...major changes in the context of employee relations within UK organisations. The factors that have had the most significant influence on these changes are political, economic, social and technological of which I will be discussing to identify what particular influences these factors have had on employee relations over the last 25-30 years. To do this I first need to define the meaning of employee relations, which can be defined as according to Rose (2004):the study of the regulation of the employment relationship between employer and employee, both collectively and individually and the determination of substantive and procedural issues at industrial organisational and workplace levels. (Rose, 2004 p.8)There are a number of political factors that have had a significant influence on employee relations over the last 25-30 years such as the influence of the Conservative government from 1979-1997, which included a decline in trade unions, new acts and legislations put in place, and the emergence of the Labour government from 1997 to the present day which has also brought a number of changes to the employee relations context. The Conservative government has had a significant influence on employee relations in terms of changes to the legal framework of labour law. These changes involved the relationships between the employer and employee, the employer and the union and the relationship between the union and the membership. In regards to the employer and employee relationship the Conservative...
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...Different Perspectives Of Employment Relations For the employment relations, there is complicate and compelling area of study which involves relationships with employees, employers, trade unions and government on a regular basis. At the same time, there are three perspectives which are unitarism, pluralist and radical, each offers a special perception of workplace relations and explain the actions, statements and employers behaviours and trade unionists, such as workplace conflict, role of unions and job regulation vary differently. Based on the UK employment relations structure, the essay will analysis which perspectives appropriate for employee relations in the UK. Unitarist pespective The unitaty perspective is based upon the assumption that the organisation is, at the same time, the unitary perspective organisation can be as an integrated and harmonious whole with the ideal of "one happy family", where management and other members of the staff are all share a common purpose, emphasizing mutual cooperation(Naukrihub, 2007) and they have a set of common values, interests and objectives. Furthermore, unitarism has a paternalistic approach where it demands on all employees loyalty, being predominantly managerial in its emphasis and application. For unitary perspective, there are two important implications stemming from this. The first one is that conflict as the expression of employee dissatisfaction and differences with management is perceived as an irrational activity....
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... Keenan Gillespie (Student Number: 43271200) Table of Contents Executive Summary 3 The Evolution of HRM 4 Significance to the business model 4 Summary 5 The Employment Relationship 6 Overview 6 Evolving Frameworks and Models 6 Recommendations 7 Legal Context 8 Overview 8 National Legislation & its importance to Australian business 8 Impact of Legislation on the Business 9 Recommendations to Bytes Electrical 10 References 11 Bibliography 11 Executive Summary The purpose of this report is to identify the importance of strategic human resource management to Bytes Electrical. This role of strategical management in regards to a businesses most important assets – its employees, is heavily influenced by a number of stimuli outlined in this report, including the evolution of human resource management to what it is today, the employment relationship and the environment and legal context that the business must operate within. By outlining these influences on Bytes Electrical, this shall allow for the management team to clearly understand the importance of HRM in today’s context. The result of this report is to highlight and convey a summary of these influences and present a number of recommendations to Bytes electrical to ensure the continued and/or increased productivity and efficiency of the business. By presenting these recommendations it allows for the business to identify problem areas within...
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...HRM 603: Comparative Studies of Industrial or Employment Relations Assignment 1 Trimester 3 2013 HRM 603: Comparative Studies of Industrial or Employment Relations Assignment 1 Trimester 3 2013 Name: Cagi Merelita ID no.: 2011001230 Table of Contents Introduction 1 The development & evolution of IR/ER system 2 The development & evolution of IR/ER system in the Fiji Island 3 The IR/ER system of Australia against that of the Fiji Islands 4 The emerging issues & recent trends in IR/ER in both nations 5 Considered key roles & responsibilities by the major actors in an IR/ER system in each country 6 Major actor’s roles & responsibilities that are considered most significant in an IR/ER context & why 8 Bibliography 9 Introduction Employment Relations are the employer and employee relationship, it also describes the relationship between workers and employers in business (Employer and Employee Relations, 2011). Employment Relations is important because it encourages motivation, it builds up the reputation of a worker and the business through the increase in number of potential customers, investors and staff, increase in productivity output, efficiency and profit levels (Employer and Employee Relations, 2011). With the changing industrial landscape in every country or nation, the growth of new townships/cities and the dispersal of activity, a process of ‘industrial culturalisation’...
