Hobbs Ltd. Project Report: Employment Relationship Analysis

This project report analyzes the employee relations at Hobbs Ltd, a women's clothing and accessories retailer. The report begins with an introduction to employee relations, defining its importance for organizational success. It then outlines the role of customer care executives within the company and how employment relationships are managed and information is gathered, including insights from interview questions. The report delves into various management and regulation methods, including neo-human relations, systems theory, and labor process theory, and their impact on employee relations. Key aspects of the employment relationship, such as employee benefits, conflict resolution, employee promotion, and decision-making involvement are explored. The report highlights how Hobbs Ltd. fosters a positive work environment to enhance employee performance and retention and concludes with a summary of the findings.

Project report (PJ1)

Table of Contents
Introduction......................................................................................................................................3
Outline of the researched job...........................................................................................................3
Employment relationship as well as ways in which information is collected.................................3
Outline of how Employment relationship is managed and way in which it is managed and
regulated...........................................................................................................................................5
Methods of management & regulation of employment relationship along with their impact.........8
The gig economy....................................................................................................................8
Control and compliance..........................................................................................................8
Flexibility and precocity.........................................................................................................9
Employee voice and engagement...........................................................................................9
Discipline and grievances.......................................................................................................9
Emotional labour..................................................................................................................10
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

Introduction
An employee relation is defined as efforts made by organisational for management of
relationship among employees as well as employers. By maintenance of affirmative and
constructive employee relations firm can hope to have loyal as well as engaged employees within
their work (Jennings, McCarthy and Undy, 2017). Basically, human resource department within
the firm is liable for managing their employee relations but in some there is a manager deployed
for this purpose. This report is based on Hobbs Ltd which was founded in 1981 in Hampstead.
They deals within women's clothing, accessories and footwear along with this they provide their
online services in around 55 countries across the world. This report comprises of employment
relationship, the way in which it is gathered and managed. Along with this, methods of
management as well as regulation will be illustrated.
Outline of the researched job
Customer care executives in an organisation are responsible for answering and addressing
the queries of the customers through calls, emails etc (Poole, 2017). In context to Hobbs Ltd., the
customer care executives have to answer incoming calls, obtain details of customer complaints
and provide relevant information to the customers about the various products and services of the
company.
Employment relationship as well as ways in which information is collected
The industrial relations which are associated with emotional, practical, physical and
contractual relationship that is in between employee and employer is referred to as employee
relations. Generally, it comprises of working conditions, pay as well as benefits, work life
balance, rewards and recognition. It is important for a Customer Care Executive (a role taken in
context of Hobbs Ltd) to build up an affirmative relation which will improvise overall
performance of the business. In that regards John (Customer care executive) who are liable for
alleviating employee relationship as well as resolving issues related with human resources on
behalf of organisation are denoted by employee relations manager.
Interview Questions
Interviewer : What kind of benefits are offered by the company to its employees in order
to retain them?
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John: Employees are one of the most important components within an organisation and
thus they should be provided with various benefits to ensure that they don't switch their jobs
(Bach and Kessler, 2012). Some of the benefits that are provided by Hobbs Ltd. include
recognising their work and the efforts that they put in getting tasks completed. Such employees
are offered monetary bonuses as well as appreciated for their work in front of other employees in
order to inspire them (Shields and Plimmer, 2015). Also, regular training is provided to the
employees to ensure that their skill levels are maintained. John by scheduling the regular training
able to amend the performance of their employees so that they can give one of their best efforts.
This helps in improving their overall confidence as well as productivity since they get an
opportunity to brush up their skills and also develop new ones (Ferguson, 2018). Thus, the
company is able to retain its employees as they don't consider switching their jobs.
Interviewer : What measures does the management of Hobbs Ltd. undertaken to resolve
any conflict among employees and maintain discipline?
John: Whenever a case of conflict rises in the organisation, the management first listens
to the view points of employees individually and then comes to a conclusion by carefully
analysing the situation. The management of Hobbs Ltd. Makes sure that the decision is fair with
respect to both the employees and makes them feel justified (Tansel and Gazîoğlu, 2014). The
management then instructs the team leader or the manager to avoid such situations of conflicts
from coming up as they can hinder the performance of the team members as well as organisation
on the whole.
Interviewer : How do managers of Hobbs Ltd. address any issues that are voiced by
employees?
John: Whenever an employee voices an issue, the management of Hobbs Ltd. Including
the manager as well as team leader explain their expectations to the employee and encourage
him/her to put in best efforts in order to succeed (Baddon and et. al., 2017). They also address
the concerns that are put forward by them. Thus, this is where strong communication network
comes into play which ensures that concern among the employees is communicated and
addressed effectively.
