Employee Relations and Legislation at Microsoft Corporation

This report examines the significance of employee relations and employment legislation within Microsoft Corporation. It explores how effective employee relations influence HRM decision-making, emphasizing conflict resolution, trust-building, and employee engagement. The report identifies key elements of employment legislation, such as the Employment Relations Act 2004, Equality Act 2010, Health and Safety Act 1974, and Minimum Wage Act 1948, and assesses their impact on managerial decisions. It highlights the importance of fair treatment, equal opportunities, and safe working conditions. The conclusion underscores the necessity of fostering positive employee relations and adhering to relevant legislation to enhance productivity, achieve organizational goals, and ensure employee satisfaction. The report references academic sources to support its analysis.

EMPLOYEE RELATION
AND EMPLOYEMENT
LEGISLATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 3 ...........................................................................................................................................1
P5 The importance of employee relations in the respect to influencing HRM decision-making.
.....................................................................................................................................................1
P6 Identify the key elements of employment legislation and its impact on decision-making....2
CONCLUSION ...............................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Employee relation is considered as the plans and strategies made by the management of
the organisation for managing the relationship between employees and employer. Major motive
of every organisation is to form appropriate and friendly relations with its workforce, so that
overall productivity is increased(Bauman and Skitka,2012). The organisation chosen for this
report is Microsoft Corporation which is a multinational technology company. This report will
majorly cover importance of employee relation and the key elements of employment legislation
along with its impact on the decision-making process.
TASK 3
P5 The importance of employee relations in the respect to influencing HRM decision-making.
Employee relation is considered as the process in which major focus its emphasised on
improving the relationship with its workforce. With the help of better employee relation goals
and target of Microsoft can be easily achieved by its management. Complex task of the
organisation will also be completed within prescribed time period because their overall
performance and productivity will be increased. Chances of conflicts and disputes among
employee and employer of Microsoft will be reduced. This is because its management will know
what measures can be taken to solve the problem(Bhatnagar and Biswas, 2010). The major
importance of employee relation in Microsoft Corporation is discussed below-
Conflicts issues- Employee relation majorly focuses on reducing and solving the
conflicts within internal environment of Microsoft Corporation. With the help of proper and
friendly relation with the employees their need and preferences will be easily known by the
employer of Microsoft. This will reduce the chances of conflicts and disputes among employees.
Conflicts in Microsoft can be related to their work problems or related to internal environment.
So it becomes duty of its management to reduce chances of conflicts and disputes by maintaining
proper employee relation.
Lack of trust- Better employee relation will also reduce chances of lack among trust of
the workforce of employee. Workforce of Microsoft will have sense of belongingness and
loyalty. This is because they will be provided better working environment within the
organisation. If each and every demand of the employees in Microsoft will be taken into
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consideration by its management than trust will be automatically build up. Similarly if there is
lack of trust among employees than their productivity and relationship with their superior will be
automatically decreased.
There are also various issues and problems which can be solved and reduced by the management
of Microsoft Corporation(Biswas and Varma, 2011). These issues include- strike, harassment,
discrimination, etc. if there is better relations with the superior and subordinate of the
organisation than these problems will be automatically solved. Employee will not face any kind
of harassment within Microsoft and equal opportunities will be given to every employee.
Employee relation will be lead to implementation of better plans for achievement of goals and
objectives. For maintaining and enhancing employee relation management of Microsoft can also
use collaborative approach. As in this approach new ideas and techniques will be implemented
for achieving targeted goals.
P6 Identify the key elements of employment legislation and its impact on decision-making.
There are various kinds of employment legislation which are related with efficient
working of employees. By using these elements better work can be extract from the employees
of Microsoft Corporation(Blyton and Turnbull, 2014). These key elements are related with
different kinds of laws and regulations which needs to taken into consideration by the
management of organisation. Microsoft is currently a part of Union , this means every employee
working is the organisation is part of union. Union leader forms plans for safeguarding the
interest of its member Some of the major elements of employment legislation is discussed
below-
Employment relation act 2004- This act is related with the employment of employees
working in the organisation. This act is related with trade unions which are formed for the
encouragement of employees. Major motive of these trade unions its to consider the rights and
duties of workforce. It is also related with providing adequate working environment to the
employees and providing them proper salary structure.
