Employment Relations Is A Better Pragmatic And Informed Theoretical Approach

Maintaining a strong employer and employee relationship can be the key to the ultimate success of an organisation. It is known that if a strong relationship is in place employees will be more productive, more efficient, create less conflict and will be more

When an employee starts a new company, there are several external and internal factors that impact on the employment relationship. Relationships affect both management and worker’s performance. The quality of these relationships have an effect on the organisation.

Define the following types of work: Permanent, Temporary, Fixed Term, - explain the main features of each and why determining an individual’s employment status is important

Dunlop states that the industrial relations system is seen to be 'comprised of certain actors, certain contexts and ideology which bind the industrial relations system together and a body of rules created to govern the actors at the workplace (Blyton Turnbull, 2004, P27). And

1.1 Describe 4 factors, 2 internal and 2 external, which impact on the employment relationship

Industrial relations → management of employees: pay rates, encouraging union representation, individual contracts or wage agreements with whole workforce

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

An employment relationship describes the dynamic, interlocking economic, legal, social and psychological relations that exist between individuals and their work organizations. Palgrave Macmillan (2013), Glossary [online] Available at: < http://www.palgrave.com/business/brattonandgold/glossary/glossary.htm> [Accessed 17th September 2013]. Factors that impact on this relationship both have a detrimental effect to the running of a business. I will focus on two internal and two external. These being:

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

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.

industrial relations (i.e. policy and practices in relationships with unions and union representatives, procedure agreements covering recognition, disputes, grievances, redundancy, etc.; negotiations with full-time officials and with shop stewards);

It provides them with guidelines and restrictions on the behaviour, disciplinary action and legal boundaries that the organisation and its employees can work with. It is imperative that human resource managers understand the laws governing employee relationship as they will ultimately provide advice on behalf of the organisation as to the best course of action to manage circumstances within an organisation that is appropriate. Importantly, those with positions of management need to conduct themselves in an ethical and legal way to maintain a thriving work environment and prevent future implications or

Employment relation is one of the vital and critical parts of HRM. For making an effective and healthy relationship between employers and employees, it is important to understand the perception of employment relations along with its importance in an organisation (Wang & Chen, 2005). Thus, if an organisation fails to understand its significance of employment relations and unable to manager employer and employee relationship efficiently, this might lead to impact on the organisation power and will deter its strength and profitability. According to Singh (2011), employee relations is basically a study of regulations, agreements and rules through which employees are accomplished with collective and individual group, importance imposed to individual

Marxism and Labour Theory - The Conflicts between Employee and Employer 1. Introduction 1.1 Overview on the essay topic To organisations, employees (labours) are wonderful resources, because they are compact and multi-purpose, capable of simple manual tasks or dealing with complicated machines, most importantly, they are the profit maker for their employers. However, there is always a problem between employees and employer. Any attempt to manager in a humane way, by consensus, is doomed to failure because of the irresolvable conflict between employees and their employers.

While reading this paper you should find yourself either looking back at when you were young and were taught that having only one job was the best thing, rather than having a ton of jobs and not even get a second look. See if you were to go to a business school twenty years ago, you would learn that having one job showed your commitment, loyalty, and dedication to one company was admirable. But, in today’s world while attending business school, I have learned that you don’t want to be a part of the permanent workforce. You want to be able to change careers in a drop of a hat, especially when the industry begins to struggle. That’s considered new operating procedure, but does it reflect a shift in power or is just a stage. Well I will hopefully show you how managing the employee-employer relations is vital to a business success. See a strong relationship can lead to happier employees as well as make them more productive. To reap these benefits, keep the dynamics of your employer-employee relationship in mind and take a look at the inside workings of your company after you read this paper.