after the birth or adoption. These rights helps the employees with the time which is
being needed to maintain family responsibilities while keeping their right to return to work.
Fathers, adoptive parents and same sex partners are also entitled with these leaves which
includes paternity or maternity leave, adoption and shared parental leave. These are to be
fulfilled by the organisation which helps in maintain good relation with employees and also
prevents any unlawful action. These leave policies must be inclusive and coherent and employers
should train managers in order to ensure they are able to deliver their organisation's policies in
supporting the working parents (Rossin-Slater, 2017).
2.3 Reasons for treating all employees fairly in relation to pay
Employees are the major assets of the organisation which play a major role in success of
achieving the objectives of an organisation, they are to be treated fairly by the employer in order
to make them more effective, equality must be shown for paying them for their work. There are
several legislations for the wages, national minimum wages is the minimum pay per hours in
which most workers are entitled to by the law. This rate depends on the age of workers and in
case they are apprentice. There are majorly two main reasons for treating the employees fairly in
relation to pay. Firstly, Fair and actual wages helps to create a healthy and stronger relationship
between the employees which is based on trust and respect. Fair wages encourages them to work
effectively as no bias is being performed in the organisation that make the workers to work more
effectively and efficiently that significantly increases the productivity of the organisation.
Secondly, this practice helps in creating loyalty of employees towards the organisation and
employee satisfaction is being met. Loyalty in employees keep them with the organisation for a
long period of time and helps the organisation to retain its employees for a long period which
helps in preventing the expenses of selection and recruitment of new employees by the
organisation (Pohler and Schmidt, 2016).
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2.4 Major points of discrimination legislation
There are several points of discrimination legislation which must be undertaken by an
organisation in order to prevent any unlawful activity (Thompson, 2016). Major points of
discrimination legislation includes several points which are as follow:
11 Equal pay act: An organisation must consider this act where they have to pay equally to
all the employee without bias for preventing any unlawful activity.11 Sex discrimination act: There should be no discrimination on the basis of gender while
recruiting and selection of employees by an organisation which helps the society to treat
female equally as males.11 Race Relations activities: According to this act racial equality must take place with a
view to review the legislation that was made to make sure the act rules were followed.11 Disability discrimination act: In order to follow this act, a company must prevent any
discrimination between a disable persona and a fit person. Disable persons are to be
treated equally and have the right apply for the vacancy and their must be equal chances
provided to disables to apply for the job.11 Religion discrimination: There should not be any religious discrimination within the
organisation, all the employees are to be treated equally and not judged by their religion.11 Age discrimination: This must be followed by an organisation in order to prevent any
discrimination as per the age of any applicant. All the applicants must be given equal
chances to prove themselves and don't being judged as per their age (Hegewisch and
Mayne, 2017).
2.5 Explain the good practice that underpins organizational policies and can contribute to the
psychological contract.
Psychological Contract is the contract which defines the promises or can be said as the
expectation which are passed between the employee and employer in the process of employment
relationship. Psychological contract are tactic or implicit.
Their are many practices which are generally performed by the organization which used to
contribute to the organizational policy. Some of the practices are as follows:
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Trust and Respect: All the organization used to develop the good trust factor among the
employee so that the situation of the conflict in the organization can be minimized. Trust and
respect helps the employer at the time of the policy maker as all the employee generally used to
accept the organizational policy. It also helps the organization in fulfilling the promise or the
psychological contract as all the employer used to promise that they will be providing the best
working environment for the employee to work in.
Motivation: It is the another good practice which is performed in the organization in which the
leader used to motivate the employee to work with the better efficiency to achieve the
organizational goal. Motivation is generally given by the way of monetary benefits. This helps
the business at the time of the policy making as the efficiency of the work in the organization is
high. It also contribute very positively toward the psychological contract as all the employee
promised to the organization to complete and accomplish the task to the employer (Oliver, 2016).
3.1 Differentiate between Fair and Unfair Dismissals
Basis Fair Dismissals Unfair Dismissals
Meaning Fair dismissal is the dismissal or
the exit of the employee from the
organization on the basis of the
valid reason and acting reasonably
in the circumstances. In the case of
the fair dismissal the employee
have no right to case against the
employee (Leurent and et.al.,
2016).
Unfair dismissal is the dismissal or
the exit of the employee from the
organization on the Invalid reason. In
the case of the Unfair dismissal the
employee are having the right to case
against the employer in any sort of
the court.
Reason of the
dismissal
Their are generally five reason on
which the dismissal is known as a
fair dismissal.11 Related to an employee’s
conduct.11 Related to the employee’s
capability or qualification
Reason other than the five mention in
the valid reason all the reason are the
unfair reason to dismiss someone
from the organization. In the case of
the employer having the valid reason
but the employer is not following the
right dismissal process then also the
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for the role.11 Redundancy.
111 A statutory restriction that
prevents the employment
continuing.
111 Some other large reason
e.g. employee is handed a
long prison sentence.
dismissal will be known as a Unfair
dismissals (Spain and Groysberg,
2016).
