UNIT 24 Employee Relations : Assignment

UNIT 24. EMPLOYEE RELATIONS
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Tables of Contents
Task 1.................................................................................................................... 5
LO1. Understanding the context of employee relations against a challenging
background ........................................................................................................... 5
AC 1.1 Explaining the unitary and pluralistic frames of reference ........................5
AC 1.2 Assessing how changes in the trade unionism have affected employee
relations................................................................................................................. 6
AC 1.3 Explaining the role of legislation in employee relations ............................7
Task 2.................................................................................................................... 8
LO2. Understanding the nature of industrial conflicts and its resolution...............8
AC 2.1 Explaining the procedures that an organisation should follow when
dealing with different conflict situations................................................................8
AC 2.2 Explaining the key features of employee relations in a selected conflict
situation................................................................................................................. 9
AC 2.3 Evaluating the effectiveness of procedures used in a selected conflict
situation............................................................................................................... 10
Task 3.................................................................................................................. 11
LO3 Understanding collective bargaining and negotiation process ....................11
AC 3.1 Explaining the role of negotiation in collective Bargaining ......................11
AC 3.2 Assessing the impact of negotiation strategy for a given situation .........12
Task 4.................................................................................................................. 14
LO4 Understanding the concept of employee participation and involvement .....14
AC 4.1 Assessing the influence of the EU on industrial democracy in the UK .....14
AC 4.2 Comparing the methods used to gain employee participation and
involvement in the decision-making process in the organisations ......................15
AC 4.3 Assessing the impact of human resource management on employee
relations .............................................................................................................. 17
Conclusion .......................................................................................................... 19
Reference List...................................................................................................... 20
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Introduction
As according to this study, the assimilation will discuss importance of good as well as
a strong relationship between the employees and the employers for an organisation. For
describing the effect of strong relationships between employees and the employers, the
learner has chosen Vodafone UK. Employee relations are one of the most important pillars of
the growth as well as the development of the organisation. Along with describing the
importance of employee relations for an organisation, the learner will also explain the role
that legislature plays in the field of employee relations. The learner also evaluates all the
changes in trade unionism that affect employee relations, the nature of industrial conflicts and
their resolutions, collective bargaining and the process of negotiation. The learner by the end
of the assignment will explain the concept of employee involvement as well as participation
in the works of the organisation.
Figure 1: Logo of Vodafone, UK
(Source: Vodafone.co.uk, 2016)
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Task 1
LO1. Understanding employee relations against a difficult background
AC 1.1 References of pluralistic and unitary frames
This section of the assignment, the learner being the HR assistant of the Vodafone
UK Company will explain both the unitary as well as the pluralistic frames of reference. Both
these frames of references are actually the perspective, which the HRM department of an
organisation may utilise for the successful as well as the profitable growth of their
organisation.
The Unitary Frame of Reference
In the opinion of Newsom et. al. (2012, p.75), the Unitary Frame of Mention is
referring, all the manner of thinking, presume, values as well as the practices that are related
to the management of an organisation. This frame of reference is also utilised by an
organisation for managing the employees of the organisation. The perspective of the Unitary
Frame of Reference assumes that if an organisation wants to achieve success in the business
world, then the members of that organisation will have to work on one single goal or mission.
The employees working in an organisation may have different roles in the workplace; still,
they will work towards fulfilment of one aim. For this case, the organisation must set
objectives. The achievement of that objective will measure the success of the organisation. In
this frame of reference, the workers are expected to be completely loyal to the organisation
and they must accept the decision of the management, those who are acknowledged as
parental, working for the benefits of both the company as well as employees.
The Pluralistic Frame of Reference
In the opinion of Millward and Brewerton (2015, p.236), the Pluralistic Frame of
Reference refers to the believe that an organisation in order to grow successfully in this world
of business, will have to works powerfully in different small sub-groups, rather that working
together for any particular objective like the Federal Exposure of Reference. The Doctrine
Frame of Reference believes that work of an organisation that is divided among various
departments must have their own legal loyalties, their own leaders for decision-making
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