INTRODUCTION TO EMPLOYEE RELATIONS

Employee is a small but important unit of an organisation, employee is a essential part of foundation of an organisations. The other thing which is related top the employee which is important to look after that is employee relationship. This is an important issue for all the organisations, companies and for the business world. Taken employee as a power is good but this power sometime make troubling issues for business, so resolve these issues on the time is very much important to a manager,who is responsible for this. Successful business depends on successful management of work and management of employees relationship(Newsom, Kruckeberg, 2012). Human resource management make the strategies to maintain the relationships and maintain the competitive edge in the market. Basically employee relationships focuses on the affecting issues like pay and benefits, working style and safety on the work place.Communication is the important element of employee relationship.

Present report is about the brand retail company Tesco and their human resource management of employee relationship. As it is a retail company that it has many departments and to control the management of these departments and their employees is really complexed(Edwards,2009).

TASK 1

1.1 The unitary and pluralistic frames of references-

Employee relationship is mainly focused on strategic and co-ordinated frameworks which are based on commitment and interest toward work and work place. According to an author “employee relationship more consider on strategic and integrated framework, instead of traditional managerial control and conflicts between employers and employees”(Bach, Kessler, 2011). In this context there are three models to describes the employees relationship importance these are –Tichy and Devanna's Matching Model, Beer's Harvard Model and Walton's Control to commitment model. There are some frames of references that is to explained the impact of different perspectives are interpreted in the employee relation to show the implications for the successful employee relationship. These are-

  • Unitary frame
  • Pluralist frame

Unitary frames start form the values and assumption, it includes the behaviour, conflicts and relation between the employee and mangers. If there is a conflict between the employees that could be a reason of harm for the work and the place too, if there is a contradictions between employee and manager that is also not good for the growth of employee's career graph and indirectly affects the organisation(Morris,2012). There are some elements of unitary frame-

  • Management is the single authority in the organisation, which has all reserved right in any case.
  • Leaders play an important role in context of loyalty and commitment among the workers.
  • Take organisation is a compound of teams and they working together for the same purpose and to control over the conflicts as it happens.
  • Management must ensure about the person who lead the departments and work, is effective in leadership and could express his or her thoughts efficiently towards the subordinates.
  • Conflicts are natural on that place where many individual works with their different opinions but it is harmful for the organisation andb reflect negative impacts of company's image.
  • Pluralist frame in this organisation converts the organisation or company in different sub groups, each group contorted by their respective leaders and follow their regulations.

The pluralist frame divide in to two main sub groups that are Management and trade unions. This theory believes in some elements and these are-

  • Organisation is made up of different set of beliefs and values.
  • There are opposing factors of leadership and link in organisation.
  • Management plays an important role of mediator between authority and workers.
  • The employee relation stability can be achieve through concessions and negotiation between management and employees through the bargaining process.

1.2 Changes in trade unionism that affected employee relations-

The role of trade unions has become changed in the present scenario, competition that reached the globalisation changed the business scenario and the related factors changed automatically. There are different trends that occurs in the business that is global competition, change in outsourcing, legal constraints and employee participation that combined in unions and the coverage of collective bargaining (Ngo, and et.al., 2008). There is change in trade union movement respectively, how they respond towards the challenges and opportunities. Time ago trade union becomes very powerful but the regulatory firms decided that the trade unions could be sued for damages and harm that is cause by union if they held a strike.According to an author “The public sector is the sole remaining sector in which trade unions have influence in the employment relationship.Discussing this statement with regard to the practices and outcomes of private and public sector industrial relations in at least four European countries”. When trade union came in existence the relationship between the employer and the employees was not too good but when it comes in their real form the relationship developed between the two.Union activities is now mainly focused more on the organisational level as a result of the development and changes(Hooper, Martin, 2008).