Interviewer : How are employees promoted at a higher level within the company?
John: Hobbs Ltd. provides its employees various opportunities to enhance their skills
and get promoted to a higher level within the organisation (Lam, 2016). Their contribution and
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efforts are recognised by offering promotion to them. This helps them gain more confidence and
perform more enthusiastically. Promotions also level up the morale of the employees and
therefore help the organisation in maintaining high levels of productivity. John always eager to
experiment in the promotional tool in order to aware people about the products and services to
remain competitive in marketplace. Also, if the employees of an organisation know that they
have opportunities of growth, they are less likely to switch their jobs.
Interviewer : Does Hobbs Ltd. involve its employees in the process of decision making?
John: Hobbs Ltd. encourages its employees to share their inputs and thoughts whenever
the process of decision making is undertaken. The employees of the company are also otherwise
free to put forward their views and thoughts regarding something in particular. They can raise
concern whenever they think there is requirement of a training session which will help them
improve their overall performance as well as boost their productivity. This also helps in
improving the relationship between the manager as well as his subordinates with a strong sense
of teamwork among the members of the team.
Employment relationship plays crucial role within the organisation as it creates a direct
impact on the ways in which services are being carried out. It is clear from above that employee
relation manager of Hobbs Ltd. develops an affirmative environment within working
environment so that employees can render their responsibilities effectively. This will lead them
to attain their goals within stipulated time frame. The information is gathered from distinct
sources like journals, articles and blogs (Morris, 2012).
Outline of how Employment relationship is managed and way in which it is
managed and regulated
Maintaining strong employee and employer relationship acts like a key for attaining
ultimate success for organisation which is advantageous. The fact is that when efficacious
relationship is maintained within working place then employees are more efficient, loyal,
productive as well as less number of conflicts will occur (Why Strong Employee/Employer
Relationship is Important and How to Achieve This?, 2014). This can be attained by employee
relation manager of Hobbs Ltd. by involving their team members (by which they can accept
different challenges which comes along with responsibilities), carry out proper interaction,
furnish them with appropriate recognition, team meetings and events. John (Customer care
executive) by communicating with their subordinates able to gain the potential outcomes in
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order to remain competitive in marketplace. Apart from this, Hobbs Ltd. is making use of certain
theories which will enable them to attain their goals as well as objectives in an affirmative
manner (Mishra, Boynton and Mishra, 2014). They are illustrated below:
Neo-Human Relations theory: An anticipation which comprises that firm is incorporated
group of people who have loyalty structure, single authority and possess certain set of common
objectives, interests & values which are being shared with all is referred to as unitary theory.
This is reference frame which is being utilised within neo-human relations theory. Within this,
organisational relations are grounded by individual treatment, shared goals, team work and
mutual cooperation (Aylott, 2014). Conflicts within working place are seen like temporary
aberration which might occur as a outcome of poor management who do not get along with
organisational culture. Within this, employee relation manager of Hobbs Ltd may carry out direct
negotiation with their employees. John in that regards negotiate with employees by listening their
views and opinions in order to gain desirable outcomes. This theory or approach is dependent on
notion that all the individuals i.e. management, employees and other staff possess identical
purpose, interests and goals, thus they works in unison manner for attainment of shared
objectives. Basically, this implies system of management which is liable for maximising
outcome through accomplishment of psychological and social requirements of employees within
the workplace (Islam and Tariq, 2018). With respect to Hobbs Ltd, employee relation managers
are liable for organising them into teams, allocating work for formulation of decisions and
identification of their needs. The outcomes which will be attained by Hobbs Ltd through its
usage are enhanced morale of employees, productive and motivated individuals. This theory will
add up within satisfaction of individuals via self actualisation (Kelly, 2012).
Systems theory: Here, pluralist is taken as a frame of reference in which assumption is
made the firm comprises of individuals who forms unlike groups which have their own set of
objectives, leadership styles, value propositions and aims. This theory perceives firm as coalition
of competing interest in which role of employee relation manager within Hobbs Ltd is to
intercede among distinct interest groups. The groups formulated are competitive in terms of
loyalty, authority and leadership. This might lead to dynamic pressure on the organisation as
conflicts which occur may rise up (Brewster and et. al., 2017). Organisations relations implies
sub-system within wider society that comprises of four elements, they are stated here.