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...Employment Relations - Question 4 2. “…the main focus of employee relations is not on collective [industrial relations] machinery but on individual relationships. In the face of tough economic conditions, there is a new emphasis on helping line managers to establish trust-based relationships with employees” (CIPD 2014). Critically discuss Sarah Pedros, a member of the Acas Strategy Unit (2011) stated, “Fragmentation, demographic change, complex contractual relationships, remote management, individualisation, and a vacuum of representations for both employers and employees will create a more challenging environment for good employment relations in the years ahead.” Critically evaluate this statement and the impact of these factors on employment relations practice. While many managers might prefer to manage their organisations without interference from trade unions, managing without unions is often more challenging than managing with them. Critically discuss this assersion with reference to literature of which you are aware. Over recent years’ non-union employment relations have become far more prevalent in the Irish context. Critically consider the key issues which organisations should consider in establishing non-union operations in Ireland. Critically evaluate the extent to which various types of employee involvement and participation initiatives lead to democracy in the workplace. Your answer should consider three types of involvement or participation initiatives...
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...PA R T 1 The role of human resource management Part contents 1 Introduction to human resource management 2 Human resource planning and resourcing 3 Work and job design 1 41 74 Chapter 1 Introduction to human resource management LEARNING OUTCOMES After studying this chapter, you should be able to: identify the historical developments and their impact on HRM outline the development and functions of HRM understand the differences between HRM and personnel management evaluate ‘hard’ and ‘soft’ approaches to HRM understand how diversity is an issue in HR practice consider the HRM as an international issue. The opening vignette gives a somewhat pessimistic view of the role of people in the workplace. Often it is the job of the human resource manager to develop policies and practices that serve the organisation, but she or he also needs to think about the people. If the people are nurtured then the organisation can develop. As can be seen below, this was not the case with Enron. Enron: something’s got to give Human beings are not governed purely by their own self-interest, so our management and HR systems should not assume they are. For more than a year, Andrew Fastow – the erstwhile chief financial officer of Enron and the key architect of the off-balance-sheet entities that caused Enron’s sudden death – ran rings around the prosecutors investigating the collapse of the energy giant. 3 4 CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT Suddenly, he...
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...PA R T 1 The role of human resource management Part contents 1 Introduction to human resource management 1 2 Human resource planning and resourcing 41 3 Work and job design 74 Chapter 1 Introduction to human resource management LEARNING OUTCOMES After studying this chapter, you should be able to: identify the historical developments and their impact on HRM outline the development and functions of HRM understand the differences between HRM and personnel management evaluate ‘hard’ and ‘soft’ approaches to HRM understand how diversity is an issue in HR practice consider the HRM as an international issue. The opening vignette gives a somewhat pessimistic view of the role of people in the workplace. Often it is the job of the human resource manager to develop policies and practices that serve the organisation, but she or he also needs to think about the people. If the people are nurtured then the organisation can develop. As can be seen below, this was not the case with Enron. Enron: something’s got to give Human beings are not governed purely by their own self-interest, so our management and HR systems should not assume they are. For more than a year, Andrew Fastow – the erstwhile chief financial officer of Enron and the key architect of the off-balance-sheet entities that caused Enron’s sudden death – ran rings around the prosecutors investigating the collapse of the energy giant. 3 4 CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE...
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...Resource Management Vol.2, No.1 2008 Sharing the Pie: Trade Unionism and Industrial Relations in Multinationals in Bangladesh Monowar Hossain Mahmood East West University Bangladesh Abstract Using the ‘convergence-divergence’ thesis as the baseline for the study of industrial relations and trade union activities in multinational subsidiaries, the present study tried to investigate extent of the trade union activities and IR practices of MNCs in a developing country context, i.e. Bangladesh, as well as influence of the MNCs on trade unions and IR activities within the existing social and economic contexts. The study revealed that comparative power dominance of multinationals over the host country industrial relations actors emerge as the vital factor in employer-union bargaining process, as well as their capacity to manipulate the existing bargaining process also helped them to implement their desired practices in Bangladesh. However, multinationals were not in confronting mode at all the circumstances, but their potential lobbying power created difficulties for the employees and the trade unions to develop countervailing power in the collective bargaining process and IR activities. Keywords: Convergence-Divergence, Bangladesh, Multinationals, Trade Unions Introduction Empirical studies of international human resource management (IHRM) often reveal that industrial relations practices of multinational subsidiaries face a ‘challenge from established home country labour...
