Employee Relations for Business Success: ALDI Case Study Report

This report examines the critical role of employee relations in achieving business success, using ALDI as a case study. It explores the unitary and pluralistic frames of reference, analyzing how these approaches influence employee management. The report delves into the impact of trade unionism, outlining the duties of key players in employee relations. It further investigates conflict resolution procedures, highlighting features of employee relations during conflicts and evaluating the effectiveness of various strategies. Additionally, the report assesses the role of negotiation in collective bargaining and the influence of the EU on industrial democracy in the UK. Finally, it discusses methods to gain employee participation in decision-making processes and the impact of human resource management on employee relations, providing a comprehensive overview of the subject matter.

Employee Relation for
Business Success

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames of reference...........................................................................1
1.2 Explain how trade unionism affected employee relations....................................................2
1.3 Duties of main players in employee relations.......................................................................3
TASK 2............................................................................................................................................4
2.1 Procedures that organisation should follow while dealing with conflicts.............................4
2.2 Features of employee relations in conflict situation.............................................................5
2.3 Effectiveness of procedures used in conflict.........................................................................6
TASK 3............................................................................................................................................7
3.1 Duty of negotiation in collective Bargaining........................................................................7
3.2 Evaluate effect of negotiation strategy..................................................................................7
TASK 4............................................................................................................................................9
4.1 Impact of EU on industrial democracy in UK......................................................................9
4.2 Methods to gain employee participation in decision making procedure...............................9
4.3 Influence of human resource management on employee relations.....................................10
CONCLUSION..............................................................................................................................11
REFRENCES.................................................................................................................................13

INTRODUCTION
Employee relation concentrate upon relationship between worker and employer within an
organisation. ER stimulate employee to commit for as loyal and longer relationship with
organisation through providing fair treatment and making them comfortable within workforce.
HRM coordinate and design various activities and approaches such as campaigns, meetings,
seminars, conferences, events, team work practices and other activities to create a friendly and
flexible workplace (Brad Shuck, Rocco and Albornoz, 2011). These practices aims to resolves
disputes and upcoming conflicts such as crisis. Employee relation management directly and
indirectly affect upon organisation's production management, manufacture function, customer
satisfaction and services in order to achieve and accomplish organisational vision and mission as
well as meet competitive objectives.
ALDI is UK market's largest supermarket chain which supply varieties with more than
10,900 stores in approx 17 countries in all over world and deploying in more countries.
Company provide broad varieties of products such as offers, toys, grocery products, exotic deals
and many other products. This study discuss unitary and pluralistic frames of company to
manage employee relation, analysis of ALDI varies in unison, HRM duties and importance and
solving process of ER disputes. This is also analysing collective Barging procedure, and role of
EU in industrial democracy in UK.
TASK 1
1.1 Unitary and pluralistic frames of reference
Pluralistic and Unitary frames are two methods to perceive employee relation. These
frames consist of specific and unique method of managing employee relation and administration
of them in organisation of British market. These frames argues different theories and approaches
to maintain ER which is as below:
Pluralistic frame separate company into two sub groups that is management and trade
unions. Each strata agree over respecting and dedication of work toward their leader and
manager. This frame theory is more perfect and suitable to describe employee relationship in a
better and effective way (Bryman and Bell, 2015). This debates over concept that company
workforce as ALDI is made of several beliefs, ideas, values, principles and attributes. Enterprise
is the negotiator and trade unions play a significant role through representing workers and clear
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concept of employee participation is organisation in decision making process as they are most
important part of a company. This explains role of collective bargaining in order to get
importance of employee in enterprise and this can assist in negotiating and maintain relation
between employee and employer (Collings, Scullion and Vaiman, 2011). ALDI adopt this
approach of pluralistic frame to evolve company and establish better goodwill within industry.
Unitary frame, whereas, starts from perception and values which states that personnel
problems is not anticipated connection or act between labour and employer. Those disputes starts
with enactment and occurring that understand the impact of upon other worker to give further
issues. The power of making decision of administration is upon employee and they are important
part of an organisation that contribute a better and vital part in functioning of management and
distribution and production.
