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Managing Employee Relations in Contemporary Organizations - Assignment Example

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The assignment "Managing Employee Relations in Contemporary Organizations" identifies the management style used by ACME, discusses why they use this approach, evaluates the extent this style is made possible due to the changing context of British employee relations through the 1980s and 1990s. …
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Managing Employee Relations in Contemporary Organizations
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Extract of sample "Managing Employee Relations in Contemporary Organizations"

Download file to see previous pages The modern approach to employee relations is people management. The employees to the organization were employed based on their skill and as part of a team that would meet the requirements of the organization (Kessler and Purcell, 2003, p. 28).
Human management as a style that is used by the ACME organization concentrates on the skills that an individual brings into the company (Legge, 2005, p.102). Prior to securing a job with the company, it is important that what the employee brings to the table is analyzed and this is part of the enrolment (Purcell, 1987, p. 29). The company has stringent policies on which employees it employs, a fact that is expressed in different settings such as when referring to family, (Legge, 1995, p. 99), i.e. potentially some members may feel offended if they cannot get their friends/family in but so be it. We will never compromise the arrangement that we will go for the best person for the job. But with 500 people there are going to be individuals, but relatively few, we wouldn't recruit again. If one of these few recommended friends/family we would look, but look very carefully.
The company has also adopted a structure that is based on personal and team responsibilities within the organization, which differ from any trade union system of operation. The organization’s policy on performance and pay states that, If somebody is not performing they get told about it.  We have annual appraisal and salary is directly linked to contribution across a number of factors, so people get a message both financially and otherwise across the table from the manager at the appraisal, if not at other times of the year, which does not include any responsibilities to any party or individual outside the organization. The system used is analytically based on the quality an individual brings to the company (Salamom, 2000, p. 291). ...Download file to see next pages Read More
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