Strengths And Weaknesses Of Employee Relations

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

The relationship between employees and companies are becoming more and more complex all over the years. This relationship is extremely important since it directly affects how the employees fells about the organization, what are their attitudes about the company and how they effectively perform in their jobs.

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.

Managers perform many functions and play many roles. They are responsible for handling many situations and these situations are usually different from one another.

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

Management role in enhancing an employee job satisfaction it to provide employees a positive and high moral work environment, so employees have the resources they need to accomplished the assignments. Employees are satisfied with current job if they see a path to move up, this include giving the employee more responsibilities along with higher compensation. One of the downfalls a company makes is teaching employees new skills, adding an additional workload without compensation. This generally end forcing the employee lose interests. Many times this environment is produced by an unsuccessful management and poor

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.

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,

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

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

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

Managers are responsible for being a manger and a leader all rolled up into one, but it takes an effective leader to carry out the roles. A leader has to

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)

Employment relations refer to the theory and practice in the management and regulation of employee relationship (Smith, 2012; Wilton, 2010). It deals particularly with the socio-political aspect of that relationship as well as the distribution of power between management and employees, conflict and the regulatory framework of the relationship. It has traditionally been understood as industrial relations between trade unions and management. As such it includes collective bargaining, negotiation and consultation and industrial conflict. Recent changes have altered the employment environment. Among these were the new forms of employee management, such as HRM, changing industrial structure to a service-dominated type, the decline in trade union power and influence, disfavor towards the union movement, greater individualization and flexibility in dealing with labor, and changing social attitude and perception towards trade unions. Employment relations have to do with managing the individual worker and collective employment relationship, whether in unionized or non-unionized workplaces. It has also come to mean the skill-set or philosophy for employers' management function or an area of activity (Smith, Wilton).