Tesco' management which deals with the employees and unions matters, might face every day these kind of issues because there are lot of issues in retail business that are directly related with the outsourcing ,and have a control on these issues is really tough. Now these days regulatory firms and the government's law creates law and Acts regarding these issues, which can strictly followed by the employers and the employees.



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1.3 The role of the main players in employee relations-

The main players of the employee relation are, first of all the employee itself and the others are Human resource manger, Employee trainee, Financial manager and the top management of the organisations(Runar Edvardsson, 2008).

Human resource manager's role- manager is the mediator between the employee and the management.Manager have to frame the design job and planning according to the job, about the training and other thing which is in consequence. He or she is liable maintain the relationship between the employee and the employer.

Employee trainee's role- He or She is the one who introduced the work and work place towards the employees and to aware them about the rules and regulations. Through proper training they ensure the proper employee relations.

Top management's role- Management must ensure about the employee that he or she is completable with work and related rule, it is considered as a skill set or a philosophy not as a management functions, they have responsibility more than that. It is not a only issue to consider performance or profitability as first always but to consider that elements who are the reason of that performance(Amstad, and et.al., 2011).

TASK 2

2.1 The procedures an organisation should follow when dealing with conflicts situations-

Organisation is made up of different individuals and their different opinions or ideas, than it is very usual that contradiction between the opinions and this is the cause of any conflict. Here the role of the management which is responsible for the solutions of these conflicts, take place. Human resource management looks after these issues related with the conflicts and employee relations. Tesco is the retail company and deals with this issues every day in any context such as issues between marketing department and operational department are common in these type of business. There are some process to dealing with the conflict situations. For this human resource department manager should identify the cause of the conflict and then identify the way of solving this and implication of the way(Cooke, 2009). There are many causes of conflicts which is occur day by day in the industry, some of are-

Inefficiency in training management

  • Treatment with the employees
  • Lack of communication
  • Past related problems that appear in present
  • Lack of strong leadership
  • Risk at work place
  • Any kind of harassments in the organisation.
  • The way manager can identify the conflicts and solve the different type of conflicts in the organisation, it can be called managerial action to solve the conflict. Manager can take many steps in regarding of issues or the person which are the caused of conflicts(Welch, 2011). To identify and solve the issues manager can use some steps, some of these are-

The perfect review of the job description at the regular basis

  • Developing the right of open opinion
  • working environment safety which is a prior responsibility of the management
  • Listen to the employee problem
  • Taking to the employee recommendation
  • Removing any kind of harassments if it is in the organisation and take it as legal issue
  • Provide smilier opportunity between the same level of employees to create their interest.
  • For the solution manager can- create an healthy environment which has good communication among the employees and to the management.
  • Make a leader or representative of employee to connect directly with issues because it is not possible to connect everyone at every time or keep on eye at every thing so leader can help in this regard(Wilkinson,Fay, 2011).

2.2 The key features of employee relations in a conflict situation-

Every organisation should be concern about employee relations as it is play a very important role in the achievement of any success in the business. The key features included in the employee relations are, employers are giving rewards and recognition in the organisation for increasing their performances that will increase overall productivity also. To provide flexibility in working style and in time also increase the interest of employee. The other feature of employee relation is that increase involvement in making of strategies and decision making of their related departments. When an organisation taking its employee as assets than care of these assets should be like assets is important. Because if employee is not satisfied with company than company can not reach on satisfied level which is desired(Macky, Boxall, 2008).

Employee relation means the body of concern to maintain the employee-employment relationship. The essential thing for satisfactory productivity, employee motivation and business goal is employee relations. It is also necessary to solve different problem which arise in the organisation. Tesco's manager manages the employee relationship based on the Pluralist frame of employee relation as it is a organisation of group of departments and with the help of this frame they can divided organisation into many groups an each group has a unique identity(Sadikoglu,Zehir, 2010). The employee relation depends on some feature that are-

  • Organisation is made up of different set of beliefs and values.
  • There are opposing factors of leadership and link in organisation.
  • Management plays an important role of mediator between authority and workers.
  • The employee relation stability can be achieve through concessions and negotiation between management and employees through the bargaining process.
  • Acquisition and development of skills.
  • Compensation and pay processes.
  • Security arrangements for the workers.
  • Deals with management issues.

