Strategic Human Resource Management: Employee Relations, Rights, and Duties

This document provides an overview of strategic human resource management, focusing on employee relations, rights, and duties. It discusses the value and importance of maintaining good employee relations, different types of rights and duties of employers and employees, and includes a stakeholder analysis for a given organization. The document also covers the fundamentals of employment law that apply to specific organizational examples.

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STRATEGIC HUMAN
RESOURCE MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
The value and importance of employee relations in application to specific organizational
examples..........................................................................................................................................3
LO 2.................................................................................................................................................6
Different types of rights, duties and obligations an employer and employee within the workplace
..........................................................................................................................................................6
Rights, duties and obligations of the employment relationship for a range of given
organizational examples..............................................................................................................8
LO 3.................................................................................................................................................9
Complete stakeholder analysis for a given organization.............................................................9
LO 4...............................................................................................................................................11
Analysis of impact of both positive and negative employee relations on different stakeholders
...................................................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Strategic Human Resource Management refers to the process where both the employees
and organization as a whole gets benefits by rewarding, attracting and retaining the employees.
This is the department who takes care of the human resources in the organization in order to
bring the employees for the company who can contribute to the company. They are the people
who aim for the goals and targets that are to be achieved in the specific time period. This
department sets the missions, visions, values and goals for organizationTesco Ltd. Tesco Ltd is
the multinational company located in London, England, UK. The company was founded in year
1919 by John Cohen. At present, company is having 6800 shops with 450000 employees. This
report covers the various rights and duties of the employees of Tesco Ltd. It also covers the
various laws of fundamentals that are differently applied on the different organizations. This
report also includes the positive and negative relations on different stakeholders.
LO 1
The value and importance of employee relations in application to specific organizational
examples
Maintaining the healthy relation in Tesco Ltd leads to the earlier achievement of the goals
and targets achieved by the company. Good employee relations also tend to resolve the disputes
in the organization fast and also it brings the coordination in the organization (Noe and et.al.,
2017). Strong employee relationships signify the early completing of the commitments by the
employees and develop the retention of the employees in the organization for long time period.
The importance of employee relation is-
 Good employee relation helps in encouraging each and every employee to maintain
the friendly relations with each other in Tesco Ltd.
 Employees relation also helps in involvement of each and every employee in the
teamwork which helps in achieving the early goals and targets which are been set by Tesco
Ltd.

 The one importance to maintain the employee relations is effective communication.
Effective communication among every department improves the productivity and
motivates employees.
 The healthy human relations tend to increase the retention of employees in Tesco
Ltd which helps in decreasing the recruitment, training and development costs etc. for the
organization (Strategic Human Resource Management, 2019).
 Maintaining the employee relations also reduces the conflicts among the employee
and helps in the easy delegation of the work from one level to another level in Tesco Ltd.
Few organizational examples which leads to maintain the good human relations.. In
Tesco Ltd., the company gives the maternity and paternity leave to the employees. These
leaves are generally unpaid leaves and are given for security of employees job (Bailey and
et.al., 2018). Employees are also given considerable amount of job flexibility in the
organization through perks such as flex time etc. Human Resource department in Tesco Ltd
takes care of every employee in the department and the department itself is accountable if
any one employee is not doing his job properly.
Human Resource department covers all the information related to their employee benefits
such as retirement benefits, health care coverage, and sick leave. This department sets the
employee teams who work together to bring the quality work in Tesco Ltd. They create the work
environment which generally takes care about each other which helps in employee retention.
Fundamentals of employment law that apply to specific organizational examples
There are various types of acts present in the organization for the employees under which
they can complain and can get grievances. These acts are-
Equality Act, 2010-
This act covers all the employees in the organizations and more effective legal
framework for preventing discrimination in Tesco Ltd. This act states that all the employees in
the organization are equal and should be given equal respect without any discrimination between
the lower level and top level of the employees (Stewart 2019). All the employees in the
organization should be given the chance to complain for any problems in the organization. This