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...Motivating Employees ADM 521 Applied Administration Concepts Dr. Michael Provitera 2/26/2014 Chauvaunia Goodman 1. Introduction Employee motivation can be regarded as one of the key practices for an organization to build long-term sustainability in any respective business industry. In relation to the recent phenomenon, the performance of employees significantly depends upon a number of factors including employee motivation, employee satisfaction, performance appraisal, compensation, training and development (T&D) along with adequate security of job role and organizational structure among other factors (Muogbo, 2013). However, the specific area of this study is focused on employee motivation, which tends to highly influence employee performance within an organization. In relation to the rapidly growing global business environment, marketers have been widely witnessed to implement a number of strategic measures in order to keep the workforce more optimistic with regard to their specific roles and responsibilities within the organization. In this regard, Organizational Behavior (OB) has long been observed to play an essential role for the entrepreneurs to develop strong workforce in accordance with the vision and postulated business goals (Tishman et al., 2012). Emphasising the notion of OB to play as an essential role in employee motivation, the primary objective of this report is to critically analyse the practice of OB by United Healthcare (UHC) while empowering...
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...large differences in pay have impact on employee morale and employee relations.” The study is divided into two parts based on the following issues: (1) What are the factors at play which determine the pay and conditions of London underground train drivers Top company executives Investment Bankers (2) To what extent may large differences in pay within an organisation impact upon employee morale and employee relations? If so what can be done to address the issue? 1.Introduction: From our basic knowledge, we know that for a job, there are different factors that help in determining the salaries and bonuses of an employee, job criteria and other work related issues. Similarly, to determine the pay and conditions of the London underground train driver, top company executive and investment bankers, there would be pay determining components/factors. However, since the above mentioned three jobs are different and unique, there pay determining factors too would be different. For the purpose of the study, Dunlop model has been considered. Now we will be having a close look at each of these pay determining factors one by one: 1/13 | P a g e Inputs Transformation Outputs Actors (Employers, Employees, State) Contexts (Technological, Market, Power) Ideology Bargaining Conciliation Arbitration Legislation Judgements Rules Input General Environment Figure: Dunlop System Model from Employee Relations Management, (Kumar and Singh, 2011) During...
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...1. UK employee relations has seen significant changes over the last 30 years. Evaluate the importance of these changes and how these may influence future developments. Managing employee The last 30 years has seen major changes in the context of employee relations within UK organizations. The factors that have had the most significant influence on these changes are political, economic, social and technological. We will try to identify what particular influences these factors have had on employee relations over the last 30 years. To do this we first need to define the meaning of employee relations, which can be defined as according to Rose (2004):“the study of the regulation of the employment relationship between employer and employee, both collectively and individually and the determination of substantive and procedural issues at industrial organizational and workplace levels. The social factor: 30 years ago, the conventional approach to employee relations was centered on the trade union behavior, collective bargaining, industrial disputes and UK government-trade unions relationships. Trade unions were regarded as workplace adversaries negotiating with employers and also as social partners expressing an “employee view” on economic and social matters, particularly with through trade unions congress, to governments. Collective relationships were seen as adversarial. The employer/individual employee relationship was perceived...
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...Management PQHRM - 97 MODULE 08: Industrial Relations Examination Date: 31st January 2015 Duration: Three Hours INSTRUCTIONS a) Answer any five (05) questions b) Each question carries equal marks (18 marks each). c) Write your index number on each page of your answer script and not your name. d) Question number should be written clearly on the left side of the blue line in the answer script. e) Well-focused answers written in clear hand writing will earn more marks. f) Return your answer scripts directly to the invigilator. g) All notes, files, books, etc. should be kept at the place prescribed by the invigilator. 1) What do you mean by industrial relations? Discuss and critically analyze the above concept compared to employee relations. (18 Marks) 2) “The proper management of industrial relations directly contributes to the Organizational effectiveness and success” Critically review this statement. (18 Marks) 3) “Role of the Labour Department’s is to provides guidance, direction and promoting the industrial relations in Sri Lanka”.Discuss with your proposals for future developments (18 Marks) 4) Discuss the effectiveness of the collective bargaining and collective agreements with employee organizations in the light of the productivity and the industrial peace in Sri Lanka (18 Marks) Page 01 5) “The role of the Employers Organizations is wider and more effective than the Employee Trade Union. Discuss with proposals for the future...