With the help of these of steps manager can deal with the issues which is occur in the organisation.

2.3 Evaluate the effectiveness of procedures used in a conflict situation-

There are many reason of contradictions or conflicts in the organisation, between the employer or employee or between employee to employee. It shows the lack of understanding in the organisation than this is harmful for the reputation of company as well as for the outcomes. There are some process to dealing with the conflict situations(Choi, Wang, 2009). For this human resource department manager should identify the cause of the conflict and then identify the way of solving this and implication of the way. The way manager can identify the conflicts and solve the different type of conflicts in the organisation, it can be called managerial action to solve the conflict. Manager can take many steps in regarding of issues or the person which are the caused of conflicts. To identify and solve the issues manager can use some steps, some of these are-

  • The perfect review of the job description at the regular basis
  • Developing the right of open opinion
  • working environment safety which is a prior responsibility of the management
  • Listen to the employee problem
  • Taking to the employee recommendation
  • Removing any kind of harassments if it is in the organisation and take it as legal issue
  • Provide smilier opportunity between the same level of employees to create their interest.

In the given retail company manager can apply the pluralist frame of reference to deal with the rising issues, manager must appoint a leader to look after the activities or should appoint a representative by whom they will be aware of the conflicts and problems which are faced by the employees at the work place(Boxall, Macky,2009).

TASK 3

3.1 The role of negotiation in collective bargaining-

Collective bargaining is the process of negotiation between the organisation or employer and the employees, when issues rises. Like an incident of strike might happen between labours and the organisation than collective bargaining take place as an negotiation. The employees depends on a leader who is one of them and represent them during the bargaining process, and the negotiations often relate to regulating such issues as working conditions, employee safety, training, wages, and other related issues. When an agreement is reached, the resulting “collective bargaining agreement becomes the contract governing employment issues(Farndale, and et.al., 2011). It is said that “collective bargaining is negotiation issues or conditions of employment by an organised unit of employees and the employer'.The aim of collective bargaining is to reach an agreement that meets the needs of employees and labour. Workers can contribute to discussions and their outcomes by communication while negotiation takes place.

Negotiation plays important role in collective bargaining such as-

  • It will increase the productivity of the labour or employee.
  • It increase the interest of worker in the work.
  • The freedom of employer decrease by the negotiation.
  • Become more easier to solve the issues at the bargaining level for the management.
  • Its important to settle down and prevent the rising issues.

3.2 The impact of negotiation strategy fro a situation that might have highlighted in the organisation-

There are two types of negotiation that is positive and negative. Both the positive and negative negotiation impact much on the organisation. In the present report the retail company Tesco deal with an issue between the labour who are currently working for the confectionery department and financial department related with daily wages and the cost of ready items. The labour of confectionery department deals with the daily issues the have to earn to earn their daily wages for their daily needs and they wants their wages without interruptions(Procter, Burridge,2008).

In this situation negotiation plays an important role to solve out this problems. By the proper negotiation between the management and the workers they come to a point where the interest of both the parties maintained.By negotiation they can reach an agreement that meets the needs of employees and labour. Workers can contribute to discussions and their outcomes by communication while negotiation takes place.The manager and the leader of the labour union plays an important role to aware the opposition with the current situation and problem which they are faced(Wood, 2008).