means that employers need to look all their current policies and procedures to make sure that
they comply with the Equality Act. The new act came into the force on 1 October 2010. The act
provides the legal framework to protect the rights of individuals and advance equality of
opportunity for all in Tesco Ltd.
Sex Discrimination Act, 1975-
Under this act there is no discrimination in the employees within Tesco Ltd. This act
provides all the information regarding discrimination and harassment in the workplace, as well as
tips on protecting your legal rights if you have been victimized by discrimination or harassment
on the job (Hollenbeck 2015). This act provides all the information about the various
discrimination such as gender discrimination, age discrimination, sexual harassment, disability
discrimination, race discrimination, pregnancy discrimination etc. Any employee whoc is facing
discrimination can complain under this act and can get all the resolutions of his problems. This
act also provides the information about the policies and procedures which should be followed by
every employee in Tesco Ltd.
Disability Discrimination Act, 1995-
This act prohibits discrimination against with the people who are having disabilities in
the employment, transportation, public accommodation, communications, and activities of state
and local Government. There are different committees who have set nondiscriminatory
applications procedures, qualification standards and must provide reasonable and appropriate
accommodations to qualified individuals with disabilities (Hollenbeck 2015). This act covers the
entire employee who are disabled and has any face any disable problems than they can complain
under this act. This act provides them special treatment in Tesco Ltd and also gives them special
accommodations if it is been written in the terms of employment.
Labor Act, 1986 -
Under this act all the labors in the Tesco Ltd are equal respect and provides them proper
working environment. This act covers all the lower level employees in the organization. They
have all the rights to complain under this act if they have faced any discrimination by any other
employees in the organization. There are different committees who have been set in Tesco Ltd

who have set all the policies and procedures for the treatment of the labor (Taylor and et.al.,
2015).
LO 2
Different types of rights, duties and obligations an employer and employee within the
workplace
Different rights of the employer in Tesco Ltd are-
 The employer in Tesco Ltd are given the rights to dismiss and employee if they
are not doing any job or causing harm to the organization (Collings and et.al.,
Collings, D. G. and et.al., (2018)2018).
 The employer is given the right to hire the employee on the basis of their professional
qualification, abilities and capabilities for the required job in Tesco Ltd.
 Employer has the right to ask for the remuneration to which he is been in the
employment.
 In Tesco Ltd., all the employers have the right to avail all the leave available for him in
his employment term period.
Different duties of the employer in Tesco Ltd are-
 In Tesco Ltd., employer duty is to provide a reasonable amount of work to the
employee without any discrimination between the employees (Prassl 2015).
 The main duty is to provide a safe and healthy work environment to all the employees
there in Tesco Ltd.
 The other duty is to compensate employees in accordance with the terms of the contract
of employment.
 In Tesco Ltd., employer's duty is to indemnify employees against liabilities and losses
resulting from following management’s instructions.

 Employer should pay the equal amount of payment to the employee to which they are
accountable. There should be no differences in the remuneration between two employees who
are on the same level of employment.
 Employer should give fair treatment to all the employees in Tesco Ltd and does not bias
the employees.
In Tesco Ltd., employers are obliged to all the employees under him who are
dongdoing their job properly. They are also liable to pay all the money if they have caused
any harm to the organization and because of which company has faced any amount of loss.
They are also obliged to give correct information to all the employees in the organization.
Employers are even obliged to check all the complaints filed by the employees in the company.
Different rights of employees within Tesco Ltd are-
 Employees have the right to complain for any problem in Tesco Ltd related to any
harassment or discrimination happened with them in the organization.
 In Tesco Ltd., employees have the right to receive the equal pay or equal remuneration
for which they are accountable.
 Employees have the right to work in the good and healthy environment within Tesco Ltd
(Xie 2015).
Different duties of the employee in Tesco Ltd are-
 Employee duty is to obey a lawful, reasonable order within Tesco Ltd as per terms of the
contract of employment.
 There Their duty is to serve faithfully without any discrimination between the employees
and employers.
 In Tesco Ltd., employees should properly cooperate with all other employees and work in
a team.
 In Tesco Ltd., all the employees perform their duties with proper care and diligence
without any failure.

 In Tesco Ltd., all the employees are also accounted for all the money or property they are
accounted for and should pay for the property if they have caused any loss to the property.
 Employee should indemnify the employer in appropriate cases without blaming any false
remarks on the employer (Iqbal and et.al., 2015).
 Employee duty is not to misuse the confidential information about the organization to any
other company.
In Tesco Ltd., all employees are obliged to be loyal with their work and boss in the
company. It is his legal and responsibility to keep all the private and confidential
information related to the organization within company only and not to share to outside
sources (Voegtlin 2016). They should work according to the working hours of the company
and work according to the deadlines marked to complete the set goals or targets. They
should also make proper use of funds and does not use company’s money for his personal
use. They are obliged to share all their medical information with the company so that if any
employee face any medical problem the company can take care of employee personal issue.
Rights, duties and obligations of the employment relationship for a range of given
organizational examples
Employment contract creates employment relationship between the employer and
employee in Tesco Ltd (Lightle and et.al., 2015). Employment contract includes the work to be
performed under the supervision and control of the employer. There are minimum conditions
which have to be accepted by both the employer and employee in order to build the good
employment relationships in the organization. There are some organizational examples in the
organization for maintaining the healthy relations between the employer and employee are-
Regular Working Hours-
It is very important for every employee in the organization while signing the
contract of employment. In Tesco Ltd employers should clearly mention the working hours in
the contract itself. Company should follow the general provision under Working Hours Act.
Under this act regular working hours shall not exceed eight hours a day or 40 hours a
week. Working are also based on the period based in which working hours are principally

