Good Practice in Managing Employee Relations Essay

QUEENSLAND UNIVERSITY AUSTRALIA HRMT20027 – EMPLOYMENT RELATIONS ESSAY LECTURER: Dr. ADRIANA KOULOURIS DEEPIKA KASTHURI RANGANATHAN S0266201   Discuss the following statement: The term ‘employment relations’ is more useful than ‘industrial relations’, ‘human resource management’ and ‘employee relations’ in assisting us to better understand the behaviour of individuals and groups of employees in workplaces. Employment relations (ER) is the legal link between employers and employees which

14 Managing Diverse Workforce in Organizations In the current age of globalization that is characterized by the intense competition among world corporations, strategic Human Resource Management (HRM) has become vital for the success of organizations. As a growing number of corporations around the world are turning into being multinational in nature, the workforce in such multinational corporations (MNCs) are increasingly becoming diverse, in regard to its cultural, economic, social, and personal

effectively managing equality and diversity and dynamics of leading and managing equality and diversity. In order to achieve this, we are given 2 task to complete which includes the analysis of the legal requirements relating to equality within the chosen organization; evaluation of the implications of guidance and codes of practice; analysis of policies and procedures that need that needs to be place to promote equality and diversity and the needs and expectations of stake holders in relation to the

Introduction: Employee retention has become the fundamental challenge for the organizations. Hiring knowledgeable employees on the job is essential for an employer but keeping those employees is even more important than hiring. Companies are always searching for talented employees who have a large number of opportunities available to them. In this era, employee retention is becoming a critical issue as the result of lack of skilled labor, economic growth and employee turnover. It is hard to measure

“A system of activities and strategies that focus on successfully managing employees at all level of an organization to achieve organization goal is called human resource management” (Niles, 2013, p. 3). A human resource manager is a person with appropriate education and job experience who plan, direct and coordinate the administrative functions of an organization such as recruiting, interviewing, hiring new employee, consult with high-level executives on strategic planning, and serve as a

Behavioural Science Movement: 5 Best Human Resource Management Practices: 6 1.Flexibility: 6 2. Recruitment and Selection: 8 3. Training and Development: 10 4. Communication: 11 5. Managing 12 6. Performance Appraisal: 13 Difference between Human Resource Management and Personnel Management 13 Nature of relations 13 Relation of power and management 14 Pay policies and job design 16 Theorists: 16 Pfeffer’s 7 Best HR Practices Theory (1998): 16 1. Employment security 16 2. Careful

LEADING AND MANAGING REMOTELY Introduction Management of human resources is a very dynamic concept whose excision requires a delicate touch. Human resource refers to the mass of staff within an organization. It is from the synergistic effect of these members that the organization is able to formulate a vision, develop strategies and implement them towards the realization of this vision. A consistent approach towards the management of this resource is therefore a very critical asset for an organization

Activity 1 ------------------------------------------------- 1. Describe the internal and external factors that impact on the employment relationship Internal factors that impact employee relations are Organisational Culture Each Organisation and company has its own culture. Company culture consist of many things, how managers relate to their employees. It also shows how employees are treated. For instance how the company rewards its employees creates an enviornment of loyality and high morale

PERSONNEL AND IR PRACTICES 4 1.3 ASSESS THE IMPLICATIONS FOR LINE MANAGERS AND EMPLOYEES OF DEVELOPING A STRATEGIC APPROACH TO HRM 5 2.1 EXPLAIN HOW A MODEL OF FLEXIBILITY MIGHT BE APPLIED IN PRACTICE 5 2.2 DISCUSS THE TYPES OF FLEXIBILITY WHICH MAY BE DEVELOPED BY AN ORGANIZATION 6 2.3 ASSESS THE USE OF FLEXIBLE WORKING PRACTICE FROM BOTH THE EMPLOYEE AND THE EMPLOYER PERSPECTIVE 6 2.4 DISCUSS THE IMPACT THAT CHANGES IN THE LABOUR MARKET HAVE HAD ON FLEXIBLE WORKING PRACTICES 7 3.1 EXPLAIN THE

conflicts among employees, and improve employee relations. One may ask