Analysis of Employment Relations at North-Tech's Inc.: A Report

This report provides a comprehensive analysis of North-Tech's Inc.'s employment relations, addressing the challenges and opportunities associated with moving operations to India. It begins by outlining the importance of employee relations and the initial steps the company should take to address potential issues. The report then delves into the specific issues related to employee rewards, such as communication, stakeholder alignment, and flexibility in a changing environment, offering strategies to resolve them. Finally, the report explores an alternative to transferring staff positions abroad, focusing on the benefits and drawbacks of recruiting local employees. The analysis covers conflict management, wage and hour issues, safety needs, and annual leave disputes, offering strategies for effective employee relations, including transparency, group activities, recognition, and equality. The report concludes by highlighting the positive and negative impacts of the alternative decision, providing a well-rounded perspective on North-Tech's HRM strategy.

The Employment
Relations

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY...................................................................................................................................1
(1) Analyse contemporary employment relations developments, issues, strategies and
practices......................................................................................................................................1
(2) Analyse reward management issues, strategies and practices ..............................................3
(3) Alternative of such decision and to what extent is positive for employment relations in the
organisation.................................................................................................................................5
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Employees are the vital resources of an organization. It is important that the employees
contribute their best in order to achieve the organizational goals effectively and efficiently.
Conflicts and various others issues will evolve if the organization fails to increase the morale of
the employees. Thus, the organization is required to put efforts to maintain a positive relationship
between them. In order to maintain positive relations, Employee Relationship Management
should be followed between employers and employees. ERM focuses to manage the relations,
identifies the issues and conflicts evolved and further adapt practices to resolve such grievances.
Thus, it helps to create a strong bond and loyalty among employers and employees and ensures
practices to maintain the same. The report critically evaluates the employment relationship and
associated factors that affect the management accompanied by the reward practices.
MAIN BODY
(1) Analyse contemporary employment relations developments, issues, strategies and practices
The company should first identify the number of issues evolved and then consider the
same before proceeding with new strategy i.e. moving the employees of North-Tech’s Inc. to
another country and culture (Keenoy, 2019). The contemporary employment plays a vital role in
the management by providing a valuable labor force according to the nature of work and the
liabilities of the company for a specified tenure along with the roles and standards of the labor.
As the benefits of employment includes the training and development, remuneration, rewards
and other connected benefits. Steps to be followed by the company are:-
 Necessity of employment relations with the company
 Identifies the employment issues evolved
 Resolve the employment relations issues by formulating proper strategies and
following best practices.
EMPLOYEE RELATION ISSUES
These issues generally arise in the conduct of the business and thus, need to be addressed
in order to achieve the desired goals effectively and efficiently. These issues are required to be
solved by the company and further implement the measure in order to stop them from growing.
Some of the familiar issues which is required to be resolve by the company are as follows:-
Conflict Management
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Disagreement between the employees and employers are the general conflicts which
arises frequently in the workplace (McCabe, 2019). Sometimes such misunderstandings occur
due to lack of communication between them and the issues gets worsen if remains unsolved.
Ultimately led to poor performance and morale of the employees towards the organisational
goals. The company is required to devise an efficient communication channel between the staff
and must also provide an opportunity to hear the employees grievances and provides suggestions
in order to create healthy working environment.
Issues evolved related to the hour and wage of employees
The hours and wage issues occur when there is variation in the number of hours
employees work or irregularities in the attendance records etc. In order to avoid such disputes the
company is required to keep a proper track of the employees, for example set bio-metric machine
which will help to regulate the employees in and out time accordingly the wages. Further the
company can eliminate the unnecessary overtime of work and ensures that the employees
perform the job properly.
Safety Needs
Accidents are unpredictable and can occur anytime, measures must be taken in order to
prevent such unforeseen accidents. The employees generally seeks the safety in regard to health,
family and others safety is required to maintained by the company so that they can contribute
towards goals without any fear of loss. The company must give training with equipment and
proper guidelines to the employees in this respect (Baines and Cunningham, 2020).