arranged so that they do not exceed 120 hours during a three-week period or 80 hours
during a two- week period. Tesco Ltd is not complying the general provisions written under
Working Hours Act than employee have the right to claim the provisions as given under the act.
Annual Holidays-
Tesco Ltd gives the annual holidays which consists of casual holidays, sick leaves and
total holiday leaves. If the employee in Tesco Ltd does not take those leaves than they are carried
forward and they can avail those leaves in the next year. Any employee who has taken the
leaves more than the mentioned leaves than they are paid leaves and payment is deducted
at the time remuneration (Lightle and et.al., 2015). If the company does not pay to the
employees for the leaves employees have not availed than the employees can claim for the same
from the company. The number of holidays and wage compensation payable at that time are
calculated on the basis of the Annual Holiday Act and the collective agreement applicable
to the employer.
Termination of Employment Relationship-
Tesco Ltd has the policy of terminating the employees without giving them any prior
notice to the employees. In such a case employee of the company can claim for the same from
the company to know the grounds of termination. Company should clearly state the reasons for
termination of the employee and give him a prior notice before termination. While at the time of
termination employer should have the valid reasons for terminating the employee and his reasons
should satisfy the employee. Both the employer and employee can terminate the employment
relationship when grounds for termination as provided for by law exist (Morschettn 2015). An
employee can be terminated if he is not doing is job properly or because of him organization has
caused any loss either to his property. If these are the reasons for the termination than employer
can easily dismiss any employee by giving him prior notice of termination.

LO 3
Complete stakeholder analysis for a given organization
Stakeholders Analysis is the process of the systematic examination and evaluation of
stakeholders in order to prioritize, manage and engage them effectively. Stakeholders are those
persons who want to know the position of the company in the market (Tarhini and et.al., 2015).
In Tesco Ltd., stakeholders are one who wanted to start the business or invest in the company
or involved with the company for starting any new business. For the purpose of doing
stakeholder’s analysis, power-interest matrix has been used. However, there are several pros and
cons which in turn associated with the aspects of power-interest matrix. Such model provides
high level of assistance in assessing relationship with the concerned stakeholders. Further, by
this company can identify stakeholder who is important over others. Along with this, it assists in
evaluating power as well as priorities of stakeholders and thereby facilitates strategic decision
making that aid in organizational success. However, it is to be critically evaluated on the basis of
time intensity. In other words, stakeholder’s assessment is time consuming process because it
needs to be performed on daily basis. The rationale behind this, power and interest associated
with stakeholders may change frequently. Stakeholders can be inside the organization and
outside the organization Stakeholders analysis includes the various steps-
 Tesco Ltd should identify all the stakeholders which are related to the company,
 After identifying the stakeholders, Tesco Ltd should make all the notes related to the
requirements of the company,
 Now Tesco Ltd will be Assessing and analyzing the stakeholder’s interest in the
business and what is there influence on the business,
 Knowing all the stakeholders mangers should know the expectations of the
stakeholders from Tesco Ltd.,
 At last Tesco Ltd should take all the necessary corrective actions in order to attract more
stakeholders to the company.
Stakeholders’ analysis helps Tesco Ltd in various aspects such as-

 This process of analysis of stakeholders in company helps Tesco Ltd in knowing the
different businesses which can cause disruption in the company by using innovative ideas or
starting new businesses,
 The process of stakeholders analysis will help Tesco Ltd to start the communication
between company and stakeholders. This will also help in knowing the expectation of the
stakeholders from Tesco Ltd (Chitakira and et.al., 2018),
 Stakeholders analysis will also in helping Tesco Ltd in knowing the impact of negative
stakeholders and how to reduce those negative stakeholders by knowing their needs,
 This analysis will also help in knowing the interests of all stakeholders who may
affect or be affected by Tesco Ltd.
Stakeholders are of different types such as least important for the organization, key players, only
meet their needs etc.