1.2 Explain how trade unionism affected employee relations
Alteration has straight impact in ER activities in trade unionism. Trade unions refer to
communities and groups of employees that are build and created to promote and manage
employee needs and represent worker's basic requirements such as raise in wage scale and
provide a better climate of workplace. In 19th century, these were monitored by New Moderate
approach later after 1824, trade unions established themselves as independent bodies, and
become revolutionary communities to provide minimum payment of labourer, fair holidays ,
minimum working hours and other rights and acts of employees. Furthermore, various
communities identifies other unions including young worker unions, trade union congress
communities and many more (Bauman and Skitka ,2012). In trade unionism system, various
varies in framework are occurring in ALDI explained below:
Technological -
After the advancement an modification of technologies in present era, machines provide
easy access and quick working facilities in less time to organisations. This is main cause of
unemployment as demand of employee is decreasing in industry for labour. In this scenario of
advance technology, trade unions work for protecting worker's rights. They are working in
regard of employee and protecting them in being terminated from their work. In such situation
employee go for lock out and strikes which eventually decrease profits and product quality and
heavily loss to company. Therefore, they are varying all situation within a company.
Legal and Political -
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Function of ALDI and other organisation may affect by new changes that have been
catered by Govt., through bringing laws and polices for workers which is related to employee
relation of ALDI directly. Such rights and legislation is brought and catered to provides worker
rights and minimum wages and protect them from being exploited. This assist in reducing
disputes and conflicts from organisation's working environment. While in case of discrimination
of fundamental rights and employee rights, dispute increases that can badly affect organisation
image and functions.
1.3 Duties of main players in employee relations
An organisation requires some authorities and individuals within an organisation in order
to maintain and control ER within working environment that work together in order to better
function and controlling all framework of company (Anitha, 2014). An individual can not control
all functions and systems of business in large organisation such as ALDI. Thus, to focus over all
functions there are different bodies or player that undertook entire processes in ALDI which is as
below:
1. Government Authorities -
Govt. of United Kingdom designs, enact and modifies acts and rights of worker which a
company have to follow in order to provide basic requirements of employee such as child labour
law, minimum wage right, health and safety rights, minimum working hour rights etc. Such
rights not only help gov. to manage relationship with public and but indirectly assist organisation
to strengthen their connection with their employee. These acts and laws are enacted to protect
labourer's fundamental rights and prevent them from exploitation.
2. Manager -
Manager of either large or small business play a vital role in management and functioning
of operations. Manager manage all relations of organisation's internal and external public and
focus on proper and systematic management. A manager play a very crucial role in employee
management and allocation according their skills to get best outcome out of all activities that is
being occur in organisation (Goetsch and Davis, 2014). This is manager responsibilities to boost
worker's skills and performance by rewarding and promoting them according their activities and
achievements and stimulate and inspire them as well for further achievement of objectives.
Manger are the presenter and mediator of ALDI' worker that work for organisation bett6er
performance increase their benefits.
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3. Worker -
Employer or worker are major part of a company who function organisation operations
and assist in order to get success and accomplish competitive objectives of company. Employer
are recruited by company for assign them to complete a particular assignment. ALDI have
designed some policies that every employee have to follow in order to sustain in company. Also,
now companies are initiating in maintaining employee relation through increasing their
participation in decision making procedures and exchanging their opinions and innovative ideas
with company. in respect of them, they reward them or promote them. to undertake healthy
relationship with employee, ALDI manage HRM in their organisation.
TASK 2
2.1 Procedures that organisation should follow while dealing with conflicts
Conflicts in workforce is main barrier for in growth of company. There are several
process which ALDI can undertake to remove all barriers (Krot and Lewicka, 2012). In case of
late in solution on time , those disputes can turn into strike and lockout situation which will
decrease sales and manufacture quality. Here are process to precede while dealing with conflicts
-
Determine Terms -
Company should set some guidelines in order to maintain intern al environment an
factors that can probably affect it in future.
Create Understanding –
Create and build understanding through organising team work activities and enhancing
friendly working environment. Organise different activities, practice and interactive seminars
and discuss over plans and issues with employee.
Keep Patience -
HR should examine all process and investigate all reasons of emerging conflicts in
workforce. They must analyse response of staff members and then take decision out of all
activities. Quick decision without understanding situation well can make it more fuss.
