Employment Relations And Human Resource Management

As she sat in her office in Winnipeg, Britney MacPherson thumbed through a textbook on

Human Relations is defined as “the skill or ability to work effectively through and with other people” by Lamberton, L. H., & Minor, L. (2014) . However, there are external and internal influencing forces regarding human behavior that impact how we interact with others or behave in the workplace. It is vital for all employees in a company (regardless if they work in the Human Relations Department or) to be aware of influencing factors so they can not only be successful with their performance, but be successful as a team and help bolster the company’s successes. Some of the most important influencing factors are organizational climate/culture, work/life balance, Supervisor/Management, conflict/resolution, job performance/responsibility, and personal characteristics.

References:Paul Blyton and Peter Turnbull (2004) "The theory of employee relations" The Dynamics of Employee Relations (3rd edition) PALGRAVE MACMILLAN Printed in ChinaJohn Gennard and Graham Judge (2002) "Employee Relations Strategies and Policies: Management style" Employee Relations (3rd edition) London: Cromwell Press, Trowbridge, WilrshireEd Rose (2004) "Theoretical Approaches to employment and industrial relations" Employment Relations2nd edition Prentice HallRasmussen & Lamm, (2002) "R&L,

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.

Gunnigle, P., Kelly, J. and Morley, M. (2002). Human resource management, employee relations and the labour market. Bradford, England: Emerald Group Pub.

Employees are the most beneficial assets that a business can have. Without staff a business, essentially, would be unable to operate. Therefore it is of vital importance to maintain a highly efficient relationship between employers and employees. This is carried out through Employment Relations.

Companies are interested in leveraging relationships with their employees in order to improve the quality of the health care they provide. Labor relations refer to managing situations between companies and their employees in different unions. This activity is usually attributed to human resources management. Therefore, this ensures that the objectives of the company are reflected by these relations.

How would you characterise employee representation in the UK workplace? To what extent do you agree with the argument that the UK is ‘lightly regulated’ in this regard?

The report gives a concise analysis of employee relation concepts like ER policies, management styles, workplace harmonisation, collective bargaining and analysis of trade union with respect to the employees and organisations.

According to Society for Human Resource Management (SHRM), the employee relations sector consist of a broad range of ideas, transactions, practices, behaviors, and goals/objectives arising out of the relationship between an employer and its employees, supervisors and its subordinates, and colleagues. The employee relations foundation will provide support and guide many decisions, if precisely organized and maintained, that an organization’s leader will implement in the course of recruiting, screening, hiring, training, evaluating, compensating, coaching, accommodating, counseling, disciplining and terminating employment.

Industrial Relations or Labour Relations is an expression used not only for relationships between employers and Trade Unions, but also for those involving Government with the aim of defining policies, facing labour problems. The concept of industrial relations has a very wide meaning and connotation. In the narrow sense, it means that the employer, employee relationship confines itself to the relationship that emerges out of the day to day association of the management and the labour. In its wider sense, industrial relations include the relationship between an employee and an employer in the course of the running of an industry and may project it to spheres, which may transgress to the areas of quality control, marketing, price fixation

| In this assignment students will distinguish between unitary and pluralistic perspectives with reference to employee relations, know the changes that have affected trade unionism in the last two decades and be able to explain the role of the main players in employee relations.

Employee relations may be defined as those policies and practices which are concerned with the management and regulation of relationships between the organisation, the individual staff member, and groups of staff within the working environment. The objective of the policies and practices are to create

Human resource management is a study includes anything and everything associated with the management of employment relationships in an organisation. (Boxall & Purcell, 2000) Organisations across the globe now are increasingly exposed to the obstacles, challenges and pitfalls presented by increased turbulent and unpredictable business environment. The march of globalisation, developments in global telecommunications technologies, the precariousness of national economies, and increased mobile workforce have created new challenges for firms, and in particular Human Resources (HR) practitioners. There are two main HR

“Employee relations is a common title for the industrial relations function within personnel management and is also sometimes used as an alternative label for the academic field of “industrial relations”. The term underlines the fact that industrial relations is not confined to the study of trade unions but embraces the broad pattern of employee management, including systems of direct communication and employee involvement that targets the individual worker.” (Heery