Employee Relations Strategies, Legislation, & Analysis in ASDA- BTEC

This report provides a comprehensive overview of employee relations, its importance, and value to organizations, focusing on ASDA as a case study. It explores key legislations such as the Equality Act 2010 and the Health and Safety Act, which govern employee relations, and investigates the rights and duties of both employers and employees. The report evaluates effective employee relations strategies, including shared culture, power sharing, effective communication, and continuous learning, and presents a stakeholder analysis for ASDA. Finally, it offers justified recommendations for improving the efficiency of ASDA's employee relations strategy, emphasizing the importance of maintaining a positive and productive workplace environment. Desklib provides access to similar solved assignments for students.

ID
Unit Number and Title Unit 20 – Employee Relations
Unit Level 5
Employee Relations
Statement of Authenticity:
I certify that the work submitted for this unit is my own and the research sources are fully
acknowledged.
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Table of Content
1.0 Introduction p
2.0 An overview to employee relations, what it is and its importance
and value to the organisation p
3.0 An explanation of key legislations that applies to employee
relations and which the organisation must adhere to p
4.0 Investigating the rights and duties of both the employer and
employee. Determining the most appropriate advice related to
specific examples p
5.0 An evaluation of effective employee relations strategies
including shared culture, power sharing, shared values, effective
communication and continuous learning and improvement p
6.0 A stakeholder analysis for the organisation p
7.0 Justified recommendations based on critical insight for
improving and increasing efficiency of the employee relations
strategy p
8.0 Conclusion p
References p
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1.0 Introduction
Employee relations referred as the relationship that is shared between the
employees within an organization. In addition to this, it is a relationship among
company and its employees concerning emotional, practical and contractual efforts
by the employers in order to maintain a positive relationship with the staff members
prevailing at workplace (Al-Marri and et. al., 2018). Employees are an important part
of an organization and maintaining an effective relationship with them assist in
gaining higher growth and success at marketplace. For the present report, Asda is
taken into consideration. It is a British supermarket chain which was established in
year 1949 and headquartered in England, United Kingdom. The present report will
cover importance and value of employee relations to an organization. In addition to
this, there is a discussion about key legislations which applies to employee relations.
Moreover, stakeholder’s analysis for the respective organization is elaborated. In the
last, recommendations based on improving efficiency of the employee relations
strategy is provided in the report.
2.0 An overview to employee relations, what it is and its
importance and value to the organisation
Employee relations refers to company’s efforts to develop as well as maintain
a positive relationship with its staff members. In addition to this, the two major
aspects for an organisation success is its staff members as well as management.
Employee relations strategically developed a positive working for employees with an
objective to keep them engaged and loyal at workplace. The value and importance of
employee relations are as follows:
Increase productivity: An effective and strong employee relations allow an
organisation to enhance productivity in an effective manner. It is analysed that when
relations among employees and employees are effective, staff members tends to be
highly satisfied and put their full potential in order to be more productive at workplace
(Bonau, 2018). In relation to Asda, it is important for higher authorities to maintain a
good relationship with its staff members as it assist in raising productivity of
employees which leads to attainment of objectives within given time frame.
Employee engagement: It is analysed that employee relation boost loyalty
between staff members to a high extent. In addition to this, if the employees are
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satisfied and have good relationship with others then they did not think to leave the
organisation and stay for longer time period. With reference to Asda, it help in saving
the cost of hiring new employee and attain employee loyalty for longer run.
Less conflicts and issues: The workplace conflicts as well as issues are the
major reason of an unsuccessful organisation but with the help of strong and
effective employee relations company usually decline it. With reference to Asda,
Employee relations assist organisation to take an effective decision which is in
favour of all staff members that leads to mitigation of issues and conflicts at
workplace in an appropriate manner.
Ensures positive working culture: It is determined that by the assistance of
employee relations an organisation is able to provide positive and healthy working
culture to its staff members. This further develop potential in employees to work with
full zeal and implement activities in a systematic and timely manner (Farooq, Hao
and Liu, 2019) In context to Asda, its higher authorities ensure that a better
workplace culture is provided to its employees as it help them to retain employees,
enhance their productivity, increase performance and gain growth as well as success
at marketplace.
Power and types of power:
Power is basically a constant procedure that is required to run the most trivial
functions of a company. The different types of power within an organisation is given
below:
Expert power: It is defined as manager’s influence over employee based
solely on the manager’s superior expertise, knowledge as well as ability to perform.
Referent power: It is a power of an individual, boss or leader to influence
staff members through admiration, respect and many more. This type of power can
be used constructively to the benefit a company & has been considered as a positive
power base in this modern management.
3.0 An explanation of key legislations that applies to employee
relations and which the organisation must adhere to
Equality act, 2010: It is one of the most significant legislation to govern the
employee relation. In addition to this, it mainly included employee protected
characteristics which is illegal to discriminate on such as racism, disability, age,
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religion and so on. It is important for organisation such as Ada to adhere with such
legislation as it help in maintaining equality at workplace and also assist in
developing working culture in an effective manner.
Health and safety act: One of the main purpose of this act is to ensures that
staff members are protected from their health, welfare and safety is not put at risk
(Gollan and Davis, 2018) In addition to this, it help organisation to make employees
feel secured at workplace due to which they put full potential in order to achieve
objectives timely.
Wages and hour laws: These law mainly protect the wages and hours of
staff members that are regulated by department of labour. This act dictates the
national minimum wage, outlines requirement for over timing pay, developed 40
hour work week and many more. Adhering to this law by respective organisation help
in increasing flexibility and offer employees for additional protections under the law.