Clean Interaction -
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Good communication and interaction activities is maintain a constant flow of information
and entity of company in all sources. To deal with conflicts effectively, it is best method. This
can help in creating friendly and comfortable environment.
2.2 Features of employee relations in conflict situation
Misinterpretation and miscommunication in workplace is major reason of conflict
enlargement within an organisation (Linoff and Berry, 2011). Those disputes not only affect
production and manufacture quality but worsen employee relations of organisation. Conflicts in
order to wrong allocation of work can occur in large companies such as ALDI. As result, such
conflicts can lead to organization loss of benefits and potentiality of market. In those particular
disputes, features of employee relations are mentioned as below:
Obstructive Relationship among Worker and Other Members -
Collective issues may obstruct relations between worker and other members who are
recruited in ALDI. ALDI owns many stores in all over world. If employee are not satisfied with
wages and promotion activities,they might require some activities in Organisation in order to
relief from their stress. Those depression relaxing practices keep a direct impact over consumer
satisfaction and quality of products and services that is being served by them. Company can
come up with better methods after analyzing major problem that is restraining growth of
company. Through developing and strengthening better communication skills and activities
company can reduce dispute and conflicts and emerging probability of those issues in future in
organisation.
Dissatisfied with Operations -
Issues regarding operation and function system of organisation to worker is required to be
resolve by company in a period of time. This can emerge from because of many situation such as
conflicts within employer and employee relationship. This dissatisfaction can restrain growth of
large organisation such as ALDI. Company should investigate entire factors that is related to
issues through analysis and survey of employee and internal public. Company can earn employee
trust through undertaking their responses and insuring them about pursuit of better solution and
its implementation as soon as possible.
These are some feature that assist in effective management as follow:
 Flourishing relation (Markova and Ford, 2011).
 Flexible and Positive Workforce.
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 Advising in process of decision making.
 Team work practices.
2.3 Effectiveness of procedures used in conflict
Conflict Handling process, can be utilized in order to scale the effectiveness of ALDI 's
selected issues (Harrison, 2012). In the following process, by facilitating effective
communication program, an organisation can coordinate some seminars, conferences and
meeting within organisation in their workplace to manage their relationship of their members of
staff. This process offer employee to share their concepts and opinion regarding a specific
disputes or plan thus it is effective process. Also it can help in solving various conflicts related
to allocation of different job profiles related issues such as allocation of wage, payment issues
etc. and assist in finding better solution of them. In such seminars, leaders and manager can seek
all causes and problem creators that building issues and satisfy worker about determining better
cure of it. A leader can straightly negotiate and interact with entire labour regard their difficulty
and disputes and responses toward a specific plans.
Through this process, company can build smooth functioning of entity and management
operations and alter strategies of company according to market trends. This is an positive
approach which can lead to betterment of organization performance and balance their features
through satisfying expectations and needs of workers. Executive director can cater better
strategies to solve those problems and employer can get more time to seek solution. Lately they
show agreements on which both agree to follow. By it, positive and friendly surroundings can
build.
Investigation of every dispute and conflict is significant. Analysis of specific conflict
with patience and finding solution of it in right time period is important in working environment
(Mone, 2011). Conflict is needed to be solved on time, because it can take dangerous face after a
period of time such s lockout or strike of employee and that can create a heavy loss and decrease
of share rate in market. Conflicts in companies should be resolved because this will not only
change manufacture process but it also influence income and income. This can interrupt supply
process and customer chain of organisation. Big organizations should control and manage their
personnel and human resource and satisfies their need to accomplish competitive advantages and
objectives.
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TASK 3
3.1 Duty of negotiation in collective Bargaining
Collective bargaining is an activity in which worker unions provide few exercises that
create agreements terms with company for employee laws and rights. As a short definition, this
procedure maintain and defend worker's laws. It form negotiation with enterprises agreeing over
policies that is made to fluctuate functions and management of organization in better way.
Collective bargaining process adopt discussion technology between leader off trade unions and
employer company discuss on policies which is made for betterment of worker's rights and laws.
