Improving Employment Relations: Addressing Challenges & Solutions

This report explores the critical aspects of the work and employment relationship, emphasizing its significance in business organizations as a legal link between employees and employers. It identifies practical challenges such as conflict management, hours and wage issues, annual leave disputes, and attendance woes, alongside legal challenges like discrimination and ensuring adequate workplace safety. The report recommends implementing HRM software, promoting health and work-life balance, offering career development, fostering open communication, enforcing employment contracts and anti-discrimination policies, and inspiring and rewarding employees. The conclusion underscores the importance of effectively managing employment relationships to enhance employee performance and productivity, highlighting how HRM plans and policies can address challenges like discrimination, diversity, team attendance, and leave issues.

Work and the Employment
Relationship

Table of Contents
 INTRODUCTION
 PRACTICAL AND LEGAL CHALLENGES IN EMPLOYMENT
RELATIONSHIP
 RECOMMENDATIONS TO A SET OF EMPLOYMENT
RELATIONS ISSUES
 CONCLUSION
 REFERENCE

INTRODUCTION
 Work and employment relationship is important
part of the business organisations, that is
involving the legal link between the employees
and employers. This exists in when individuals
are performing organisation work or task under
the certain condition in return for remuneration
or salary.

PRACTICAL AND LEGAL CHALLENGES IN
EMPLOYMENT RELATIONSHIP
Practical challenges
 conflict management
 Hours & Wage Issues
 Annual Leave Disputes
 Attendance Woes
Legal challenges
 Discrimination-
 Diversity
 Adequate Safety at Work-
 work environment and facility's

Continue….
 Conflict management – One of the most
challenges which develop in business organisation
is conflict issues related to the various work
activities and employees responsibilities.
 Such as in context to the Volkswagen disputes
among the employees and between the employees
and business owner are the major challenges
develop due to the offensive and uncomfortable
environment and system of organisation in
context to which employee rise conflict. So in
order to manage this issue employer have to
manage and deal with the challenges employees
feed-bakes and understand to make right action.

Continue…
 Discrimination- According to The Equality
Act 2010 and employment legislation
employers have to protect employees from
discrimination in workplace. There are the
various factors which lead to the
discrimination within the organisation on the
basis of employees appearance and status.

RECOMMENDATIONS TO A SET OF EMPLOYMENT
RELATIONS ISSUES
 RECOMMENDATIONS TO A SET OF EMPLOYMENT RELATIONS
ISSUES
 Implementation of HRM software
 Promote health and work life balance
 Offer career development
 promote communication -
 Implement employment contract and policy
 Anti-discrimination policy
 Inspire and reward

Conti…
 Implementation of HRM software- In context to
the selected organisation employment relationship
challenges management . Such as for addressing the
Hours Wage Issues, conflict, Attendance Woes one
of the best recommendation is the implementation of
HRM and organisation management software. Which
helps in the achievements of error free employees
Salary, Attendance, Hours Wage issues
management and contribute to the building of strong
employment relationship with clear system of
Attendance and Hours Wages. Some examples of
HRM software are biometrics, leave postal,
attendance management software.

CONCLUSION
 From the above study it has been concluded that employment relationship is very
important to be affectively managed in order to achieve best performance and
productivity of employees. There are the various legal and practical factors which
influence the organisation employment relationship which can be manage with
effective policy's and HRM plans. Such as discrimination, diversity, team
attendance management and laves issue are the challenges in employment
relationship which can be affectively manage with the implementation of anti
discrimination policy, cultural policy, employment contract and HRM software.

REFERENCES
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ecosystem approach to employment and autism spectrum disorder. Journal of
autism and developmental disorders, 48(1), pp.264-275.
 Bonaccio, S., Connelly, C.E., Gellatly, I.R., Jetha, A. and Ginis, K.A.M., 2020.
The participation of people with disabilities in the workplace across the
employment cycle: Employer concerns and research evidence. Journal of
Business and Psychology, 35(2), pp.135-158.
 Murphy, K., Torres, E., Ingram, W. and Hutchinson, J., 2018. A review of high
performance work practices (HPWPs) literature and recommendations for future
research in the hospitality industry. International Journal of Contemporary
Hospitality Management.