BMP6005: Analysis of Work and Employment Relationship at H&M

This report delves into the multifaceted realm of work and employment relationships, concentrating on the practical and legal challenges businesses encounter. Using Hennes & Mauritz (H&M) as a case study, the report identifies key issues such as conflict management, wage and hour disputes, workplace safety, and employee indiscipline. It further explores the impact of these challenges on organizational goals and employee morale. The report provides actionable recommendations for addressing these issues, including implementing proper management practices, adopting democratic leadership styles, utilizing leave and attendance management software, and leveraging online communication tools. Emphasis is placed on building trust, fostering collaboration, and ensuring fair treatment through policies like the Equal Pay Act. The conclusion underscores the importance of strong employment relations in achieving organizational success and highlights the significance of continuous improvement in this area.

Work And The
Employment
Relationship

Table of Contents
• Introduction
• Practical and legal challenge that business experience in
employee relations
• Recommendations to set issues in employee relations
• Conclusion
• References

Introduction
The employment relationship refers as to build employee engagement
and involvement with collaboration of managers, leaders and
employees. It is essential for business to focus on developing good
relations of workforce which results in achieving success efficiently
that leads to compete with rivalries. The organisation selected for this
project is Hennes and Mauritz (H&M) as being a Swedish
multinational clothing-retail company known for its fast-fashion
clothing for men, women and children (Bernhardt and Krause, 2014).

Hennes and Mauritz (H&M)
The Hennes and Mauritz Company is a
multinational clothing-retail company known for its
fast-fashion clothing for men, women and children.
It operates in 74 countries with over 5,000 stores
under various brands with it headquarters in
Stockholm, Sweden. It was founded by Erling
Persson on 4th October, 1947 at Vasteras, Sweden.
The Chief Executive Officer of organisation is
Karl-Johan Person on 1st July, 2009.

Employee Relations
This is defined as the process through which
company develops co-ordination among their
employers and employees for completing a
specific task within particular duration.
Managers of H&M Company build good
employment relations among their workers as
to encourage them to complete task
efficiently in order to achieve individual and
organisational goals (Carter, 2019).

Practical and Legal challenge that
business experience in employee relations
There are various types of practical and legal challenge in
employment relationships which are mostly experienced by
company. It further delay in goal accomplishment and lacks in
proper management of employee relations. The managers of
H&M Company analyse these challenge as to restrict the
possibility of instability in perfect competition market.

Practical and Legal challenge that
business experience in employee relations
• Conflict management:- The main challenge of
conflicts between various workers within the
whole workforce result in lack of discipline,
distrust and unfaith, disrespect, etc. It develops
an adverse environment within business which
lacks in accomplishment of target at particular
durations. The conflicts mostly rose in business
due to partiality, jealousy, etc., which lacks in
collaboration of workers. The managers of H&M
Company are unfavourably affected by this as
these conflicts result in delay of goal
accomplishment.

Practical and Legal challenge that
business experience in employee relations
• Hour and wage issue:- The main purpose of managers is to
provide wages to their workers by analysing their task done
within particular duration. It is most important for company
for giving minimum compensation to their workforce and
further provides monetary rewards such as bonus, incentives,
etc., to improve their motivation (Chandramohan, 2017).

Practical and Legal challenge that
business experience in employee
relations
• Adequate Safety in workplace:- It is the main duty and
responsibility of managers to focus on safety of their workers by
providing them safety gears such as helmets, gloves, boots, etc.
• It attracts workers to give their best efforts for business as they
provide certain safety measures to workforce.

Practical and Legal challenge that
business experience in employee relations
• Annual Leave dispute:- The most common issue faced by
managers of company is to deal with annual leave disputes of
labours.
• It is the reason for not maintaining the stable record of labour
that lacks in actual leave report of workers and is sometimes
create wages and salary for leave applicant.

Practical and Legal challenge that
business experience in employee
relations
• Time keeping and attendance issues:- The
managers of a company mainly face the
challenge of time keeping and attendance
issues. This is the problem faced by managers
as to analyse the timings and discipline manner
of employees within their contemporary
workplace in order to analyse punctuality of
workforce.

Practical and Legal challenge that
business experience in employee relations
• Lack in trust and faith:- The main consequences for improper
employment relations is workers lacks in building trust and faith among
each other. This result in unable to understand emotions and feelings of
workers within them as they does not respect value, beliefs, norms, ethos,
etc.
• Hennes and Mauritz (H&M) Company managers are adversely affected by
their workforce as they are not able to share their views, information,
knowledge, skills and emotions.

Practical and Legal challenge that
business experience in employee relations
• Indiscipline nature:- It is the biggest problem of a company
where workforce are not able to perform their task within
discipline manner. The indiscipline nature includes lack in
listening skills, speaking abusive language, high level of
conflicts, etc. Managers of Hennes and Mauritz (H&M)
Company are unfavourably affected by the misbehaving nature
of its workforce where workers are deal with business activities
by themselves.

Practical and Legal challenge that
business experience in employee relations
• Lack in collaboration:- The main problem of managers in a
company is that its employees lack in collaboration which creates
delay for goal achievement. It further affects the stability of company
as workers are not been able to co-ordinate with each other.
• The managers of H&M Company are negatively impacted by this
issue where workforce does not collaborate to complete its action
within particular duration.