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First is an actor, which involves employees, employers, government agencies and their
representatives. Within Hobbs Ltd, they are liable for carrying out different operations thereby
creating a strong impact on their productivity. Second is environmental context, this involves
market, distribution of power, budgets and technology. This will affect the relationship among
two entities i.e. employees and employers, an instance can be taken into consideration like
Hobbs Ltd deals within retail industry and digital marketing is trend which prevails in market. As
this is something which is new for which employees need appropriate training if this do not
happen then relation along with their performance will be hampered (Luo, Kanuri and Andrews,
2014). Third one is substantive and procedural rules which are liable for governing actors. Last is
binding of ideologies which are a common belief that inspire actors to compromise. Stability
within employee relations is a product of concession as well as compromise which occurs among
unions and management of Hobbs Ltd.
Labour process theory: The process in which labour is objectified or materialised within
use value is referred to as labour process theory. Here, the word labour denotes communication
among individuals who render their services in a purposive way (Bajaj, Sinha and Tiwari, 2013).
In this frame of reference is Marxist which is dependent on propositions that economic
operations of distribution, manufacturing and production are governed via the objective for
attainment of profit. In that regards John by evaluating the purpose behind rendering business
activities in most potential way in order to gain desirable outcomes. Within Hobbs Ltd employer
may try to increase profit by paying customers so that prices can be controlled. But employees
think that they are the crucial part of production as well as strive harder to get enhanced share of
profits via formulation of trade unions (Sharma, Sharma and Agarwal, 2016). Apart from this,
there is improvised technology as well as strategic management techniques that are liable for
fragmentation of tasks, centralisation of knowledge, de-skilling work and diminishing employees
control pace for carrying out work. The outcome which will be attained by Hobbs Ltd will not be
affirmative as labour will be exploited and will lead to unorganized industrial conflicts (Kersley,
and et. al, 2013).
Employee relation manager of Hobbs Ltd can opt for usage of Neo-Human relations
theory which will lead to satisfy their employees through which firm can be productive and
attain their goals within stipulated time frame.
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Methods of management & regulation of employment relationship along with
their impact
The employee relation manager is liable for assessment of methods as well as influence
that creates influence on alterations within organisation. In context of Hobbs Ltd, this has been
illustrated through the usage of following factors:
The gig economy
Employment situation in which working conditions are restricted for specified time frame
depending upon the requirements of organisation is referred to as gig economy. Basically, they
are contractual projects which can be also referred to as temporary employment (Mitchell, 2016).
In that regards John consider the staff requirement by setting the objectives and goals in order to
remain competitive in marketplace. Gig economy will lead to have major impact on employees
relations and management. According to the views of John it has been determined that
involvement of employees in decision making process will enhance the moral of employees. An
instance can be taken into consideration with respect to this; like within Hobbs Ltd they have to
conduct an fashion event for this they can acquire a staff for that peculiar instance of time. In
case if the event turn out to be a success then firm can collaborate with them for their future
events also. This will aid both involved in this as Hobbs Ltd will be able to attain their goals and
the event management organisation also need not to make extra efforts from others.
Control and compliance
When there will be a controlled working environment within organisation as well as all
individuals either they are employers or employees comply to the policies formulated by them
then it will lead to have enhanced results. An example can be taken into account like if
democratic leadership is being followed then it must be followed and each individual if they
want to share their views must be given an option (Nazir and et. al., 2016). Employee relation
manager needs to ensure that in case any problem is faced by employees of Hobbs Ltd then it
must be solved as soon as possible. If this do not occurs then workforce will also not comply to
other policies or strategies formulated. As per the views of John it has identified that respective
company is providing different types of benefits and opportunities to its employees. This
company is offering monetary as well as non monetary benefits to employees. This lead to
control employees and retain talented workforce for longer time frame.
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Flexibility and precocity
The ability of manufacture system for adapting to certain varied tasks associated with
tasks for assuring economic efficiency in terms of time and cost along with insignificant
alterations in longer time frame is referred to as flexibility. John (Customer care executive)
always focus on maintaining the flexibility in the business activities in to manage the work in
proper manner in order to gain desirable outcomes. Precocity denotes lack within predictability,
psychological or material welfare and job security. In context of employee relations this can be a
problem for this employee relation manager of Hobbs Ltd needs to have appropriate strategies
through which such kind of situations can be avoided. For an instance, with evolution of
technology the firm might have thought to make use of transaction processing system. But all the
employees may not be aware of this. For this employee relation manager can opt for rendering
training to them so that they can learn new technology and work on it in an effective manner.
This implies that change is not predictable and for this organisation have to be flexible which
will enable them to deal with such situations in an affirmative manner (Noe and et. al, 2017).
Employee voice and engagement
Employees must be engaged and they must be provided with responsibilities with respect
to their domain like their expertises rather than allocating jobs irrespective of knowledge
possessed by them. Along with this, employee relation manager of Hobbs Ltd need to ensure
that their workforce gets an option to share their ideas and things must not be imposed on them.
