How Employee Relations Influence Stakeholders: BMP6005 Report

This report, prepared by a student, delves into the critical aspects of employee relations and their impact on various stakeholders. It begins with an introduction to employee relations, emphasizing its significance in fostering effective communication and collaboration within an organization. The report then explores the fundamentals of employment law, detailing the rights, duties, and obligations of both employers and employees. It examines different mechanisms for managing the employment relationship, offering solutions for specific organizational scenarios. A key component of the report is a stakeholder analysis, which assesses how stakeholder engagement and contributions can support positive employment relationships. Furthermore, the report analyzes the effects of both positive and negative employee relations on different stakeholders, providing a comprehensive overview of the subject matter.

BMP6005
The Work and Employment Relationship
Assessment 1
How employee relations can influence the
behaviour of
different stakeholders
Submitted by:
Name:
ID:
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Content
Introduction 1
An explanation of the value and importance of employee relations
in application as well as explanation of the fundamentals of
employment law 2
An explanation of the different types of rights, duties and
obligations an employer and employee has within the workplace.
An exploration of various mechanisms for managing the
employment relationship and make justified solutions for a range of
specific organisational examples 5
A stakeholder analysis for the organisation and analysis of how
stakeholder engagement and contribution can support positive
employment relationships 6
An analysis of the impact of both positive and negative employee
relations on different stakeholders 7
Conclusion 8
References 10
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Introduction
Employee relations is mainly refers as relationship among employees as well
as employers. In modern era every organization want to become its more
transparent move in order to build more focusing upon employee communication that
is one of the biggest aspect now days (De Stefano and et.al., 2021). The ultimate
goal with respect to employee relations strategy that need to cover better form of
relationship in order to improve with full of collaboration with respect to workplace.
The company that has very good form of employee relationship that will counter
numerous of advantages. Basically it involve aspect of engage, understand, motivate
as well as sustain their employees. It will build positive form of relationship among
working environment. In organization where good example or practice of employee
relationship take place will leads to covers fair amount of program in order to
considered employee commitment to their jobs with full form of loyalty. The ultimate
aim of this programmed leads to cover proper solution of the problem with respect of
situational work. The report aims towards value and significance of employee
relation along with explanation of employment law. The report also covers several
rights, duties, as well as obligation along employer and employee. It also consist of
stakeholder analysis and how they contribute employment relationship support. At
last report combine of positive and negative impact among different stakeholder.
An explanation of the value and importance of employee
relations in application as well as explanation of the
fundamentals of employment law
In organization when it successfully established healthy, strong kind of
relationship with reference to employee as well as whole benefit of organization. As
per the analysis employee that contain mutually respect towards relationship among
employers are terms as one of the best, happy, loyal & productivity in long period of
time. In detail the value and significance of employee relations is mention below-
Retain loyal employees- Losing most talented type of employees towards
competitors transform into devastating that is why employee that does not contain
harmonious relation will almost leave the job (Bain, 2017). That is why when
employee are become more comfortable or friendly then will definitely turn around
into most loyal form of consumer. The company who act as more encouraging leads
to covers aspect of positive relationship among workers as well as managers. In
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general it would leads to cover successful form of employee who will sustain with
profitability of company as entity also spend time while recruiting, hiring, as well as
training among workers.
Fewer workplace conflicts-When most of the employee of organization are
stick towards managers as well as co-worker then chance of conflict among working
place will be reduce at greater level (Batt, 2018). Peaceful aspect in working place
leads to cover more benefits in the working environment where healthy positive
strong relationship established and few scope of conflict will generate. Here the
conflict will get to resolve in context of workers. Less amount of conflict will also
ensure high level of productivity level that will uplift high level disharmony as well as
expansion of energy so that smooth working will facilitates in order to convey better
working environment.
Increased productivity- This is already discuss above positive kind of
employee relationship with employer deliver more results in terms of high level
productivity as a result employee will develop more revenue develop in company. All
employee in organization feel free and most happy to working in more productive
manner and puts its all efforts to result in outcome of best brand image of company.
Enhance loyalty- Pleasant kind of productive environment at workplace has
great influence towards maximum loyalty generation in employees. This will push
efforts of loyal best talented employees (Huesmann, 2021). If company has that type
of employees then they can easily uplift its employee retention. Most valuable assert
in organization terms as employee because whole success of organization is depend
upon its employee relationship.
Enhance motivation- Those employee who does not engage within
organization will leads to conduct lost of loss in organization productivity. On the
other hand company that have high engagement along with experienced will
generate more high term productivity. In organization they will facilitates or ensure
optimum level of empowered in order to increase level of motivation then they will
successfully accomplish organizational objective and develop sustainability in
completive environment.
Increase revenue- The positive healthy relation at workplace will convey
best result of employee performance in terms of creativity, productivity, innovation.
This will raise overall performance of employee and pushing their limit to achieve
organizational goal on specific time. This will aid in boosting competitive edge
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through involving unification with help of best talented employee. This will raise
overall revenue, profit and earnings ratio of company as well as strengthening
strong financial position.
