Employee Relations: A Critical Factor in HRM Decision-Making

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POSTER
Q2. In detail, explain with examples of its importance in HRM decision making
In HRM, decision-making is a very crucial and critical factor, which allows the organization to take suitable decisions
in the organizational activities for the benefit of the organization as a whole. In decision-making, employee relations is
of paramount importance as it influences the HRM’s decision-making on the training and development as well as
retention of the employees. For example, in the retail industry, due to the high turnover of the employees, the HRM has
to focus on making decisions that will help to retain the employees as well as train and develop them (Sutanto and
Kurniawan, 2016).
Q1. What are employee relations?
Employee relations refer to the management of the relationships between the employees and the employers within an
organization. In any organization, employees are an integral part, which enables the organization to successfully
accomplish their activities as well as their goals and objectives. As such, it is necessary for the organization to ensure
that they comply with and protect the wellbeing, interests, and safety of the employees. An organization that is able to
maintain good employee relations are able to provide fair treatments to the employees so that they would be loyal,
productive, and efficient in their work (Millward and Brewerton, 2015).

gender. The pro of this legislation is that it helps an organization to
prevent discrimination in their recruitment and selection. The con
of this legislation is that it affects the backward group of people in
getting a job within an organization (Jennings, McCarthy, and
Undy, 2017).
 Overtime and Minimum Wage: This legislation states that
organizations must provide the employees with a fixed minimum
wage no matter what role they play within the organization as well
as get extra pay for their overtime work efforts. The pro of this
legislation is that it helps to boost the motivation and productivity
of the employees. The con of this legislation is that it can be unfair
for many workers who work comparatively harder than their co-
workers but get paid less.
 Age Discrimination: This legislation states that the organization
should not discriminate against the employees based on their age.
The pro of this legislation is that it helps to prevent age
discrimination within the workplace. There are no cons to this
legislation.
 Workplace Safety: This legislation states that the organization
must take safety and security measures for the employees within the
workplace. The pro of this legislation is that it helps to maintain the
safety of the employees. There are no cons to this legislation
(Guest, 2017).
the emp
without
References
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new analytic framework. Human Resource Management
Journal, 27(1), pp.22-38.
Jennings, C., McCarthy, W.E.J. and Undy, R., 2017. Employee Relations Audits. Routledge.
Millward, L.J. and Brewerton, P.M., 2015. PSYCHOLOGICAL CONTRACTS: EMPLOYEE RELATIONS FOR THE. Personnel Psychology
and Human Resources Management: A Reader for Students and Practitioners, p.377.
Sutanto, E.M. and Kurniawan, M., 2016. THE IMPACT OF RECRUITMENT, EMPLOYEE RETENTION AND LABOR RELATIONS TO
EMPLOYEE PERFORMANCE ON BATIK INDUSTRY IN SOLO CITY, INDONESIA. International Journal of Business & Society, 17(2).