Leader must listen to them as there might be something innovative which may lead them to have
efficacious results (Gall, 2017). According to the views of John it has be identified that Hobbs
Ltd company is considering considering the viewpoints and efforts of employees. This
organisation has provide proper guidelines to manager and leaders so that they can communicate
task and expectation very clearly.
Discipline and grievances
This acts as an essential aspect within employee relation as when there is a healthy and
friendly working environment then discipline must not be compromised. Along with this, in case
any of the problems are being faced then employees of Hobbs Ltd must have the right to share
their problems as if it is not done then there performance will be declined. John (Customer care
executive) in Hobbs Ltd. Liable for solving the grievances of people that are engaged with them
in order to build positive relationship with them. There should be no grudges like if conflict
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occurs then each individual must be listened to instead of listening to viewpoints of single
person. As per the interview of John it has been identified that management of respective
company is focusing on taking correct and appropriate decision. While dealing with conflicts
situation manage in listening to the views of employees. This is helpful in taking better decision
for resolving issues.
Emotional labour
The process which involves management of feelings as well as expressions for
accomplishment of emotional needs of job is referred to as emotional labour (Poon, 2019).
Managing of emotions for employee relations manager of Hobbs Ltd is important while
delivering their services as it may create a impact on the ways in which services are being
delivered by firm.
Conclusion
From above, it can be concluded that employee relations play crucial role within
organisation and the ways in which they furnish there services. Affirmative relations will create a
positive impact on organisation and will ensure that there goals will be attained within stipulated
time frame. For this, firms can make use of theories to ensure that employees are engaged and
any kind of negative activities do not prevail within the working environment. Furthermore, all
the factors which will create an impact on operations must be considered and managed in an
effectual manner for ensuring that goals are attained in stipulated time frame.
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References
Books & Journals
Aylott, E., 2014. Employee relations (Vol. 2). Kogan Page Publishers.
Bach, S. and Kessler, I., 2012. The modernisation of the public services and employee relations:
Targeted change. Basingstoke: Palgrave Macmillan.
Baddon, L. and et. al., 2017. People's capitalism?: a critical analysis of profit-sharing and
employee share ownership. Routledge.
Bajaj, R., Sinha, S. and Tiwari, V., 2013. Crucial Factors of Human Resource Management for
Good Employee Relations: A Case Study. International Journal of Mining, Metallurgy
& Mechanical Engineering, 1(2), pp.90-92.
Brewster, C. and et. al., 2017. Employee communication and participation. In Policy and
Practice in European Human Resource Management (pp. 154-167). Routledge.
Ferguson, M.A., 2018. Building theory in public relations: Interorganizational relationships as a
public relations paradigm. Journal of Public Relations Research, 30(4), pp.164-178.
Gall, G., 2017. The meaning of militancy?: Postal workers and industrial relations. Routledge.
Islam, T. and Tariq, J., 2018. Learning organizational environment and extra-role behaviors: the
mediating role of employee engagement. Journal of management development, 37(3),
pp.258-270.
Jennings, C., McCarthy, W.E.J. and Undy, R., 2017. Employee Relations Audits. Routledge.
Kelly, J., 2012. Rethinking industrial relations: Mobilisation, collectivism and long waves.
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Kersley, B. and et. al, 2013. Inside the workplace: findings from the 2004 Workplace
Employment Relations Survey. Routledge.
Lam, H., 2016. Social media dilemmas in the employment context. Employee Relations, 38(3),
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Mitchell, W., 2016. Employee relations within the factory. Macmillan International Higher
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Noe, R.A.. and et. al, 2017. Human resource management: Gaining a competitive advantage.
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Poole, M., 2017. The origins of economic democracy: Profit sharing and employee shareholding
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Poon, T.S.C., 2019. Independent Workers: Growth Trends, Categories, and Employee Relations
Implications in the Emerging Gig Economy. Employee Responsibilities and Rights
Journal, 31(1), pp.63-69.
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Sharma, N.P., Sharma, T. and Agarwal, M.N., 2016. Measuring employee perception of
performance management system effectiveness: Conceptualization and scale
development. Employee Relations, 38(2), pp.224-247.
Shields, J. and Plimmer, G., 2015. Managing employee performance & reward: Concepts,
practices, strategies. Cambridge University Press.
Tansel, A. and Gazîoğlu, Ş., 2014. Management-employee relations, firm size and job
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Online
Why Strong Employee/Employer Relationship is Important and How to Achieve This?. 2014.
[Online]. Available through:<https://www.business2community.com/strategy/strong-
employeeemployer-relationship-important-achieve-0876781>.
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