Equal pay act: This law state that men & women within the same
organisation be given equal salary as well as pay for job. In addition to this, it involve
for not making discrimination against female staff within the matters of training,
transfers, promotions and so on. This act help an organisation to develop a positive
image in the mind set of staff members and also develop brand image at
marketplace (Newman and et. al., 2019). Along with this, it also allow company to
smoothly implement all the activities in an appropriate way.
The impact of legislation on human capital development and the free
movement of trade.
Human capital development is defined as the procedure of enhancing an
organisation’s employee capabilities, performance and resources as well. In addition
to this, it is analysed that human capital development is important for the growth as
well as development of an organisation. There is positive impact of legislation on the
human capital development as all the legislation that was developed is mainly for the
beneficial of employees prevailing at workplace. For example, health and safety act
that ensure safety of staff members help employees to feel safe and secure within
the organisation. It allow to develop positive mind-set of employees due to which
they put full potential to learn and implement that will lead to increase in performance
as well as capabilities of staff members.
4.0 Investigating the rights and duties of both the employer and
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employee. Determining the most appropriate advice related to
specific examples
Employee and employers require to maintain effective relationship for
implementing out activities and operations in a best and effective manner. In addition
to this, it help company to gain higher growth as well as success at marketplace.
There are various types of duties, rights and policies which are linked with both
employee and employers as is therefore required to perform them. The various rights
as well as responsibilities which every staff members can consider in order to
participate within the decision making procedure of an organisation are as follows:
 Right to equal pay: It is analysed that each and every employee has the right
to get equal pay for the same work done by others. In addition to this, there is
no partiality or discrimination among male and female staff members while
they delegating towards roles as well as responsibilities. Right to participate:- Every staff member working in the respective
organisation has right to discuss or share their view point at the time of
decision making (Psimmenos, 2018).In addition to this, employee also have
the right to express their viewpoints and give suggestions for performing the
activities.
 Right against harassment:- It is mainly developed for the safeguarding staff
members associated to any issues or problems they face at workplace. In
addition to this, the employee has the right to complaint regarding issues and
miss happenings to the higher authorities in order to make them secure and
safety within the organisation.
Responsibilities of employee:
 Work toward collective goals and objectives: It is the responsibility of staff
members to focus on attaining objectives of organisation within set time
period. In addition to this, they are responsible to implement activities in a
systematic manner that provide benefit to company to attain objectives and
gain growth as well.
 Manage the work effectively: It is also the responsibility of staff members to
ensure that the work assigned to them is manage as well as implemented
properly. It also help them to decline the level of confusion and
misunderstanding which can be a huge loss for an organisation. It is analysed
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that efficiency in the working of employee is important in order to implement
activities and work effectively as well.
Rights of employer:
 To expect reasonable work performance: For enhancing the productivity of
an organisation and also to maintain standards, it is the right of employer to
expect an effective performance from the staff members so that organisation
have some advantages against payments they make to the employees.
 To establish policies and procedures: The higher authorities has the right
to develop rules on matter like employee ethics, leave policies, pay for
performance, behaviour of staff members while interacting with customers,
employee benefits, rewards and recognition and so on (Ruiner, Wilkesmann
and Apitzsch, 2019). This help in marinating fairness and equality at
workplace as well.
Responsibilities of employer of ASDA are stated below:-
 To ensure that strong and healthy relationship is maintained at workplace so
that activities are implemented in a proper and effective manner.
 The employee has the right to take initiative in order to motivate and boost
the morale of staff members so that task will be attained in a timely and
proper manner.
 To delegate the work according to the interest area, potential and capabilities
of employees prevailing at workplace
5.0 An evaluation of effective employee relations strategies
including shared culture, power sharing, shared values, effective
communication and continuous learning and improvement
6.0 A stakeholder analysis for the organisation
Write your answer here
7.0 Justified recommendations based on critical insight for
improving and increasing efficiency of the employee relations
strategy
Write your answer here
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8.0 Conclusion
Write your answer here
References
Books & Journal
Al-Marri and et. al., 2018. Examining the effects of work values on employee
commitment in UAE via literature survey. International Journal of Advances in
Agriculture Sciences, pp.60-69.
Bonau, S., 2018. Drivers of employee commitment: Evidence from the 2011
workplace employment relations survey of employees. International Journal of
Employment Studies, 26(1), pp.40-61.
Farooq, Q., Hao, Y. and Liu, X., 2019. Understanding corporate social responsibility
with cross‐cultural differences: A deeper look at religiosity. Corporate Social
Responsibility and Environmental Management, 26(4), pp.965-971.
Gollan, P.J. and Davis, E.M., 2018. Employee involvement and organisational
change: the diffusion of High Involvement Management in Australian
Workplaces. Models of Employee Participation in a Changing Global
Environment, pp.56-80.
Hu, X. and Jiang, Z., 2018. Employee-oriented HRM and voice behavior: a
moderated mediation model of moral identity and trust in management. The
International Journal of Human Resource Management, 29(5), pp.746-771.
Newman and et. al., 2019. How do industrial relations climate and union
instrumentality enhance employee performance? The mediating effects of
perceived job security and trust in management. Human resource
management, 58(1), pp.35-44.
Psimmenos, I., 2018. Globalisation and employee participation. Routledge.
Ruiner, C., Wilkesmann, M. and Apitzsch, B., 2019. Staffing agencies in work
relationships with independent contractors. Employee Relations: The
International Journal.
Salas-Vallina, A., Pozo-Hidalgo, M. and Monte, P.G., 2020. High involvement work
systems, happiness at work (HAW) and absorptive capacity: a bathtub
study. Employee Relations: The International Journal.
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