LO 4
Analysis of impact of both positive and negative employee relations on different
stakeholders
There are several theories available which can be used by Tesco for building and
maintaining relationship with personnel. This in turn includes unitarism, pluralism and Marxism.
On the basis of Unitarism theory, conflicts are common among employer and employees which
occur die to anomalies take place in the operations. Thus, for developing effectual relationship
with personnel, business unit needs to place greater emphasis on equality aspect. On the other
side, companies which follow pluralist framework make focus on new process where differences
are reconciled. Hence, under pluralists framework changes are done by the companies in union
structure. In comparison to Unitarism, pluralist theory is highly effectual because by resolving
conflicts within the suitable time frame company or employer can develop healthy relations with
personnel. For building and maintaining Employee’s relation can negatively affect the unions or
contractors. If they come to know that in Tesco Ltd employees does not have healthy relations
with each other than they can breach the contract in between only and this may cause loss to
Tesco Ltd. Delay in supply may be caused due to not having proper communication between the
employees of Tesco Ltd and this problem can cause the negative impact on stakeholders. In
these manner employee’s relation can negatively affect Tesco Ltd.
The employees in Tesco Ltd. Are not maintaining healthy relations with each other may
also affect Government. As before giving any grants or subsidies Government checks the
relations of employees in the organization. If Tesco Ltd could not maintain good employee
relations than it may negatively affect Government.
The organization time overruns and delay may increase the cost of production
which may added to the expense of legal proceedings can negatively affect the creditors and
contractors of Tesco Ltd. At the time of lending loans creditors checks the efficiency and
effectiveness of the company to know whether the company can pay back its loan or not
(Nankervis and et.al., 2016). If the company is not having timely work done than this will
increase the cost of the company which will negatively affect the creditor of Tesco Ltd.

Good employee relations will be having long retention of the employees in the
organization which will be building the brand image of the company in the market. Customers
and community will also be attracted to the company because there will be marketing of
the by the word of mouth of employees. It the company goes for charity than more
customers will be attracted to your company because charity is related to the emotional
sentiments of the customers.
There are various types of stakeholders such as internal stakeholder and external
stakeholders. Internal Stakeholders are owners, employees and managers. External stakeholders
are creditors, shareholders, Government, Customers, Society, and Suppliers. Internal
stakeholders are affected by the returns they get from the company. They are the person
who wants to know the profitability position of the company (Font and et.al., 2016).
CONCLUSION
The report summarizes the importance and value of the strategic human resource in the
organization. It covers the positive and negative aspects of the various stakeholders which
affects or be affected by the company’s operations. There are various rights, duties and
obligations of the employer and employee which are to be followed by them in the organization.
It also covers the various employment relationships within the organization which are to be
maintained by both employer and employee. There are different fundamentals of law which are
covered under every organization such as equality act, discrimination act, labor act, disability
act. These acts give employees different rights to complain and get the grievances for them.
Strategic Human Resource needs to take care of the human relations in the organization and
maintain the healthy work environment for the company. It also covers the stakeholders’ analysis
and the process that how the analysis is done in order to know the stakeholders which are
affected to the company.

REFERENCES
Books and Journals
Analoui, F. (2017). The changing patterns of human resource management. Routledge.
Bailey, C. and et.al., (2018). Strategic human resource management. Oxford University Press.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., (2018). Handbook of research on
comparative human resource management. Edward Elgar Publishing.
Collings, D. G. and et.al., (2018). Human resource management: A critical approach. In Human
Resource Management (pp. 1-23). Routledge.
Hollenbeck, J. R. and Jamieson, B. B., (2015). Human capital, social capital, and social network
analysis: Implications for strategic human resource management. Academy of
Management Perspectives. 29(3). pp.370-385.
Martin, G. and et.al., (2016). Corporate governance and strategic human resource management.
Morschett, D., Schramm- Klein, H. and Zentes, J., (2015). Strategic international
management (pp. 978-3658078836). Springer.
Nankervis, A. R., and et.al., (2016). Human resource management: strategy and practice.
Cengage AU.
Noe, R. A. and et.al., (2017). Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Stewart, G. L. and Brown, K.G., (2019). Human resource management. Wiley.
Voegtlin, C. and Greenwood, M., (2016). Corporate social responsibility and human resource
management: A systematic review and conceptual analysis. Human Resource
Management Review. 26(3). pp.181-197.
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