Employee Relations and HRM Decision Making: A Report

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HUMAN RESOURCES MANAGEMENT
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TASK2
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Employee Relations
Employee relations define the strength of managing or organizing the relationship between the
employer and employees. Employee relation ensures the organization that employees are loyal
towards their job. It provides fair management to the workforce so that they can be dedicated
towards their work and be trustworthy to the organization. These kinds of behavior prevent
conflict and resolve issues from critical situations within the staff. Employee relation events are
naturally a part of the human resource approach. It is designed for ensuring the effective use of
workforce which accomplishes the goals of the organization. The program of human relationship
is to focus on issues which directly or indirectly have an effect on human resources like salary
and other benefits, safe and secure work environment and supportive working culture.
Employees are an essential asset of a business. They should be treated as the stakeholder.
Employers should manage this relationship in the company which helps in keeping the business
in a running stage and its functionality is smooth and avoids all the problems. Happy and
satisfied employees are more productive (Ali, 2012). Those businesses which are successful in
their industry know how to organize or manage the relationship and value the important elements
which make the relationship effective. In Hotel Hilton employees discuss their issues with their
employer and employer will try to solve them as early as possible. It shows respect towards their
responsibility and their job (Leat, 2014).
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Importance of HRM in decision making
The human resource manager manages the employees in the organization in following ways:
Recognize and sustain organization goal: Communication resolves the issue and supports the
common goal. For example: Manager of Hotel Hilton terminates the employees due to their poor
performance. It shows lack of communication. Instead manager should understand the issues of
employees so that they can be resolved in time.
Understand and value the big picture: HRM and workforce have a common goal. This helps in
effective and efficient working of the company. For example: Each department generates a
performance chart of employees. It will be easy for evaluating or measuring the performance of
the employees.HR manager of Hotel Hilton undertakes all these activities.
Employment legislations
The Employment Rights Act: It follows by the workforce relations acts of 1993 and 2003, it
provides a precise range of employees rights which includes: Power of minimum wage,
prevention from unfair treatment at the workplace
The Sex Discrimination Act, 1975: It provides protection against discrimination over gender.
For example: employment or promotion and offering various opportunities must be carried out
without considering employees gender.
The Equal Pay of 1970: It states that men and women should be given the same pay or salary
for doing the same kind of job.
The Race Relations Act, 1976: Discrimination on the basis of skin color is illegal at the
workplace (Rogers, 2014).
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Impact on HRM decision making and the pros and cons of discussed legislations
The HR department is responsible for making sure that certain workplace concerned laws are
upheld and followed. These laws impact in day to day decision making activities of the HR
department. The impact is felt on decisions regarding employee’s workplace safety and working
conditions. They also have to make decisions keeping in mind that workers must be shielded
from workplace discrimination and inequality. They also have to regulate their payroll policies
keeping up with the terms of equal pay act (Spieler, 2014).
Pros Cons
Ensure the employees that they will be
properly treat in the workplace.
People don’t want to work where there is no
guarantee of job.
Prevents conflicts which avoid bad
reputation of the company.
The companies which don’t abide by the
laws are taken to court.
Motivates employees Sometime difficult to implement every
aspect.
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References
 Ali,M.,2012. Human resource planning: A key to internal and external fit,Researchgate Leat, M., 2014. Employee Relation, ebsglobal Rogers,L.,2014. Public Employment and Access to Justice in Employment Law,
Industrial Law Journal
 Spieler, E,A.,2014. Introduction: Employment Law and the Evolving Organization of
Work - A Commentary, School of Law Faculty Publications
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