Evaluating EU Influence on Industrial Democracy and HRM on Relations

This essay examines the influence of the European Union on industrial democracy within the United Kingdom, focusing on policies related to recruitment, trade, anti-harassment, environmental control, training, employee relations, HRM, and workplace safety. It discusses popular methods for gaining employee participation and involvement in decision-making processes, including ownership participation, board-level representation, suggestion schemes, collective bargaining, and quality circles. Furthermore, the essay assesses the impact of Human Resource Management (HRM) approaches on employee relations, emphasizing the importance of healthcare quality, leadership, and a positive work environment for organizational success. The HRM approach ensures the provision of eligible workers, contributing to the organization's efficiency and goal achievement.

Employee
Relation

Table of Contents
 The assessment of the influence of EU on the
industrial democracy of UK
 The popular methods which were used to gain
employee participation and involvement in the
decision making process
 The assessment of HRM approach on
employee relations

The assessment of the
influence of EU on the
industrial democracy of UK
There are any policies that are formed by the European Union to
control the internal function of the organization as well as the
business of the organization. The policies can be termed as the
following policies like recruiting policies, trade policies, anti-
harassment policies, environment control policies, training policies,
employee relationship maintain policies, HRM policies, safety and
healthy workplace policies and training policies. All of the
mentioned policies are influenced by the industrial democracy
(Akan, 2012) of the employees. Like for example:

 Recruiting policies are the initial stages of any business where the
organizations recruit the best employees to do any particular job.
The recruiter must be very specific to judge the concept and the
knowledge of the employees to check the ability of the employee.
 Trade policies are the license to any organization. It means that
this policy give the allowance to any organization to trade
internationally.
 It measures the safety inside the organization where an employee,
especially the female employees can get the assurance that no
harassment will be there. It means that the employees will be able
to work with ease.

 Training policies mainly describe the
situation where the employees of a
particular organization get the best training
sessions to work properly in the field of
work.
 Safety and healthy workplace refers to the
situation where the democratic right of
employees are measured. The degree of
freedom of an organization is measured by
this policy. It also helps an organization to
maintain the safe environment where the
employees can work without any fear and
tension.

4.2 The popular methods which are
used to gain employee participation
and involvement in the decision-
making process
There are few methods where the participation and the
involvement of the employees can be described in the field of the
decision-making process. The involvement of the employees in the
decision-making process is a topic which is debatable. There is a
debate among the managers of the organization and the
employees of the worker union whether the employees should be
a part of the decision-making process or not. The methods of
participation (Mu ller, 2016) are mentioned in the following
processes:

 Participation in the process of Ownership: This process of
participation is very clear. The employees have the authority to
buy the share of the company, and this helps the company in the
financial field also. It puts a positive impact on the employees.
 Participation at the board level: Industrial democracy is
known to be the representation of the employee at the board
level. In this case, all the problems of the employees are kept in
front of the managing committee. This process also helps the
authority to invest in the employee benefit schemes.

 Participation in the suggestion scheme: This process of
participation clearly indicates that the employees of the
organization can be a part of the company's decision-making
process where the company may come up with options of ideas of
the employees of the organization and these ideas may help the
organization to increase the level of the business in the future. The
employees are always eager to join the decision-making process,
and the company hopes to get a fruitful decision after concluding
much decision of the employees.
 Collective bargaining participation: This process allows the
employees to take the authority in the decision-making process. It
increases the interest of the employee towards his or her work in
the company. This process of decision making helps the
organization in a different way. But one has to be careful with this
process. There have been cases like the employees are abusing
the opportunity by taking advantages

 The participation of the quality circle: A quality circle in the
group of people in the company who are expert in the particular
field of work. This group of people has the experience of work, or
they are more dedicated towards their work. It is so because the
employees of this group have been maintaining a good
performance in the field of work. They have achieved all their
targets within the given deadline that make them more effective
for the organization. The involvement of this group in the decision-
making process can help the organization big time. The
organization will get the benefits of the experience of the team as
well as they will get the discipline to achieve the organizational
goals (Sehgal, 2011).

4.3 The assessment of HRM
approach on employee
relations
The employee relations are
directly or indirectly
connected with the Human
Resource Management
approach. This approach
contains some features.
They are as follows:

 The health care delivery quality must be checked very often as the
general needs of an organization are delivered by the Human
Resource Management team. This team produces the manpower
for any particular organization. After going through the details of
the Human Resource Management approach, one can say that the
main job of this team is to provide the manpower in every single
part of the organization where manpower is needed.
 Every organization needs a particular leader who can guide their
employee in every aspect of the work. A true leader does all the
hard works to set perfect examples for their team, and once it is
done, the recommendation for the employee is to follow the path
to achieve the organizational goal. A perfect leader takes the
responsibilities on his/her shoulder and motivates the employees.
This leader is mainly gained from the HRM team. The condition
and the environment of the organization are perfectly understood
by the team. After knowing the situation perfectly, they deliver all
kinds of help to the organization by producing true leaders.

 The proper environment of work is mainly set by this team. Every
employee of the organization looks for a perfect environment to
work. Creating a perfect environment to work is the best thing
that an HRM team does.
 After going through every single aspect, one can say that HRM
approach is the best approach that is available in the market to
get the organizational success (Jeske and Stamov-Roßnagel,
2012). HRM provides proper eligible workers for the organization,
and this makes the organization efficient enough to reach the
desired goal within the given deadline and a disciplined manner