Strategic Human Resource Management Practices at Renault

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Strategic human resources management

Table of Contents
Introduction......................................................................................................................................3
LO1..................................................................................................................................................4
P1 explain the value and importance of employee relations in application to specific
organizational examples...............................................................................................................4
P2 Explain the fundamentals of employment law that apply to specific organizational
examples.......................................................................................................................................5
M1 make valid suggestions on how an organization could improve and respond effectively to
employee relations.......................................................................................................................6
LO2..................................................................................................................................................7
P3 Explain the different types of rights, duties and obligations an employer and employee has
within the workplace....................................................................................................................7
P4 Determine appropriate advice relating to rights, duties and obligations of the employment
relationship for a range of given organizational examples..........................................................8
M2 Evaluate the psychological contract and support for employee work-life balance in relation
to rights, duties and obligations of the employment relationship................................................9
D1 Explore various mechanisms for managing the employment relationship and make justified
solutions for a range of specific organizational examples.........................................................10
LO3................................................................................................................................................11
P5 Conduct and complete a stakeholder analysis for a given organization...............................11
M3 Analyze how stakeholder engagement and contribution can support positive employment
relationships within an organization..........................................................................................13
LO4................................................................................................................................................14
P6 Analyze the impact of both positive and negative employee relations on different
stakeholders................................................................................................................................14

M4 Evaluate how positive and negative employee relationships can affect conflict avoidance
and resolution.............................................................................................................................15
D2 Examine in detail different stakeholder perspectives and interests in the broader business
environment to support positive employment relationships......................................................16
Conclusion.....................................................................................................................................17
References......................................................................................................................................18

Introduction
Strategic human resources management practices are a very serious issue for organizations to
deal with. In order to maintain consistency, the strategic HR practices are very necessary to
implicate. The main objective of involving human resources management is to deal with people
dimension in the organization. It has observed several times that the proposition of HR practices
is more difficult than HRM itself. Therefore, managers use strategic allegations to apply
effective Human resources which does not only create an effective working environment but also
create uniqueness in the process with staff and workforce efforts.
With the changes in the evaluation process of Renault, they are also demonstrating the abilities
of their human resources in order to globalize their services and increase brand popularity. While
making the organization recognizable managers of Renault contributes to decision-making
process with the required skills and participation of human resources management.

LO1
P1 explain the value and importance of employee relations in application to specific
organizational examples
Every employee holds a significant share of relationship at the workplace with each worker and
supervisor. Humans in any company are not the machine who come or start working by pressing
the plain button. They also need other peoples at the workplace to share the ideas, happiness and
sorrow. Similarly, Renault has also engaged its employees with the same benefits and
advantages. In order to make the employees motivated the management of Renault has
improvised their business environment and also removed isolation (Hlatywayo, and Mpofu,
2015).
In the event of making the organization more relevant and recognizable, employees’ relations
effect significantly at the workplace such as:
Importance of employee relations
A good
working
relationship
with the
following
worker makes
good working
relationships
and also helps
them to assist
in an effective
manner. It
does not only
increase
productivity
but also
In order to
build up a
relationship
like a family
at the
workplace is
also a
significant
part of
employee
relations.
Individuals
often lose
their patience
or confidence
at the
Employee
relations also
increase the
trust and
loyalty
between the
workers.
Individuals
often share
their private
information
or secrets
with their
colleagues,
therefore, a
sense of faith
It is quite
normal if the
employees
have
arguments
and glitches
among them.
While
working
continuously
at the
workplace the
frustration
and angriness
are a bit
normal but
The good
working
relationship
never made
employees to
get escape or
force them to
take
unnecessary
leaves. A
healthy
relationship at
the workplace
makes the
employees
work oriented
In order to
maintain
employee
relations,
employees
also help their
fellow in their
peak time or
when they are
in difficulty.
This practice
is necessary
because
individuals
don’t know
when the

understand
the situations
of workload.
workplace
due to the
heavy cloud
of work upon
their head.
& trust is very
necessary.
due to
employee
relation, it
also can be
reduced.
and avoids
absenteeism.
other people
for help as the
future is
uncertain.

P2 Explain the fundamentals of employment law that apply to specific organizational
examples.
According to Brown & Fortunato, the employee often appreciates the law and regulation
governed by the employment legislation (Izquierdo, and Vilela, 2015). Employee regulations
come from both side centralized and state level. Each organization and its employee are required
to follow or obey the rules and regulation of employee laws. There are mainly five major
employment laws which statutes in categories such as:
1. Civil right law: This law is governed by the employment regulations to protect the
employee from any kind of discrimination. The main objective of applying this law is to
prohibit discrimination on the basis of religion, gender, colour, sexuality, age, disability
and origin of the nation.
2. Law of leave for family and medical: This law is governed by the employment
regulations in order to allow the employees to take leaves up to 12 weeks in 12 months
period without any difficulty. It is the right of an employee to get some time for their
family by getting off work from their schedule.
3. Workers’ compensation law: This law protects the employee from the expenditure on
their health due to any injury or another health disease if they get due to the office. This
law effects at real time and employee can claim compensation amount against their health
problems.
4. Employee safety & security law: The occupation must keep the employee from the
machines and hardware tools which do not work perfectly or the machinery which are
damaged or broken. It could cause serious injury to the workers. Therefore employees’
safety is very necessary.
5. Immigrant law: This law obliged to the employers which bound them to not to recruit
any unknown immigrant or with any illegal or unauthorized methods (Schumacher, et.
al., 2016).