In this process, Company like ALDI determines the terms of company that has been agreed while
discussing with presenter of employee. Through this process, employee can solve their problems
in effective way and keep opinion in decision making process in regard of rights and
requirements of employee. It provide ALDI a comfortable and positive workplace to employee.
Here are few duties of negotiation and collective bargaining process:
Negotiation assist organisation in regard of meeting effective results -
In following process, leader of staff member identifies the problem through discussing it
with workers and ask them to find a probable and suitable cure that can possibly be implantation
in this workforce (Morris, 2012). Through this, through disusing all those problems of ALDI,
employer can discuss it with administration and management and compromise over some
agreements. This can be managed through seeking major problem and understanding probable
solution for better workforce.
Negotiation Assist in developing the Effectiveness of Collective Bargaining Procedures
Main aim and goal of its process is to reduce and solve disputes of workforce which have
been increased among ALDI 's staff member and employers. By negotiation, employer of an
enterprise can consider major cause of conflicts through sensing those disputes and elaborate
them reason of adopting probable technique of specific issues. Also they can talk about
distribution and wrong selection of particular employee in wrong place.
3.2 Evaluate effect of negotiation strategy
By negotiation process, disputes can identified easily and resolved in a company (Hong,
2012). Through this approach this are being monitored and controlled in working environment. It
undertake actions such as compromising, forcing and smoothing to influence situation in
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enterprise (Naseem, Sheikh and Malik, 2011). Organisations maintain human resource and
personnel management to organise such disputes and problems. Here are few effect mentioned
below:
Evolving Operative Skills -
Collective bargaining and negotiation process determines minimum payment facility to
employee which is their right to have while working for a company. Company can not eliminate
an employee without giving a specific reason. Employee have job safety right. ALDI determined
some policies which include all terms of termination of worker.
Keep Confidentiality -
HR practices and Negotiation process assist ALDI in keeping their confidentiality within
organisation through providing employee satisfaction. Secrecy of a company can be managed
through filling needs, expectation and minimum wages as well as reward for better performance
in work. This emerge feeling of dedication and loyalty toward their job and thus, they maintain
secrecy of company.
Equality in Workplace -
It provide worker equal opportunities to be represented and equal chance to develop in
work area. Institution can not eliminate employee according gender, race, age, category and
other factors. Negotiation activity balance them at a same platform and allow them to fight for
justice and their rights.
Avoid Disputes with Trade Union -
Collective bargaining process equalise company policies and satisfies employee demands
and needs. They provide a positive, friendly and flexible environment to employee and chance to
exchange their innovative ideas. Which help in reducing conflicts with trade unions.
Better Relationship with Society -
Such communities and unions are usually stay informed about information and issues
related to society and happenings of world and educate them and aware them for probable
solution and strategies to overcome from those problems (Ngo and O'cass, 2013). ALDI can
perform CSR for improvement and evolution of society and build a brand image.
Collective Agreement -
In this agreement all unions talk and eventually accept few terms and policies on which
both agree. This statement is followed by company as well as employee in order to manage
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conflicts and avoid them that eventually company to gain more revenues and increase
performance of worker.
TASK 4
4.1 Impact of EU on industrial democracy in UK
Industrial democracy facilitate specific rights and laws to employee and facilitates them
opportunities of participation in decision making process. European unions has impacted UK
market in various ways. When British companies was dominating employee and labour and
imposing work load over their shoulder, EU established some rights and acts in market protect
their rights. EU is engaged in protecting and promoting their rights and keep modify them after
span of time with new market trends and needs. United Kingdom's industries have to follow
those acts and rules in companies and in case of avoiding those rules, company can face strikes,
lockout and crisis situation in environment.
Organisation level and nation's culture influence industrial democracy straightly and cater
changes in their system. For example, a large company like ALDI is who has been expanded in
various countries need to follow those rules and acts fir betterment of their employee. Several
organization ignores those approaches and rights of employees, it become harder to sustain in
market. After influence of EU, partner based organisation have emerged in industry of UK. It
occur in for particular and usual work in union work and administration of company.
European Unions has presented many laws and rights which they protect to being offend
by any organization in UK market and this is impacting their industry and their system. EU make
sure either company is following those rights and policies of employee acts and serving social
affairs a issues an working for society welfare as well (Saunders, 2011). Company can fix many
programs in work environment to reduce disputes and problems in workplace. Therefore,
European Union has catered huge change in market of UK in order to bring industrial
democracy.