Fundamental of employment law
The law of employment in executed in every form of business. This type of law
concern with administrate relationship among employee as well as employer. As
business has large number of employee and this law protect the interest of employee
in the working environment such as
 Prevention from any type of discrimination
 Support health as well as safety
 Develop minimum kind of requirement with reference of economic support
 Avoid work disruption in order to resolve disputes among labor along with
management
Employment legislation combines of several status that involve legal entitlements of
employee which combine of code of conduct for employee benefits rights towards
employee and employer (Aloisi, 2018). The primary pieces of this Act is mention
below-
Equality Act- It is most important one as it govern equal protection of
employee interest such as sex, pregnancy and maternity, religion or belief, race,
sexual orientation, Marriage and civil partnership, disability, age and gender
reassignment.
Employment rights Act- This Act administrate major rights of employment
relationship that covers such as pay, contracts of employment, time off, dismissal
and grievance, Pension, Study and training, maternity, flexible working hours,
termination of employment.
Health and safety Act-This act refers as ensuring proper measures that covers all
aspect related with health and safety of employee in their working environment so
that they will not face any harm or damage (Leighton, 2020). The employee welfare
will not put upon premium risk at working environment.
An explanation of the different types of rights, duties and
obligations an employer and employee has within the
workplace. An exploration of various mechanisms for
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managing the employment relationship and make justified
solutions for a range of specific organisational examples
Employers as well as employees consist of responsibility among each other
along with it rights. The rights and responsibility covers aspect of health and safety
with optimum provision concern with health and safety, condition of employment,
suitable opportunity, right to pay minimum wages. Health and safety will turn around
more in terms of responsibility as well as right towards employee and employers.
The analysis will leads to cover whole framework within employment segment.
Employee are concern with expectation to pursue work in terms of full safety. As
safety in terms of governing and providing safest machinery or equipment. This will
consist of regular hacks of health along with safety checks that will resolve issue of
particular range of activities (Peterson, 2017). This will consist of certain form of
regulation that involve potentially can be stored. Employees are likely to be receive
some terms of working while commencing in order to maintain main duties which
are highly accountable through the entitles rate of pay. The equal opportunity
through suitable form of legislation through which some laws contain similar work
with disability discrimination. The employee and employer rights are mention below-
 This will ensure at least national minimum wage.
 Guard towards unlawful or discrimination in terms of sex, religion, beliefs etc.
 Women employee can take leave up to 52 weeks at time of maternity leave.
 Health and safety laws must be provided in organization
 Can not force employee more than 48 hours in week.
Obligation of employees
Employees that have major responsibility with respect of employers whether
employee working as a part time ort full time (Florek, 2020). The ultimate obligation
of employee towards employer are as follows-
 To work personally in more accurate manner for what they are hired to
perform respective task.
 Working in more carefully manner as well as seriously with full form of
disciplined so that all work be done in accurate way with specific time.
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 Always try to prevent other as well as themselves in any type of danger at
working place.
 Always pursue proper and regular employer’s instruction but in case employer
performing something illegal or dangerous them employee must not follow
any kind of instructions.
 Always to be in form of loyal while working.
Obligation of employers
The main obligation of employers towards employee is mention bellow-
 It is employer obligation to provide employee a healthy working condition so
that it can easily access kind of work. It must provide them a proper form of
tool as well as equipment that will assigned appropriate form of work that
need to be done.
 Employers must provide appropriate amount of salary as well as benefits in
terms of agreed holiday, vacation etc.
 It is employer obligation to ensure employee better safe working condition
while performing work.
 Employers have to ensure accurate working condition of employee so that
they will get safe working environment.
 In cases employers must provide writer notice to employee regarding laid off,
But some time employer may give some sort of money instead of notice.
 Employers always treat their employee with full of respect as no harassment
will be taking place along with no discrimination against.
The mechanism to manage employee relationship
Employee relationship is essential to be mange for growth of business. It can be
manage with the following mechanism
 By developing centralized form of employee relations- By executing
several strategy that is essential to priority employees so that whole team
will manage the level of conflict.
 Develop transparency in terms of open communication- This consist of
internal communication along with transparency. Through appropriate
communication it will cover proper form of digital working environment that
leads to participate and more contribution among employee. This will
motivate employee for delivering more valuable services.
 Create less work structure to reduce the stress level- This will promote
mental health of each employee and maintain proper balance in working
environment.