Recommend To Set Issues In
Employee Relations
The recommendations implied in business to set issues of
employment relations are mentioned with reference to
managers of H&M company as follows:-
• Proper management:- The main function for managers of
a company is to build and maintain proper management of
business activities by emphasizing leaders to decentralise
its actions in accordance with capability of workforce. It is
essential for company to discriminate the business
activities into various functional departments such as
finance, marketing, production, sales, operation, research
and development, etc.

Recommend To Set Issues In
Employee Relations
• Democratic leadership style:- The democratic leadership style
is most popularly also known as partnership or shared
leadership which build morale of workers. It encourage
workforce for participating in decision-making process as to
analyse the essential requirements of business towards its
workers.
• Managers of H&M Company are beneficial as they focus on the
needs of its workers and fulfil by motivating them to perform
their best with collaboration to achieve certain specified target.

Recommend To Set Issues In
Employee Relations
• Leave and attendance management software:- This is
described as the process of leave and attendance management
through maintaining a software which used to keep record of
leaves and attendance. It results in analysing how many
workers being present in accomplishing specific target as to
meet the requirements of customers.

Recommend To Set Issues In
Employee Relations
• Use of online and digital modes of communication:- It is the
procedure through which managers of a company focus on
developing and adopting electronic media to maintain the
record of labours. The managers further analyse the
performance of its workers through this new technologies that
are video-conferencing, Skype, Zoom, etc.
• It result in analysing where the candidate is and what task is
being performed that may lead company to achieve success.

Recommend To Set Issues In
Employee Relations
• Equal Pay Act:- This is described as the process through
which employees perform their actions in accordance with
their pay or compensation. The managers of a company are
bound to pay minimum wages for its workers as they may be
able to survive their lifestyle effectively.
• It is essential for an organisation to follow practical and legal
legislations of government as to treat every worker within
business equally and do not perform any partiality which
restricts morale of workers.

Recommend To Set Issues In
Employee Relations
• Build trust and faith:- The main aim of every organisation is
to build employee relation through developing trust and faith
among its workforce by encouraging workers to complete
their task within particular duration.
• Managers of a company emphasize leaders to collaborate with
their workforce for completing task effectively which result in
restricting the possibility of errors.

Recommend To Set Issues In
Employee Relations
• Discipline nature:- This is the most important function of
managers to build discipline within business environment that
provides good atmosphere for workers to breathe. It is
essential for an organisation to follow formal and informal
process of communication which leads to complete task as per
the instructions of supervisor for achieving target within
particular duration.

Recommend To Set Issues In
Employee Relations
• Improve collaboration:- It is very essential for an
organisation to develop collaboration within its workforce by
encouraging them to give their best efforts for company. The
organisation further motivates it employees by giving them
opportunity to ascertain its individual and organisation goals
within particular duration for sustaining in global market.
Managers of Hennes and Mauritz (H&M) are beneficial as
they collaborates their workforce at training and development
program by introducing them.
• This result in respecting the beliefs, norms, values, code of
conduct, etc., and leads to understand the emotions and
feelings of workers at various circumstances.

Conclusion
From the above discussion it have been concluded that employment
relations plays major role in understanding emotions and problems of
workforce. The managers of company emphasize leaders to develop trust
and faith, share views and information, co-ordinate with each other to
achieve target within specific target. This project determines the practical
and legal challenge that business experience in managing employment
relationship. It includes conflict management, hour and wage issue,
adequate Safety in workplace, lack of effective communication, annual
leave dispute, time keeping and attendance issues, etc.

References
• Bernhardt, J. and Krause, A., 2014. Flexibility, performance and perceptions of
job security: a comparison of East and West German employees in standard
employment relationships. Work, employment and society. 28(2). pp. 285-304.
• Burroni, L. and Pedaci, M., 2014. Collective bargaining, atypical employment
and welfare provisions: The case of temporary agency work in Italy. Stato e
mercato. 34(2). pp. 169-194.
• Carter, A., 2019. The consequences of adolescent delinquent behaviour for adult
employment outcomes. Journal of youth and adolescence. 48(1). pp. 17-29.

References
• Chandramohan, S., 2017. An examination of the employee’s conduct on
Social Media and the effect on the employment relationship. (Doctoral
dissertation).
• Dragos, P., 2019. THE LEGAL RELATION OF EMPLOYMENT
(SERVICE) OF THE PUBLIC OPERATOR. Revue Européenne du Droit
Social. 42(1). pp. 14-20.
• Farné, S. and Vergara, C. A., 2015. Economic growth, labour
flexibilization and employment quality in Colombia, 2002–
11. International labour review. 154(2). pp. 253-269.

References
• Fox, L. and Thomas, A., 2016. Africa's got work to do: A diagnostic of youth
employment challenges in Sub-Saharan Africa. Journal of African
Economies. 25(suppl_1). pp. i16-i36.
• Gupta, N., 2015. Rethinking the relationship between gender and technology:
A study of the Indian example. Work, employment and society. 29(4). pp. 661-
672.
• Hotvedt, M. J., 2018. The contract-of-employment test renewed. A
Scandinavian approach to platform work. Spanish Labour Law and
Employment Relations Journal. 7(1-2). pp. 56-74.

Questions

THANK
YOU