Employee Relations

The government used monetary policy over demand management, and concentrated on the control of the rate of interest in an attempt to stop low levels of unemployment causing inflation. The government decided to use collective bargaining as a means of setting rates of pay for the first time, the government no longer required Trade Unionists as negotiators of pay, because private negotiating bodies were now used. It was now assumed that in the present economic climate, in accordance with interest rates and government objectives that the price which was set would be reasonable, and if not then the government assumed that the employers knew better, this being one indication of Mrs Thatchers non-tolerance towards Trade Unions, also shown by Mrs Thatcher passing control of pay structures to private bodies and employers. This attitude is very different to the present day ‘New’ Labour government, who sees government interaction in the wage structure as being very important. For example, the introduction of the National Minimum Wage.

The aim/objectives of this assignment are to explore employee relations in detail, including the psychological contract, differences between fair and unfair dismissals, redundancy, and the direct link to my organisation. Pershing is a medium sized financial services company, who has seen strong growth over the last two years during the economic downturn.

The professional working in this area of HR ensures that the relationship between an organisation and its staff is

Self-employed people are considered their own boss as they are not actually employed by an organisation, they are in business of their own right and don’t have a contract of employment. They usually take on work or perform services of their own accord and get to decide how much sick or holiday time they give themselves. They are responsible for paying their own income tax and national insurance contributions and they usually provide their own equipment/tools to do the work/service. You will find self-employed people usually submit invoices, are VAT registered and can be a limited company. It is important to distinguish this employment status from others because if you were to offer work to this person, for example painting a house even though this person claims to be self-employed, HMRC may take a different view

Consequently, unions suffered a collapse in union morale and limited resources prevented them from recruiting new members or breaking into unrecognised sectors; member turnover has also skyrocketed e.g. in USDAW about one-third left every year (Kessler and Bayliss 1998, p.178). Jointly, the above factors have contributed to the reduction of: union membership and density, influence on Government and in society, and bargaining power vis-à-vis employers (Kessler and Bayliss 1998). Since 1990s union membership level fell below 10m, and since fell continuously, never reaching those figures again (Brownlie 2012, p.22). By the time Labour returned after the 1997 election, membership had fallen to just 7.8m (Bryson and Forth 2010, p. 2) and “the landscape of industrial relations had been transformed” (Gospel and Wood 2003, p. 3). Trade union membership in the private sector fell by 450 thousand between 1999 and 2007; in the public sector it increased and peaked at 4.11m in 2009 (Brownlie 2012). After the 2008-09 recession, private sector membership increased by 43 thousand to 2.51m, while public sector membership fell by 186 thousand to 3.88m. Similarly, union membership density had declined between 1989 and 1998 from 38.8% to 29.9% (Bryson and Forth 2010, p.2), and fell to 26% in 2011 confirming the downward trend (Brownlie

Analyse management’s approach to employee relations in your organisation making reference to appropriate academics models (1,023 words)

Employment relationship – defn. “the relationship that exists between employers and employees in the workplace”

Employment relationship is the legal link between employers and employees (Organization, 2016). There is an economic exchange between the employer and employee as they perform the work and services, with certain conditions (Corporation, 2012). A power relationship on the other hand is when the employee agrees to submit to the authority and direction of the employer. The employment relationship is a continuous and open-ended contract, it allows the employees to modify and restrict the work effort and can combine collectively to challenge managerial authority. Therefore, the relationship is interdependent in nature, as employers seek a cooperative relationship with employees to gain their consent to instructions. The purpose of employment relationships is to deal with the employees and the issues that arise from their employment.

Executive Summary: Employee relation keeps the business in track. As employee or workforce is the main asset of a company, every company tries to maintain good relationship with the employees. Here ASDA/Wal-Mart has joined in the conflict with the employees regarding trade union. As a result they have faced many problems. In this assignment we have discussed What ASDA/Wal-Mart could do in that situation what are the ways to keep effective employee relations.

Employee relations is one of the remaining eight professional areas, an Employee relations professional is required to display knowledge of a strong understanding of employment law, or can access relevant,current and planned changes to laws relevant to the organisation. There is also a requirement to identify and act to mitigate risk to the organisation, have the knowledge of employee relations risks, and is able to coach managers to resolve issues, they will also know how to analyse, collate and feedback on communications and messages heard.

1. Given Bandag Auto’s size, and anything else you know about it, explain why and how the human resource management function should be reorganized.

Industrial relations have become a complex problem of modern society. In order to have industrial progression and a better economy, it will be impossible to obtain without the cooperation of all workers coming together to foster a good and harmonious relationship. Therefore, it is the interest of all people to create and maintain a good relationship between employees and employers, which in the 1950s, the Dunlop’s model was formed and used as a guide to creating and fostering the good relationships in the industrial society for a better economy in the country.

This paper seeks to analyse the characteristics of employee representation in the UK and concerns about is the UK ‘lightly regulated’ in regard of the employee representation. Employee representation can be known as the right of workers to seek a union or an individual to represent them to negotiate with their organizations with a wide range of management issues, such as wage rate, working hours, working conditions, health and safety and also their benefits. It is vital to have a formal system of employee representation in a business. This can give an

To summarise the above table, the skills, knowledge and behaviours for Employee Relations is important to be an effective HR Professional by:

Employment relations (ER) is the legal link between employers and employees which includes formal and informal rules that manage the employment relationship and encompasses social processes (reciprocal rights and obligations) that create and enforce these rules (Kramar, 2011). It is mainly concerned with the behaviour and interaction of employees in the workplace and exists when a person performs work or offers his services under certain conditions in return for remuneration (Organisation, 2011). While Industrial relations (IR) covers all the particulars of working conditions, pay and aspects of the job itself within the employment relationship between an employer and an employee (Sappey, et al., 2009), Human Resource Management (HRM) corresponds to the management, hiring, organisational development, employee motivation, administration and training for the people who work in the organisation (Heathfield, 2015). Employee relations is more concerned with preventing and solving problems which come up out of or affect work situations i.e. its purpose is to