A stakeholder analysis for the organisation and analysis of
how stakeholder engagement and contribution can
support positive employment relationships
The stakeholder analysis is one type of effective process that leads to cover
assessing system as well as potential changes that is totally associated with
respective interested party. Through this process recognition of people must be done
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that match the level of participation, influence, interest. It will also determine top
convey best communication among each group. The stakeholder is linked and
associated through proper actions among organization to contribute employee
relationship and overall success of company (Anderson, 2017). The proper
engagement with stakeholder contribute clear vision and appropriate strategic plan
to build up positive employee relationship. Effective engagement leads to covers
more aspect to accomplish objective to ensure proper decision making with view
point to make proper alignment of strategy. All stakeholder act as different in terms
of business such as employees, customer, supplier, shareholder government bodies,
business owner etc. These stakeholder contribute more result in positive support of
employment relationship. As they influence overall outcome with proper scope of
opinion. They facilitates optimum level of clarity with shared form of vision with key
influencer. They leads to cover more contribution and full of understanding to
overlook suitable positive relationship with organization. They try to build up all
employee in synchronized together where all work will be pool together with
expertise knowledge and experience while creation of optimum solutions. It will
contribute more efforts of collaborative types of partnership by enhancing
relationship at greater value (Cavico, 2018). They can easily recognize optimum
level of strategy that cover advantage of optimum level of competitive edge. It will
reduce high level of risk in organization that enhance governance.
An analysis of the impact of both positive and negative
employee relations on different stakeholders
Impact of Positive employee relations on different stakeholder
 Communication
 Employment procedure
 Negotiating style
 HR culture
Employment set procedure deals to cover several effective relationship among all
stages to resolve the issue, this will leads to convey god behavior work with proper
management and operation of organization policy. It will resolve conflicts at very fast
rate that ensure proper management with full satisfaction while capturing all types of
potential complaint to resolve conflict problem. Best stakeholder identify potential
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solution of disputes. The positive relationship is mange from effective flow of HR
procedure that is associated with proper flow of careful management to enhance
relationship of employee and trade Union. Culture and effective communication
constitute negotiating style that raise the performance and motivation level of
employee in organization. The different type of stakeholder adopted better form of
effective managing mechanism of employee relationship.
Impact of Negative employee relations on different stakeholder
This will cover potential negative impact-
 Greater utilization of proper representation consist of employment that leads
to convey minor work state of matters.
 Significantly this will cover more use of higher time management with the
optimum operational matter.
 Generate low trust, No resolution among management and staff, combative.
 Employee turnover
 Employee absenteeism
The negative employee relation on different stakeholder consist of no result upon
improvement of productivity uplift and affect brand image of company. Demotivation
and low trust will affect the revenue level of organization. It can be improved with the
proper adopting mechanism of to mange employee relationship. Regular form of
feedback must be conducted among different stakeholder as it will reduce the level
of negative employee relationship impact. This will easily determine where company
is lacking and going in wrong direction to ensure appropriate level of positive
employee relationship.
Conclusion
From the above report it has been concluded that employee relationship is
most significant aspect for company development. The positive relationship in
employee will contribute more efforts of productivity, confidence, best service,
motivation, trust, coordination etc. and negative aspect vice versa. That is why every
business try to adopt best mechanism to uplift or manage employment relationship.
There are some respective duty rights and obligation towards both employee and
employer. This will improve mutual relationship in organization and build strong
position of business in front of competitive market. The original and most valuable
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assets in every business considered as employee so it is major responsibility of
employer to govern employment act in order to protect the interest of employee.
Stakeholder analysis is most significant aspect as they will contribute more support
in building positive employee relationship. More engagement of employee in decision
making boost motivation level of employee and on other hand they will also try to
develop more innovative and creative outcome that uplift profit of company in real
terms.
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References
De Stefano, V and et.al., 2021. Platform work and the employment relationship (No.
995121493302676). International Labour Organization.
Bain, P. and Taylor, P., 2017. Consolidation,“Cowboys” and the developing employment
relationship in British, Dutch and US call centres. Re-Organising Service Work, pp.42-62.
Batt, R., 2018. The financial model of the firm, the ‘future of work’, and employment
relations. In The Routledge Companion to Employment Relations (pp. 465-479). Routledge.
Huesmann, M. and Calveley, M., 2021. MANAGING THE EMPLOYMENT
RELATIONSHIP. Strategic Human Resource Management: An International Perspective,
p.252.
Aloisi, A., 2018. Facing the Challenges of Platform-Mediated Labour: The Employment
Relationship in Times of Non-Standard Work and Digital Transformation. Bocconi Legal
Studies Research Paper, (3179595).
Leighton, P. and McKeown, T., 2020. Work in Challenging and Uncertain Times: The
Changing Employment Relationship. Routledge.
Peterson, D., Gordon, S. and Neale, J., 2017. It can work: Open employment for people with
experience of mental illness. Work, 56(3), pp.443-454.
Florek, L., 2020. Temporary Employment and the Employment Relationship. In News Forms
of Employment (pp. 193-201). Springer VS, Wiesbaden.
Anderson, G., Brodie, D. and Riley, J., 2017. The Common Law Employment Relationship:
A Comparative Study. Edward Elgar Publishing.
Cavico, F.J., Mujtaba, B.G. and Muffler, S., 2018. The duty of loyalty in the employment
relationship: legal analysis and recommendations for employers and workers. Journal of
Legal, Ethical and Regulatory Issues, 21(3), pp.1-27.
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