ITV Case Study: Employee Relations & Employment Law in HRM Practices

This case study provides an analysis of ITV's human resource management practices, focusing on the importance of maintaining good employee relations through effective communication channels like collective bargaining, consultations, and face-to-face conversations. It highlights the significance of programs like Watercooler and 60 Second Update in keeping employees informed. The study also examines the influence of employment legislation, such as the Equality Act 2010, Data Protection Act 1998, and Health and Safety at Workplace Act 1974, on ITV's decision-making processes. It emphasizes the need for equal opportunities, fair wages, and a safe workplace, as well as the importance of training HR managers on pay and performance reviews. The case study concludes by underscoring the role of risk management and evaluation in improving ITV's business activities. Desklib provides access to this document and many other solved assignments for students.

Running head: HUMAN RESOURCE MANAGEMENT
Case study analysis on ITV
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Table of contents
Task 4 (LO3)..............................................................................................................................2
a) Importance of maintaining good relations with the employees (P5).....................2
b) Influence of employment legislation on decision making (P6).............................4
References..................................................................................................................................6

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Task 4 (LO3)
a) Importance of maintaining good relations with the employees (P5)
Maintaining good relationship with the employees is crucial in terms of getting
productive output. Using effective communication channels broadens the scope and arena of
ITV business. As a matter of specification, these channels include collective bargaining,
consultations and face-to-face conversations with the employees (Brewster 2017). The means
of counseling sessions is effective in terms of maintaining the stability in the relationship
with the customers. This stability acts as an agent in terms of airing quality programs for
enriching the knowledge of the spectators.
Meetings and conferences with the employees makes the managers aware of their
approaches towards the programs delivered for the customers. Involving the employees and
the clients in the discussions improves the decision making process of the ITV personnel.
Reviewing the current strategic position of the human resources is also assistance in terms of
taking the decisions towards controlling the performance of the employees (Bolman and Deal
2017). This review includes the all round performance of the employees in terms of diligent
execution of the allocated duties and responsibilities. Taking into consideration the balance
scorecard makes the personnel acquainted with the capability of the employees. Evaluation of
the scorecard helps the personnel to take decisions regarding engaging the employees into the
business activities.
Mention can be made of the program, Watercooler, which is an indirect means for
establishing contact with the employees who are offline when the meetings are being
conducted. This program makes the offline employees aware of the current news. Along with
this, 60 second Update is also aired by the ITV personnel (Itv.com 2018). This program

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consists of monthly communication regarding the happenings in the workplace of ITV. Other
means of maintaining good relationship with the customers are reviews, workshops, and
personal relationship with the managers (Bratton and Gold 2017).
The means of survey is adopted for gaining an insight into the approach of the
employees towards the undertaken decisions. In these surveys, the focus is on the monitoring
how spontaneously the employees can respond to the workplace issues. Here, liberal
approach is needed in terms of strengthening the bondage between the employees and the
managers. This liberal approach would generate an urge within the employees to expose
better performance. Along with this, provision of motivation and encouragement is one of the
other means of maintaining stable relationship with the employees (Beach and Lipshitz
2017).
Collective consultations help the personnel of ITV to attain grasps over the
conception of the employees towards the business activities. Representatives are selected by
the union members. In terms of the altering workplace scenario, ITV needs to conduct
frequent consultations with the employees. Face to face discussions with the employees is
effective in terms of gaining awareness regarding the issues, which they are facing while
executing the allocated duties and responsibilities. There are 15 consultation groups, which
would prove effective for reducing the queries and doubts of the employees regarding the
efficient execution of the business activities (O’Connor 2017).
Collective bargaining is the method, which ITV uses for making the employees
acquainted with the latest and modern systems. This reflects the conscious approach towards
ensuring their wellbeing. ITV personnel are of the opinion that collective relationships prove
flexible in terms of bestowing lucrative benefits on the managerial authorities. If the

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managers make effective use of these benefits, they would be able to assure the employees of
the provision of safe and comfortable workplace (Ulrich and Dulebohn 2015).
b) Influence of employment legislation on decision making (P6)
In an organization, the employees belong to different socio-cultural background. This
is the main reason for conflicts, as the employees differ on the opinions related to the
workplace issues. In order to mitigate these conflicts, the personnel need to ensure that
equality prevails in the workplace. Herein lays the appropriateness of Equality Act (2010).
Sometimes the conflicts are so intensified in its nature, that it leads to loss of life and
property. Lackadaisical attitude of the management in this direction results in customer and
employee turnover. Adhering to the Data Protection Act (1998) enables the personnel to
ensure the safety, security and privacy of the fundamental rights of the employees (Freedland
et al. 2016).
In order to mitigate the unwanted incidents like injuries, the personnel need to
implement Health and Safety at Workplace Act (1974). Typical evidence of this is the
execution of risk management by the ITV personnel. The management of ITV need to track
the performance of the employees in all parameters. In this, discriminations between the male
and the female employees would be a deviation of the labor laws. Therefore, Sex
Discrimination Act is vital in this direction for providing equal opportunities to the
employees (Griffith and Macartney 2014).
Compelling the employees to work overtime for completion of the projects is a
deviation towards the Employment Right Act. Along with this, if inappropriate salary is
offered, then ITV can be held guilty of violating Minimum Wage Act. For this, the personnel
need to keep records of the working hours served by the employees. This helps in calculating
the gross salary the employees are liable to get. Providing training to the HR managers

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regarding the pay and performance reviews acts as wise decision. Open forums and
discussions acts as a platform for the personnel in terms of voicing out the issues related to
appraising the performance of the employees (O’Connor 2017).
This training would reduce the mistakes within the calculations regarding the working
hours and wage of the employees. Meetings after the training would be beneficial in terms of
deciding the benefits, which the employees can avail along with their salary for better
performance. Risk management needs to be an important exercise within the business
activities, as it helps in taking decisions for the betterment of ITV as a whole.
Evaluation is crucial in terms of assessing the effectiveness, appropriateness and
feasibility of the undertaken steps. Maintenance of consistency in the execution of evaluation
helps in upgrading the standards and quality of the business activities of organizations like
ITV (Bolman and Deal 2017).

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References
Beach, L.R. and Lipshitz, R., 2017. Why classical decision theory is an inappropriate
standard for evaluating and aiding most human decision making. Decision Making in
Aviation, p.85.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and
leadership. John Wiley & Sons.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Freedland, M., Bogg, A., Cabrelli, D., Collins, H., Countouris, N., Davies, A.C.L., Deakin, S.
and Prassl, J. eds., 2016. The contract of employment. Oxford University Press.
Griffith, R. and Macartney, G., 2014. Employment protection legislation, multinational firms,
and innovation. Review of Economics and Statistics, 96(1), pp.135-150.
Itv.com (2018). ITV be. Available at: https://www.itv.com/ [accessed on 19th April 2018]
O’Connor, N., 2017. ‘Interpreting employment legislation through a fundamental rights lens:
What’s the purpose?. European Labour Law Journal, 8(3), pp.193-216.
Ulrich, D. and Dulebohn, J.H., 2015. Are we there yet? What's next for HR?. Human
Resource Management Review, 25(2), pp.188-204.