Annual Leave Disputes
The companies have different leave policies and thus, must be communicated effectively
to the employees. The company must make the employees aware about their leave policies in a
precise manner and also hear the employees problem, if occurs. The company must create a
portal for each employee to keep the record of holidays taken by them.
STRATEGIES FOR EFFECTIVE EMPLOYEE RELATIONS
An effective strategies results into better relations between employees and employers
accompanied by better performance of the organisation. Certain strategies for healthy employee
relations are as follows:-
 Transparency: The company is required to form the values and promote them
transparently. The transparency causes a liberal and strong bond between employers and
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employees which ultimately led to success and growth of the organisation. The company
can exchange such information via emails to improve the relations.
 Conducting group activities at workplace: Sometimes employees gets exhausted from
the work which led bad performance, in order to motivate the employees the company
must encourage them by organising group activities and other interesting tasks including
the celebrations of festivals, birthdays etc. The company must not only form an formal
relation but also focus to form an informal relations with the employees.
 Recognition: The company must praise the employees for their excellent performance
along with the rewards as to make them feel proud and motivated. Such creates a
competitive spirit among employees and thus, led to achieve the organisational goals
effectively and efficiently.
 Equality among the members at workplace: Bias treatment shall decrease the morale
of the employees, thus the employers are required to treat everyone equally while
respecting their privacy. Partiality may led to decrease the morale among the employees.
(2) Analyse reward management issues, strategies and practices
Reward Management formulates the policies and strategies to reward individuals fairly
and equitably in respect of their performances. Such appreciation through rewards helps the
employees to feel valued and motivated and contribute their best towards the organisational
goals (MacDuffie and Pil, 2018). Reward management helps to boost the employees to make the
business successful. Rewards can be pecuniary or in kind. Further, the company from its decision
of moving operations to India is accompanied by the employee reward issues. These issues are as
follows:-
 Rewards not communicated properly: The employees are generally not aware about
the plans and policies of another country and culture. And even they are not adequately
communicated to the employees. As a result the company may not be able to maximise
the values effectively and efficiently. Also the employees will fail to adhere such reward
programs if not communicated properly.
 Rewards not accordance with the stakeholders: The issue may arise if the company
formulates the plans and designs the reward system excluding the international
stakeholders as this may cause lack of alignment between the employer and employee.
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Thus, such balance is required in the behaviour of stakeholders in order to achieve goals
effectively.
 Rewards in the changing environment: Another issue which probably rise will be the
availability of factors in the changing environment. Lack of flexibility will end up
causing issues related to equality in the company. Also the company will no be able to
fulfil the needs and expectations of the employees working, in order to sustain in the
competitive market (Abualoush and et. al., 2018).
 Reward without conducting surveys: Sometimes the rewards are insufficient to meet
the objectives of the employees because of lack of surveys and research of the labour
market. The company may not be able to track such competition in the market.
Thus, the company in order to resolve such issues implement such strategies in order to proceed
its operations in India successfully. Such effective rewarding system aims to motivate the
employees towards organisational goals. Thus, help the company to achieve its objectives for the
long term. Such strategies are as follows:-
 Flexible: The company need to implement such strategies which are flexible and
continuous with the change of environment in other country. Further flexible strategy will
help to identify such factors and help to adapt quickly with these changes.
 Participation of External Stakeholders: The company is required to plan and design
such reward system by including the external stakeholders i.e. stakeholders of other
country in order to balance contradictions between them.
 Not be detrimental to the values: The reward system should be consistent with the
strategy along with the values of the other culture. As in India values and ethics are
considered important for the success and growth of the company.
 Conduct the research: The company must conduct research and surveys before
implementing reward system in India. Its a wise decision to conduct and study such
surveys, as such research have their own benefits.
 Proper channel of communication: The company must provide an effective
information of such reward system along with the changes, if done to the employees in
order to make them aware and maximise the value of such rewards.
