Employee Relations Significance to the Employers - Coursework Example

Topic : The evaluation of credibility Submitted to < > Submitted by < > Date < > The Background: Before we divulge into our actual research question, I presume it would be best to touch bases with the basic concept of employee relations its origin and policies. This would prepare a more productive ground for us to work upon for our objective. The basics of employee relations: Employee relations significance to the employers: There have been several researches that have been conducted during the past few years, also there have been a few expansive conclusions which have been extrapolated from these researches that are: The fact that the concept of Employee relations can be looked upon mainly as an ability set or else a viewpoint, clearly in the form of a management function which is considered to be otherwise a well explained area of action. In spite of the well acknowledged steps and procedures of industrial action, the highlighting of the employee relations continues to transfer the elements of bargaining to companies with trade unions as well as collective bargaining, to the correlation with their individual employees. The thoughts of the element of employee voice as well as the psychological contract have been established by the employers as well as imitated within their employee relational guidelines and objectives. The Employee relations abilities and competencies are even in today’s globalized workplace being viewed by the employers as and a very significant element to the achievement of performance profits through paying attention upon the element of employee participation, obligation and commitment.  (CIPD , 2008) Within the United Kingdom The element and concept of Employee relations are viewed as being tactical with reference to the administration of the business threat: mutually the disadvantage of non conformity with an extended organization of employment law, and the upside threat of weakening to deliver the greatest business performance. The employment relationship: Keeping in view the conclusions drawn off the WERS 2004 (Kersley, 2005) present a miscellaneous depiction of the condition of employee relations within the United Kingdom. The Managers within an approximate of 30 per cent of all the workplaces have alleged that the relationships have enhanced a lot ever since the year 1998. Nevertheless, the employees’ observations have altered slightly over the time. even with the prologue during the April of 2005 of the Information and Consultation of Employees Regulations the investigation has documented a turn down into the occurrence of joint consultative committees. The above paragraphs present to us a basic picture in regards to the employee and employer relationship and its issues within the United Kingdom. The project on hand is of a multinational company who are to inaugurate a new call centre in the north west of England. Upon start up it will entail a labour force size of roughly 450 and it is likely to rise to 800 over a 3 year phase. The corporation has measured its alternative s in terms of employee relations policy also has determined the most suitable policy is not to identify the trade unions, and to initiate an elected company council. In order to be able to present an evidence based foundation to the project seniors, it is essential for the organization to keep in mind the legalities involved with each of the alternatives . What the company should look into is the fact as to which one of these alternatives will be the most advantageous to their organization. As the market they are entering is a very competitive one. A review of the following paragraphs should make it easier for us to decide. What needs to be kept in mind is the fact that the managers nowadays, are with full zeal paying attention to all the elements that would help the companies in being more productively efficient. They also are looking towards eliminating the elements that might cause distress and eventual decline in the performance of the company. What needs to be looked upon with a critical eye is the fact that a major issue that has been extrapolated as being an element of great focus amongst the senior administrators of the organization is the fact that their sole attention is towards the performance of the business and so they would not want to adopt such policies or procedures that would hinder the organizational performance. During a survey which was conducted Where we are, where we’re heading (EMMOTT, M. (2003), there were simply one out of two respondents who had signified the employee involvement a preference amongst the top five preferences for the Human Resource operations within their respective organizations . (CIPD.com, 2008). The History: In legal and historical terms, within the United Kingdom has had a rather disturbing history in terms of Trade unions and industrial relations (this term is what was used before in place of what is now known as the employee relations). During the 1900’s the trade Unions were condemned by the government because of various reasons. There is along history behind that issue. The Employment Relations Act 1999 did, at least, establish a few significant rights for the trade union acknowledgment that have consequently facilitated the unions to seize the long term beg off ( decline ) within memberships. These unions inside the private sector have achieved only a slight or negative support from the government. (Gregory Ruskin, 13) The suggestion in light of the above discussion: With the above in view, it would be most advisable for the corporation to build the council they believe they should as in the form of an employee shelter. Trade unions because of having such a bad history especially form what we get to observe during the era of Margaret Thatcher within the United Kingdom. Because it is a new competitive market for the company. And because the government supports trade unions at various levels, but also partnerships at various levels. It would be best for now to make an employee council. Where employee relations could be groomed and well taken care of. The fact remains that any organizations ultimate goal is to be able to achieve maximum productivity. None of the organization s would want a conflict to develop and consequently hinder the performance of the company. There are several other issues that need to be considered. And that this new company should keep in mind while operating. The element of communication need to be kept alive, as this is considered the threshold wherein, the policies and procedures that are drawn by the organization can actually become non effective. This communication is a two way procedure. Herein this procedure majorly involves discussing rather only imposing things. Despite, being aware of this issue there are several corporations that have been unable to take care of the issue. Also getting the communication accurately on the spot implies the involvement of both the elements of professionalism and determination. The behavior which is essential is to paying attention to the positive behaviors as well as results , captivating a constructive, problem-solving technique , predicting the problems, suggesting the solutions and being able to recommend advantageous suggestion to the senior managers in regards to their realization. The discussing skills are still constructive however required less regularly. A much broader area of understanding is now necessary, together with the capability to pertain it, together with examination and explaining the employee attitudes, infrastructure as well as conflict management. The Most significant is the capability to design the strategies as well as the practices to go with the associations ambitions along with the disposition of its labor force. Administering the job conflict and the element of employee Relations The aptitude to be able to handle conflicts also what's left in the form of a major issue for lots of organizations. The use of conciliation as a process or else practice of administering and solving the , issues signifying a fundamental modification from the conventional industrial associations structure, with its stress on the official regulation and complaint measures, towards more of a positive and constructive approach which is reliable with the viewpoint of Human Resource management. (Guest, 2004) The worth of employee relations To a significant amount, it is only within the public sector that the trade unions tend to uphold a assessment of their past potency along with authority within the place of work. This is moderately through the continuation of foundations of cooperative consultation, toughened by the continuing dependence in several cases upon the production level bargaining along with the public guidelines importance on the element of corporation. The Union authority within the private sector moreover continues to decline. The most important arenas of the private sector wherein the employee conflicts are seen occurring from time to time. Another very imperative element to observe is that the phrase ‘Employee relations’ as an expression tends to remains unclear, with no obvious limitations. Most of the Human Resource individuals do not actually make use of such phrases in their daily work life. It is not intended to support the managers in paying attention to what they actually are and are not aware of in regards to escalating the organizational performance. The established intellectual models of employee relations have only partial significance to what managers are practising these days. The Employers are in accusation and the responsibility of rule creation by the employers as well as the trade unions has been significantly substituted by the employment directive and organisational values. Conclusion From all that we have read and analyzed above we realize the fact that the, element of making employee relation policies within an organization is one most essential steps. Because the employee involvement in the organizational affairs is imperative, there is no doubt that there would be conflicts that would arise. And they would need to be taken care of at certain levels. The United kingdoms corporate sector which has been our focus like any other corporate sector has two basic elements. A public and a private sector. Also the history of trade unions has not been too encouraging. So why would a new company want to do something which is not completley according to the governmental support regulations .We observe that the. Managers tend to view their employee approaches as well as obligation as contributory to the organizational performance by means of enhanced employee offerings as well as effectiveness and profits. The psychological agreement model, which is authorized by succeeding employee mind-set surveys, recommend that Human Resource traditions strappingly influence the way the employees feel with regards to their jobs. This familiar atmosphere of association along with the discussion emerges to be strongly joint together other than the joint mechanism for negotiation and consultation with employee satisfaction and commitment. ( CIPD,2008) Also , in terms of the Employee Council coordinator at the Grosvenor Casinos United Kingdom the most recent employee appraisal pointed out that the consciousness of the councils’ subsistence as well as its role was soaring with the reactions varying from an approximate 88 to an approximate 100 per cent with more than a half pointing out that the Council was retaining a constructive effect. It is also suggested that the correlation amongst management as well as the employees normally had also enhanced due to the better communication through the employee council progression. On the other hand, it was realized that this correlation still needs perfection. With reference to the information flows, they consideration that the total information had significantly enhanced along with that the employee authority was gradually humanizing however still very reliant upon the local line managers, several of them do not have possess the capabilities of managing or supervising the element of change. On one hand as investigators tend to define the legislature as moderately prominent over the management decisions, there were still be a few issues infertile by management at the meetings, like that of the suggestions for innovative altering outlines for the London-based employees as well as the application for financial information in addition to the performance statistics. ( LSE , 2008 ) Bibliography 1. CULLY, M., WOODLAND, S. and O`REILLY, A. (1999) Britain at work: as depicted by the 1998 Workplace Employee Relations Survey. London: Routledge. 2. Employee Relations, Available at http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm.Acessed on the 3rd of September 2008 . 3. EMMOTT, M. (2003) HR survey: where we are, where we're heading. Survey report. London: Chartered Institute of Personnel and Development 4. KERSLEY, B., ALPIN, C. and FORTH, J. (2005) Inside the workplace: first findings from the 2004 Workplace Employment Relations Survey (WERS 2004). London: Economic and Social Research Council. 5. Trade Unions and Partnership: Some Recent Experience from the UK By Denis Gregory Ruskin College Oxford UKWON Working Paper No 13, available at, http://www.ukwon.net/files/gregory%2013.pdf. Accessed on the 4th of September 2008 6. Originally presented at Industrial Relations Association World Congress, 8-12 September 2003, Berlin. This version available at: http://eprints.lse.ac.uk/20456/ Accessed on the 4th of September 2008. Available in LSE Research Online: August 2008. 7. GUEST, D.E. and CONWAY, N. (2004) Employee well-being and the psychological contract: a report for the CIPD. Research report. London: Chartered Institute of Personnel and Development. 8. . Journal articles DELBRIDGE, R. and WHITFIELD, K. (2007) More than mere fragments? The use of the Workplace Employment Relations Survey data in HRM research. International Journal of Human Resource Management. Vol 18, No 12, December. pp2166-2181.  EGAN, J. (2005) Evolution, not revolution: the changing face of the workplace. IRS Employment Review. No 832, 30 September. pp8-15. This factsheet was written and updated by CIPD staff. Read More