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TASK 4

4.1 The influence of the European Union on industrial democracy in the UK-

European Union has many regulations that binds all the member states without the need for national legislation. The main objective behind this association is to achieve the objectives within specific time limit and also to leave national authorities to decide on how to implement them. In this procedure, directives have to be implemented in national legislation. Government and European Union has a direct influence on business activity because it plays crucial role in managing financial and monetary policies of the country(Johnson, Yang, 2010). Since, Tesco works as a large business entity; therefore it is vital for the organisation to consider the framework of European Union. The laws defined in European Union are imperative to consider because that aids in process management and it also assists in different aspects of trade. As per the concept of Industrial democracy, it is vital for Tesco to meet all the needs of employees. This is essential so that all the organisational prospects can be managed effectively.

Tesco operates business in UK; therefore it is crucial to emphasize on the legal structure determined by European Union. However, non-compliance of such rules could create issues for the business entity. Further, it also aids in following suitable framework for business and employee management(Lavelle,and et.al., 2010). Government influences the business activities of Tesco through making several changes in the inflation, employment and taxation policies. Differences prevailing among the employees can also be managed in the best possible manner through involving all the employees in decision making procedure. Moreover, EU also grants several opportunities to Tesco to enter into new market places through monitoring and controlling the existing business activities. Similarly, Tesco has to associate the business activities with work council in which various representatives discusses business objectives and accordingly they come up new strategies to improve the future prospects of organisation(Kumar,and et.al., 2009).

4.2 The methods to be used to gain employee participation and involvement in the decision making process in the organisation-

There are many method in the working process that could rise the involvement and participation in the decision making process, that give sense of authority in employees and increase their interest towards the works as they have a power in the organisation and management take them as important units. The delegation of authority, communication at every level, training and incentives and authority are important.

Delegation of authority- in this process manager can delegates his or her power between the team or to the team leader. This will rise the responsibility in employee that they could work with proper authority(Boxall, Macky,2009).

Training- by this employee's involvement can increase in the work. This can be a manual and common process of an organisation by which they can recreate the interest of employees in the work.

Giving authority method- it is natural that every one likes power in the work place or any other place. This method is more effective than others, it can increase the interest of employee towards the work place or task more than other methods, and the better productivity comes as a result.

4.3 The impact of human resource management on employee relations-

Company to avail all the resources present by the employee. The main aim of human resource department is to manage all the affair of the company so that there shall be no conflicts and chaos. The great impact of human resource management is seen on employee relation because if there will be management on the account of human resource department then the communication level of the employee shall increased. Because of the managed affairs in the company, the employee shall be able to take better decision on every situation. If there shall be human resource management then there will be no more conflicts between employee(Choi, Wang, 2009).The concept of collective bargaining shall also be carried out by the company in particular manner. When the formal system of a company will be carry out in a managed form then employee relation will be managed automatically. As it has been seen in TESCO. It is the company which has the most managed human resource by which there are no more conflicts between the company and all the decision are taken on a better account by which the company is able to incurred profits properly.

CONCLUSION

The above report it determined as relationship of employees in which unitary and pluralistic has been describe and it is framed .It also describe about the changes in trade unity which is affected on relation of employees in organisation. An employees play important role as players of an organisation.The cited firm contains the several procedure and they follow how to deal in different situations which can be disputes.Company describe several features of relation of an employees which divert the situation.The process which are effective and useful for an organisation which changes the result according to situation.The essential role of negotiation in collective bargaining is detailed above paragraph.The impact of the negotiation in the relation of employees which is beneficial for an organisation.

REFERENCES

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Bach, S. and Kessler, I., 2011. The modernisation of the public services and employee relations: targeted change. Palgrave Macmillan.

Boxall, P. and Macky, K., 2009. Research and theory on high‐performance work systems: progressing the high‐involvement stream. Human Resource Management Journal.

Butts, M.M., Casper, W.J. and Yang, T.S., 2013. How important are work–family support policies? A meta-analytic investigation of their effects on employee outcomes. Journal of Applied Psychology.

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Cooke, F.L., 2009. A decade of transformation of HRM in China: A review of literature and suggestions for future studies. Asia Pacific Journal of Human Resources.