Impact on
organization
Fair dismissals have the positive
impact in the organization as all the
employee in the organization used
to have a trust on the employer
regarding the job security that if
they will perform well then no one
will remove them.
Unfair dismissals generally used to
bring the negative impact on the
organization as it creates the
uncertainty among the employee
which opens the room for the
negative politics in the organization.
3.2 Importance of the Exit Interview
Exit Interview is the interview held in the organization with the employee who are about
to leave the organization generally the interview used to cover the question regarding why they
are leaving the organization and what are the internal factor which are forcing them to leave
(Bergström and Arman, 2017). Questions also includes the working experience of working in the
organization. Some of the important of the Exit interview are as follows:
Feedback regarding the Workplace: Exit interview helps the organization in knowing the
feedback regarding the workplace with the motive of knowing is their any deficit in the
workplace. Finding the deficit helps the organization in removing the same from the organization
so that the employee turnaround rate can be reduce of the organization.
Motivation: Exit interview also helps the organization in knowing the reason by which the
employee feels motivated to work for the organization. Knowing the same helps the organization
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in motivating the employee at the aspect only which helps the organization in improving the
efficiency of work in the organization.
Management or Leadership Style: Exit interview also helps the organization in knowing the
rating of the management and the leadership style used in the organization so that on the basis of
that the organization can decide what is the best leadership style which can be used in the
organization (Bui, Chau and Cox, 2019).
3.3 Explain the stage to be followed at the time of the Redundancies
Their are five stages which are followed at the time of the Redundancies
Preparation: It is the stage where the organization used to decide whether the redundancies is
necessary or not before starting the process. This is the stage where organization also figure out
the time frame and appropriate document.
Selection: It is the stage where the organization used to select the individual or the pool of the
candidate on the basis of the determine criteria. The main thing which is looked under this is that
the criteria elected is selected fairly and equally across the workforce.
Individual Consultation: Number of the people who are made redundant are bind to have a
information about why the employee is selected and to consider alternative employment in the
company. In this stage the organization also try to do the same by passing on the information to
all the employee who have been selected as a reductant (Countouris, 2016).
Notice of Redundancy and Appeals: It is the stage where the organization used to write the
employee about their dismissal from the organization and always give the time to the employee
to appeal about the same so that they can prove the organization wrong about their dismissal
from the organization.
The termination process: It is the last stage of the process in which the employer used to give the
statutory redundancy payment to the employee who have given the services from more than two
years. Also the organization should follow all the process in the written way so that no confusion
is their in the organization (Aronson, 2019).
CONCLUSION
After going through above report it has been summarized that there are many factor
which influence the employment relationship in the organization. Their are three employment
status and it is very important for the organization to determine them as it is very important for
the organization. Further this report summarized the benefits and the importance of managing the
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employee in the organization by the way of explaining what benefit should be given to the
employee or importance of treating employee equally. In the end it has been summarized that the
exit interview play a very crucial role in the organization and managing redundancies is very
important part.
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REFERENCES
Books and Journals
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Beebeejaun, A., 2018. Unfair dismissal in the Mauritius context: a comparative study.
International Journal of Law and Management. 60(6). pp.1299-1312.
Bergström, O. and Arman, R., 2017. Increasing commitment after downsizing: the role of
involvement and voluntary redundancies. Journal of Change Management. 17(4). pp.297-
320.
Bui, H. T., Chau, V. S. and Cox, J., 2019. Managing the survivor syndrome as scenario planning
methodology… and it matters!. International Journal of Productivity and Performance
Management. 68(4). pp.838-854.
Countouris, N., 2016. The changing law of the employment relationship: comparative analyses
in the European context. Routledge.
Drahokoupil, J. and Fabo, B., 2016. The platform economy and the disruption of the
employment relationship. ETUI Research Paper-Policy Brief. 5.
Hegewisch, A. and Mayne, L., 2017. Equal opportunities policies in Europe. In Policy and
practice in European human resource management (pp. 194-215). Routledge.
Leurent, B. and et.al., 2016. Monitoring patient care through health facility exit interviews: an
assessment of the Hawthorne effect in a trial of adherence to malaria treatment guidelines
in Tanzania. BMC infectious diseases. 16(1). p.59.
Oliver, L., 2016. Summary dismissal. In Encyclopedia of Human Resource Management.
Edward Elgar Publishing Limited.
Pohler, D. and Schmidt, J.A., 2016. Does Pay‐for‐Performance Strain the Employment
Relationship? The Effect of Manager Bonus Eligibility on Nonmanagement Employee
Turnover. Personnel Psychology. 69(2). pp.395-429.
Rossin-Slater, M., 2017. Maternity and family leave policy(No. w23069). National Bureau of
Economic Research.
Spain, E. and Groysberg, B., 2016. Making exit interviews count. Harvard business review.
94(4). p.20.
Thompson, N., 2016. Anti-discriminatory practice: Equality, diversity and social justice.
Macmillan International Higher Education.
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Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. Routledge.
Zheng, C. and et.al., 2016. Impact of individual coping strategies and organisational work–life
balance programmes on Australian employee well-being. The International Journal of
Human Resource Management. 27(5). pp.501-526.
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