Managing Employment: Policy Areas, Challenges & Recommendations

This presentation provides an overview of the employment relationship, focusing on the practical and legal challenges organizations face in managing it. It highlights the importance of positive employee relations and discusses challenges such as time and attendance concerns and workplace safety, referencing Unilever as an example. The presentation also covers legal challenges under the Equality Act 2010 and maternity/parental leave regulations. Three key areas of employee relations policy are presented: encouraging direct and open relationships, preventing human trafficking, and adhering to statutory and regulatory requirements. Recommendations for addressing employee relations issues, such as promoting open dialogue and inspiring/rewarding employees, are provided. The presentation concludes by emphasizing the need for businesses to analyze strategies before globalizing to prevent negative impacts on employee relations and overall performance. Desklib provides students with access to this presentation and many other resources.

Work and the Employment
Relationship

Table of content
• Introduction
• Practical and legal challenges faced by organization in managing employment relationship
• Present three key areas of the employee relations policy
• Recommend to a set of employment relations issues
• Conclusion
• References

Introduction
• Employment relationship refers to the criteria which
focus on the relationship between employees and
their employers at workplace.
• Collective and individual relations are focused so
that organisation can maintain appropriate harmony
at their workplace.

Practical and legal challenges faced by organization in managing employment
relationship
• Employment relationship is the factor which need to be
focused by an organisation on prior basis.
• Positive employee relation is very essential so that
employees get healthy working environment in order to
achieve growth and success.

Continue
• Practical challenges related to managing employee relations
are mentioned below:
• Time and attendance concern: The amount of time which
organisations expect from their employee to contribute in
operations become challenge for them.
• Unilever faces various challenges in contemporary workplace
due to absentee workers and latecomers.

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• Safety at work: Promoting required safety at workplace
becomes challenge and issue for an organisation as they have to
compensate huge amount.
• Unilever have to develop and formulate different safety policy
in which they provide required measures to their employees in
contemporary work place.

Legal challenges
• Equality Act 2010: This act suggest that organisations
should prevent discriminations at workplace so that
every gender get same opportunities.
• Unilever have to implement their recruitment process
in same manner in other countries for each and every
individual so that candidates can utilise their skills and
experience in appropriate manner.

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• The maternity and parental leave: This law
comes under the regulations 1999 which is
developed and implemented in UK.
• Unilever have to provides benefits to
employees to take off leaves after the
expansion of their operations in other
countries.

Present three key areas of the employee relations policy
• Employee relation policies are the practices which are undertaken to manage the regulations of
relationships at workplace between employees and organisation.
• It promotes healthy environment which is essential for better growth and development.
• Unilever have developed policies related to employee relations so that they can engage their
employees in better manner.

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• Encourage direct and open relationship with employees: Organisations have to set healthy and
relevant boundaries between employer and employee.
• It assists them in maintaining appropriate coordination between them which is essential for
commencement of smooth operations.
• Unilever allows their employees to communicate freely with their respective managers regarding
their issues and problems so that they can resolve them in appropriate manner.

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• Ensures the prevention of human trafficking: Effective
employee relationship policies assist organisations in
preventing their negative operations.
• This involves forced labours, slavery, child labour and human
trafficking.
• Unilever can effectively commence their operations in
contemporary workplace by eliminating all these activities.

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• Statutory and regulatory requirements: Organisations are required to focus on all the laws and
compliance related to statutory and regulatory requirements.
• Unilever ensures that they undertake all the essential requirements of local labour market so that
they can satisfy the needs of their work force.
• Protecting the rights of workers at contemporary workplace is mandatory for an organisation so
that they can handle critical operations in appropriate manner.

Recommend to a set of employment relations issues
• Employee relation is function involved in Human
resources that makes and implement the strategies and
policies including employees’ relationships with their
employers and coworkers.
• The main purpose for programming this policy is to
make sure their employees are treated well in office
premises, they feel secure and happy inside their work
culture.

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• Promote an open Dialogue – It refers to the environment where employees are not hesitating or
feel nervous to give an honest feedback to their managers.
• It is helpful, encouraging and clear strategy.
• Unilever should use this strategy as it allows employees them to communicate openly about any
problem and prevent from any type of confusion and lowers the stress in employees.

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• Inspire and Reward – Unilever uses the total reward platform
to make them inform and engage employees around 155,000
present at globally.
• It uses the reward systems like bonus, commissions, incentives,
achievements, transportation and house allowances.
• All these factors reflect the good employment relations of
Unilever.

Conclusion
• From the given presentation, it has been concluded that globalising business can affect its whole
functions and criteria at once.
• Before globalising any company, they should analyse strategies and every aspect of globalisation
to prevent from any kind of negative impact on functions and business performance.
• It contains many legal challenges and barriers that can affect organisation and with impact on
their relationship with employees.

References
• Bagchi, A., 2020. The Employment Relationship as an Object of Employment Law.
• Baran, K. and Czerniak-Swędzioł, J., 2020. Reflections on the Protection of Employment
Relationship of Trade Unionists under the Amended Trade Unions Act. In New Forms of
Employment (pp. 299-318). Springer VS, Wiesbaden.
• Batt, R., 2018. The financial model of the firm, the ‘future of work’, and employment relations.
In The Routledge companion to employment relations (pp. 465-479). Routledge.