HRM and Employee Relations Report for Imperial Brands

This report examines the crucial role of Human Resource Management (HRM) and employee relations within Imperial Brands. It highlights how effective employee relations, including fair treatment and supportive work environments, contribute to employee satisfaction, commitment, and loyalty. The report explores the significance of employee relations in decision-making processes, emphasizing the benefits of collaborative approaches and quick decision-making. It then delves into the impact of employment legislation, such as the Employment Rights Act 2003 and anti-discrimination laws, on HRM practices. The report further analyzes the influence of compensation laws, including the Fair Labor Standards Act and the Equal Pay Act, as well as labor laws like the Wagner Act, on organizational practices. It discusses the pros and cons of these legislations, emphasizing how they shape the recruitment process and organizational culture. Ultimately, the report concludes that effective HRM is essential for organizational success, emphasizing the importance of planning, organizing, and adhering to relevant legislations for smooth operations and increased productivity.

This term means that organisation putting efforts to
make a good relationship between their employees and
employers. Imperial Brands is also keeping good
employee relation because it provides their employees
fair treatment so that they feel satisfied and will be
committed to their jobs and stay loyal to the
organisation.
For doing this company need to focus on workers pays
& benefits, support work life balance and safe working
conditions. For having an effective employee relation
Imperial Brand maintain clearly written policies which
describe the rules, philosophy and procedures for facing
matters related to employees. Company also have
employee relations representatives who work in their
HR department and ensure that company is following
Employment Legislation for Organisation-:
Employment legislations are the laws made to govern
employment with everyone who works i.e. Employers,
employees and union directly. Imperial Brands also have
these legislations for their workers.
Employment Right Act 2003: It provides a range of
contractual rights for employees like protection against any
unfair ordering at work, terms and conditions of work
should be in written form and allotment to national
minimum wages.
Anti – discrimination law: In this law company prohibits
age discrimination in employment act 1967, civil right act
1964 which prohibits discrimination based on sex, colour,
race and national origin.
Importance of Employee Relation in HRM Decision
Making-: Collective decisions: Employee relation is
important in decision making for Imperial Brands because
Individual cannot always take decisions alone by their
own, they need guidance and advices. A good
relationship between employees and employers create an
environment in which they take decisions jointly by
discussing with each other.
Quick Decisions: By maintaining a good employee
relation Imperial Brands take quick decisions. Take
advice from their workers who come out with brilliant
ideas which help organisation in achieving their target at
a faster rate. It also reduces the delay in further process.
Friendly environment: Good employee relation create a
happy environment for employees to work together as a
family. When Company's employees feel like family it
become easy for them to take decisions without any
burden.
Human Resource Management
Employee relations

Compensation law: Under this law company follow
Fair Labour Standards Act 1938 which says that
employers are require to pay a minimum wage and
overtime pay to non-exempt workers, Equal Pay Act
1963 which says that men and women should be paid
equally for doing the same work (except in case of
merit, quality or quantity).
Labour Law: This law includes Wagner Act 1935
which create a national Relation Board where
framework for Union organizing activities are made. It
bans unfair management practices.
Its Impact On HRM Decision Making and Their Pros
& Cons-:
Anti-discrimination law- It impact decision making at
the time of hiring an employee. Employers cannot
refuse to hire any candidate or dismiss any candidate
from employment on the basis of age, colour, sex and
religion.
Pros in this legislation is that It changes attitude of
employees and employers and impact cultural and
social norms. While cons is In case of breach of
current legislation, cases can be very complex for the
employers and employees.
Compensation law- It affect HR Professionals that they have to
continuously verify that amount paid to employees are accurate
or not. It also checks if payment for overtime is made to the
workers.
Pros for this legislations are that employees will receive
permanent disability compensation payments as long as
company have an agreement. On the other hand, cons for this
legislation is that administrative overhead increases if
organisation offer more benefits.
From the above report it is concluded that human resource
management is very much important for the organisation for its
smooth running. Other than this it has been observe that
organisation cannot run without a proper planning & organising
the recruitment and selection process. Company need to
perform several functions or practices that increases their profit
and productivity.
CONCLUSION