Equality act 2010- This law is related with giving equal rights and responsibilities to
every individual working in Microsoft Corporation. There are different kinds of employees
working in Microsoft Corporation, so it becomes the duty of management to make plans and
strategies for every employees(Burns, 2012). As per this act Discrimination in Microsoft must
not be done on the basis of gender, caste, religion, creed, etc. This means males and females
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working in Microsoft are to be given equal chances of growth and development. There paying
structure must not be differ because it will lead to mismanagement in the working of Microsoft.
There are various other kinds of legislations and rules which needs to taken into consideration by
the management of Microsoft(Kelly, 2012). These include- providing proper and flexible
working hours, providing facilities for the welfare of family members, reducing chances of
discrimination and harassment. It also involves providing pension and other benefits to each and
every employee of Microsoft. With the help of these rules and regulations the goals and
objectives of Microsoft will be achieved in the best possible manner. The employees will also
contribute in the growth and development of the organisation if there needs are properly taken
into consideration(Osman-Gani, Hashim and Ismail, 2013).
Health and Safety act, 1974- This act ensures that employees and workers within the
workplace should work in safer manner. It is the responsibility of the manager at Microsoft
corporations to provide employees with safe working conditions and should provide training to
the employee so that work can be carried effectively without affecting the health and safety of
the individuals.
Minimum wage act, 1948- This act ensures that employees and workers within
Microsoft corporation should be paid fixed wages as decided by the government, there should be
no biasses and proper wage should be paid to the employees. It affects decision making of
managers as various factors have to be considered such as nature of work and skills and
capabilities of employees while providing them bonus over their pay.
Employment Policy for Microsoft Corporation
Microsoft corporation maintains a equal employment opportunity policy which is free
from discrimination and employees are treated equally with respect and dignity and all the
employees share the equal responsibility in fulling company commitment to equal opportunity
for all employees.
CONCLUSION
From the above given report it has been concluded that it is very much essential for every
kind of organisations to maintain better relations with its employees. As by doing this their
overall productivity and performance will be increased. Better relationship with the employees
will also lead to achievement of goals and objectives in the appropriate manner. There are
various laws and regulations which are used the management of company. With then help of
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these laws needs and preferences of the workforce can be fulfilled within prescribed time period.
Human resource management is also very much essential for every organisation as it directly
helps in achievement of goals and objectives in a prescribed time period. With the help of
various laws related to employment legislation better satisfaction to employees can be made.
Employment legislation laws basically involve- healthy and safety act, minimum wage act, etc.
These laws can enhance the working of organisation in the best possible manner.
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REFERENCES
Books and Journals
Bauman, C.W. and Skitka, L.J., 2012. Corporate social responsibility as a source of employee
satisfaction. Research in Organizational Behavior. 32. pp.63-86.
Bhatnagar, J. and Biswas, S., 2010. Predictors & outcomes of employee engagement:
implications for the resource-based view perspective., Indian Journal of Industrial
Relations, pp.273-286.
Biswas, S. and Varma, A., 2011. Antecedents of employee performance: an empirical
investigation in India. Employee Relations. 34(2). pp.177-192.
Blyton, P. and Turnbull, P., 2014. The dynamics of employee relations. Macmillan International
Higher Education.
Burns, A., 2012. Managing Employee Relations. The Encyclopedia of Human Resource
Management, p.186.
Kelly, J., 2012. Rethinking industrial relations: Mobilisation, collectivism and long waves.
Routledge.
Osman-Gani, A.M., Hashim, J. and Ismail, Y., 2013. Establishing linkages between religiosity
and spirituality on employee performance. Employee relations. 35(4). pp.360-376.
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