M1 make valid suggestions on how an organization could improve and respond effectively
to employee relations.
The chase of employee relations only for a specific time at the workplace is not effective unless
the management makes it sustain or constant. Similarly, Renault has also introduced some tactics
in order to respond effectively to employee relations such as:
 Set a work tone from day one: The setting up an effective tone from day one help to
reduce unnecessary paperwork and also an insignificant presentation at the workplace.
This meaningless documentation won’t capitalize the enthusiasm. It also establishes a
positive working tone in the workplace.
 Endow with favorable feedback: Realizing them with their good and effective work
rather than counting them their inefficiency is a significant part of delivering good
feedback as well as keep them motivated. The employee might lose their confidence if
attempt anything wrong. Therefore, employees seek positive feedback.
 Effective communication: Impersonal communication is way too important in order to
give an ultimate start to maintain employee relations at the workplace. The
communication on the basis of emails and memos are not enough.
 Career prosperities offers: It is the most important part of management to offer career
development opportunities to the employees at the workplace by encouraging them to
work hard for promotions and hike (Adhikari, 2015).

LO2
P3 Explain the different types of rights, duties and obligations an employer and employee
has within the workplace
Both employees and employers have expected to work to understand the requirements of duties
and rights at the workplace. It is the responsibility of employers to give their rights and maintain
their duties. The responsibilities and duties of employers are related to the area of rights of
employees such as:
 Health & safety
 Terms & conditions of employment contract
 Salaries & wages
Renault has also obliged to fulfil the responsibilities and duties in order to maintain employee
retention. If the laws have passed for the employer, on the other side the employees are also
bound to follow the codes of conduct governed by the employers.
Employees are expected to work by following the terms & conditions of the workplace. They
must keep in mind for what they are getting paid, what they are responsible for, to whom they
are accountable and other entitlements.
In terms of responsibilities and duties of employers, they are required to set an equal pay scale
for each individual. Renault is the organization which maintains the employment regulations
very effectively by carrying out similar work the employees in order to remove discrimination
(Agrawal, et. al., 2016).

P4 Determine appropriate advice relating to rights, duties and obligations of the
employment relationship for a range of given organizational examples
Conflicts and arguments in the workplace are very common. These can be natural due to lack of
procedure & guidelines, different concepts and governed duties. There are several acts and
policies against which the advice have been introduced in order to oblige employment
relationship such as:
 Fair treatment: Employers can easily control their workers and also make misuse of
their power to abuse employees. But this activity could lead to losing concentration and
motivation of employee at the workplace. Therefore a legal and fair treatment is very
effective and employees’ productive opinion.
 Employees’ safety: According to the safety standards & health administrations described
by the employment regulations, the safety and security of employees at the workplace
must be there. Employers who do not follow the safety guidelines at the workplace can be
penalized for shutting down their business.
 Fair remuneration: According to the fair standard & labor administration, employers
are liable to get minimum wages to the employees. The employees are deserved to get a
specific amount of wages for their services.
 Best interests: The area of interest in the workplace must be gathered. The interest in
doing the work comes directly from the heart (Albrecht, et. al., 2015). It is very necessary
to bring the thought process to not sharing the employment secrets to other players.

M2 Evaluate the psychological contract and support for employee work-life balance in
relation to rights, duties and obligations of the employment relationship
The psychological contract in the sector of business is the unwritten expectation between both
employer and employee. This agreement or expectation is in regards to the policies of the
organization. In simple words, it is the mutual concentration and agreement proposed by the
individuals in terms of a mental model which builds a great experience with an employer.
Basically, the psychological contracts are dynamic in nature. It timely changes according to the
changes take place in the organization. The psychological contract gives shape to the belief of
employees as well as gives a reason to work with the organization. a sense of control and trust in
must be there for the employees in order to make the employees motivated & influenced.
Psychological contract builds trust relationships as well as creates an equal perception (Boon, et.
al., 2018). There are several types of psychological contracts are there for the employee such as:
 Transactional contracts
 Relational contracts
 Transitional contracts
 Balanced contracts

D1 Explore various mechanisms for managing the employment relationship and make
justified solutions for a range of specific organizational examples.
A mechanism can lead to high-level employee satisfaction and greater employee relations which
are sufficient enough to entitle the work effectively. Basically, the mechanism is the system
process in order to maintain the works and also maintain the employees work pressure. The
managers of Renault include a range of resources, psychological contract, effective
communication, removal of absences management and flexible working practices.
HR influenced by the management of employment relations in order to effectively manage. The
mechanism includes the steps:
 In recruitment interviews: The presentation of both aspects whether favorable and
unfavorable of the job is necessary to share with new candidates.
 Introduction programs: In order to maintain new starters after joining, it is the
responsibility of HR managers to make the candidates comfortable with their business
environment as well as let them go through with organizational policies.
 Codes of conduct: In order to maintain the decorum, discipline and dignity at the
workplace. Managers give a handbook of the code of conduct in order to aware them with
the organizational policies and work ethics (Collings, et. al., 2018).