Managing Employee Relations

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

1. Using resources for own and other’s work requirements, 2. Allocating appropriate work to employees, 3. Organising the work sequence, 4. Reducing carbon emissions

Human resources management relies upon employees and employers working concurrently. However in many cases this is hard to create, this is a factor leading to workplace disputes. Workplace disputes are conflict which occurs within the workplace. They can be a result of relationships or clashes in opinions on certain tasks. Indicators are used to measure the results of workplace disputes, these indicate the factors creating disputes. They include: corporate culture - how well a workforce treats one another, benchmarking key variables - whether staff are motivated to reach these benchmarks, staff turnover - the amount of separation of employees is occurring, absenteeism - how frequently staff are taking days off, accidents - how people react

Human relations in the workplace are a major part of what makes a business work. Employees must frequently work together on projects, communicate ideas and provide motivation to get things done. Without a stable and inviting workplace culture, difficult challenges can arise both in the logistics of managing employees and in the bottom line. Businesses with engaging workplaces and a well-trained workforce are more likely to retain and attract qualified

A number of factors impact on the relationship between employees and employers. Below I have listed intenal and external factors which impact on the employment relationship.

IDENTIFY AND REVIEW THE RELEVANT RANGE OF OPERATIONS AND THE SPHERE OF BUSINESS ARRANGEMENTS OF THE ORGANISATION

A company’s culture can have a huge impact on employment relations. If the organisation encourages staff to be engaged and involved in how business is delivered, they are more likely to be motivated and productive and retention will be higher. Creating a good reputation outside the business can also help with future recruitment.

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

Human Resources, focuses on recruiting new employees and managing existing workers, plays a significant role in employment relationships as do several additional internal and external factors. Listed below are a couple of Internal and external Factors that may affect the employee’s relationship.

Blyton, P and Turnbull, P (2004). The Dynamics of Employee Relations. 3rd ed. New York: Palgrave Macmillan. 48,49,87,88.

These extra rights, for example, include: protection against unfair dismissal, maternity and paternity pay and leave, the right to ask for flexible working hours, statutory sick pay, minimum notice periods (in case of an employer dismissing you), redundancy pay and some others. Permanent/f ull time and part-time employees have basically the same rights. The claim to being an employee could come even after the contact has ceased, in order to assert employment rights.

The innovative work flexibility strategy has been implemented. This has caused concerns that productivity may suffer as a result. Also, with the increasing concerns over the airline industry worldwide, and the global financial crisis, QANTAS has recognized that it must improve productivity.

Australia’s Human Resource (HR) practices are regulated by laws that specify the employers and employee roles as well as the working conditions. As such, there is minimal opportunity for exploitation or unethical business practices. But for the regulations to take effect, the relationship between an employer and employee needs to be recognised. This report seeks to analyse some HR issues that are pertinent to businesses that operate on a contractual basis.

Assess the advantages and problems facing an employer seeking to manage employee relations in a non-union environment.

Critically assess the approach to ‘people management,’ both espoused and practiced, within your own organisation or one which you are familiar. Within your response you should compare your findings to relevant theories and models and justify your conclusions with relevant examples.