4.2 Methods to gain employee participation in decision making procedure
Various methods can be utilized through organisation in regard to increase involvement
of worker in procedure of decision making. This consider several techniques which can assist
such as behavior and mentality analysis, suggestion technique and consultation method and
many more.
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1. Suggestion Strategy -
In this strategy, organisation may ask for employee for their assistance in various affairs
of company which can stimulate their confidence (Islam, 2011). Worker who aren't satisfied with
operation and management of an enterprise can share opinions and exchange innovative and
creative ideas and concepts in regard of any strategy and participate in decision making
procedures of entity. This operate internal workforce more effectively and efficiently.
2. Consultation -
To stimulate employee for involving in decision making process and influence them for it
mire effectively, this is most effective method that a company can use. Company in order to
improve their internal environment, organise process of consultation within their organisation in
which they facilitates their worker session in which they can communicate and share their
experiences and issues related to their work. This motivate employee and their attribute and
make them more loyal toward company.
3. Attitude Analysis -
This technique is as suitable as consultation techniques is (Siow Song Teng, Singh Bhatia
and Anwar, 2011). This is effective method to attract them in suggestion and decision making
activities and assist in analyzing and examine their attitudes, perception and opinion in respect of
organization toward a specific matter which can accomplished through interview and
questionnaire process. This helps in determining wages and work distribution to employees and
understanding their issues and disputes with investigating main cause. After that company can
develop possible solution activities.
In all these techniques, each provide a platform to employee to share their issues and find
better solution of the and discuss weather their worry is general or specific. To enhance ALDI 's
workforce, they have developed new policies. This is major cause of constant success and
emerge of company in world level.
4.3 Influence of human resource management on employee relations
HRM is designed and coordinate in order to peaceful and effective personnel functioning
of company. HRM work for betterment of business through managing relationship between
employer and employee. Human resource management facilitates comfortable workforce and
change entity to build it better for worker. Human resource management organise and coordinate
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several approaches in order to attain organisation goals and maintain a better and strong relation
within members of staff employee.
HRM practices impact on relationship of employer and employee directly who work in
company in order to stimulate and motivate employee of organisation to enhance their
performance and skills through organizing and designing activities like meetings, seminars,
conferences, events, programs, and develop their performance by organising training and
development plans, volunteering period, occasional celebration and many more. HRM helps in
varying management and entity according culture and values of public of company. They decide
policies of a an enterprise and solve their issues, disputes and conflicts related to workplace and
office environment. Employee contact with HR of company while having problem with system
and HRM come up with better possible solution of their issues.
An organisation to maintain better relationship of employee can adopt pluralistic frame to
present a positive image of company (Sundaray, 2011 ). They organize selection and recruitment
process to understand and allot right skilled worker at right place for right service management.
ALDI where have large number of employee, maintain an HRM dept. to communicate and
convey company message in effective and positive way. Therefore, HRM make workplace
positive, friendly and flexible and boost potential and confidence of their worker as well as
develop their abilities. They study employee behavior, attitude and actions and determine
individual wages, holidays and working hours. They divide them into separates groups and make
them more effective and skillful and try to make them stay last and for longer period.
CONCLUSION
In this report, the importance of HRM in an organisation is being analysed in order to
better functioning of management and systematic operational work. Employee relation is
significant for proper management and smooth operation of organisational activities which is
essential to managed in company. In UK industry, European Unions helped in catering industrial
democracy and provide the rights of employee through brining mutiny in market and explained
company and Britishers main importance of employee relation management in an organisation.
ER not only help in enlarging product quality and production system but also increase
organisational performance as well as create a good will of company in market. Employee are
complimentary elements of corporate which are interdependent. ER disputes and unbalance can
lead company toward loss therefore, organisation require a leader so they maintain HR. HRM
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control and manage employee and employer relation as well as stimulate and motivate them
through solving disputes and conflicts. Each organisation should have HRM to get success in
better and effective way.
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Online
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Employee relations: an introduction. 2017. [Online]. Available
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