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(3) Alternative of such decision and to what extent is positive for employment relations in the
organisation
Undergoing business with another local culture is a difficult task which the company
should be prepared of. An alternative for transferring staff positions abroad is recruiting the local
employees to attain the staff position as it will be considered cheaper and less disruptive for the
company (Nosratpour, Nazeri and Soofifard, 2018). As hiring local employees will help to
operate the company easily and quickly. Further local employees are more prudent in adopting
the changes occur in the environment. The positive impact of such alternative decision on the
company are as follows:-
 Prone to local culture and business practices: The local recruitments are beneficial as
they very well know the culture and business practices in case of any emergency. Further
may help the company to increase the productivity and resolve the issue with ease.
 Diversify the business: Diversifying the local skilled workforce will be beneficial for
the company to grow in India efficiently. Thus, the company will be able to attain its
desired goals.
 Able to manage local resources: One of the reason of alternative decision in favour of
the company is that the localities being the habitants knows how to manage local
resources and thus, makes maximum utilisation of resources.
The extent of the above discussed positive aspects on the company are limited as such
alternative decision have its own pros and cons which may cause an adverse effect on the
company in achieving its desired goals. The negative impact of such alternative decision are:-
 High cost of training the employees: The budget of the company will get affected as
they need to train the employees according to their conduct of business. Further the
company will be required to organise the training programmes in order to attain the
skilled workforce as they are the key resources of the company. Thus. it will not only
cost high amount but also a lot of time will be consumed in order to nourish the skills
and knowledge of the employees. Somehow this alternative decision is not cheaper as
compared to moving the staff overseas (Wall and Palvia, 2021).
 Unable to adapt company's values and practices: The local employees will not be
able to adopt the common practices and values of the international company. It will
cause hindrances in achieving the organisational goals effectively. Further it will be
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difficult and time consuming task for the employees to pursue such practices. The
situation gets worsen when the local employees goes against the negotiations of the
international company. The locals hesitate in adopting the other culture, for example the
timings to conduct the business in Ireland is different as compared to India. Thus, the
company need to know the positive and negative impact of alternative decision before
proceeding with new strategy (Wilkinson and et. al., 2020).
CONCLUSION
From the above report it is concluded that, Employment Relation management is the best
method to improve the relations between employers ans employees. As both the employee and
employer are an utmost important resources of the organisation. These relations are required to
be maintained in order to achieve the organisational goals effectively and efficiently. Under this
report the company North-Tech’s Inc. identified the number of employment relation issues and
formulated the policies and strategies in order to resolve these issues. Further an alternative
decision is suggested along with its positive and negative impact on the company. Also the
company resolved the reward related issues before proceeding to overseas. Employment relations
are required to be maintain by the company before implementing any new strategy. Thus, the
company will grow and be successful if their employers and employees creates strong and
healthy relationship and carry an effective business practices.
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REFERENCES
Books and Journals
Abualoush and et. al., 2018. The role of employees’ empowerment as an intermediary variable
between knowledge management and information systems on employees’
performance. VINE Journal of Information and Knowledge Management Systems.
Baines, D. and Cunningham, I., 2020. Understanding Austerity: Its Reach and Presence in the
Changing Context of Work and Employment. Working in the Context of Austerity:
Challenges and Struggles. p.3.
Keenoy, T., 2019. The Employment Relationship. Management Under Differing Value Systems:
Political, Social and Economical Perspectives in a Changing World. p.405.
MacDuffie, J.P. and Pil, F.K., 2018. 2. Changes in Auto Industry Employment Practices: An
International Overview. After lean production. pp.9-42.
McCabe, D.M., 2019, July. Contemporary Trends in Employee Relations and the Employment
Relationship: A Competitiveness Perspective. In Competition Forum (Vol. 17, No. 2,
pp. 248-251). American Society for Competitiveness.
Nosratpour, M., Nazeri, A. and Soofifard, R., 2018. Study on the relationship between supply
chain quality management practices and performance in the Iranian automotive
industry. International Journal of Productivity and Quality Management. 23(4). pp.492-
523.
Wall, J.D. and Palvia, P., 2021. Understanding employees' information security identities: an
interpretive narrative approach. Information Technology & People.
Wilkinson and et. al., 2020. Handbook of research on employee voice. Edward Elgar Publishing.
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