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...Score: 15 / 15 Concepts | Mastery | Questions | Employment at Will | 100% | * 1 * 2 * 15 | Major employment laws | 100% | * 3 * 4 * 5 | Fundamental Features of the U.S. Industrial Relations System (Six Factors) | 100% | * 6 * 7 * 8 | Three General Types of Third-Party Involvement in a Bargaining Impasse | 100% | * 9 * 10 * 11 | Forms of Nonunion Grievance Procedures | 100% | * 12 * 13 * 14 | Concept: Employment at Will Mastery : | 100% | Questions : | * 1 * 2 * 15 | Materials on the concept: * Employment at Will ------------------------------------------------- Top of Form 1. According to _____, an employee may not be fired because he or she refuses to commit an illegal act, such as perjury or price fixing. * A. public policy exception * B. social learning theory * C. retaliatory discharge * D. lifestyle discriminate Bottom of Form Correct : Public policy exception protects the employee from being terminated for not committing illegal acts under the direction of management or other employees. State courts developed this policy as one of three that protect employees from being terminated and claiming employment at will for not doing what management has directed an employee to do when it relates to illegal activity. Materials * Employment at Will ------------------------------------------------- Top of Form 2. A worker being fired for actions ranging from filing a workers’...
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...Dynamics of Employee Relations Basingstoke: Macmillan. Rose, E. (2008) (3rd edition) Employment Relations London: Prentice Hall. Recommended Ackers, P, Smith, C. & Smith, P. (1996) The New Workplace and Trade Unionism London: Routledge. Ackers, P. & Wilson, A. (2003) (eds.) Understanding Work & Employment: Industrial Relations in Transition Oxford: OUP. Cully, M., Woodland, S., O’Reilly, A. and Dix, G. (1999). Britain at Work: As Depicted by the 1998 Workplace Employee Relations Survey. London: Routledge. Daniels, K (2006) Employee Relations in Organisational Context London: CIPD Edwards, P (2003) (ed.) (2nd edition) Industrial Relations: Theory and Practice Oxford: Blackwell Publishing. Fairbrother, P. (2000) Trade Unions at the Crossroads London: Mansell. Gennard, J., Judge, G. (2010) (5th Edition), Employee Relations, CIPD, London Heery, E. and Salmon, J. (2000). The Insecure Workforce London: Routledge. Hollinshead, P., Nicholls, P. & Tailby, S. (2003) (eds.) (2nd edition) Employee Relations London: FT Pitman. Hyman, R. (1975) Industrial Relations: A Marxist Introduction Basingstoke: Macmillan. Kelly, J. (1998) Rethinking Industrial Relations London: Routledge. Kersley, B. Alpin, C. Forth, J. Bryson, A. Bewley, H. Dix,G. Oxenbridge, S. (2004) Inside the Workplace: First Findings from the 2004 Workplace Employment Relations Survey (WERS 2004) London: DTI Kessler, S. & Bayliss, F. (1998) (3rd edition) Contemporary British Industrial Relations Basingstoke:...
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...of ways to effectively implement HR portals. In addition, this article describes the cross-national challenges that exist when a global firm attempts to implement an HR portal around the world. Thus, this article will present a model that (1) integrates change management theories and IT user acceptance models and (2) illustrates the ways in which change management plans may need to be adapted to be effective in various subsidiaries. A case study of Hewlett-Packard’s (HP’s) worldwide implementation of their @HP Employee Portal in the Italian subsidiary of HP illustrates the key issues of these theories. © 2005 Wiley Periodicals, Inc. Introduction Human Resources Portal Applications In recent years, the World Wide Web has revolutionized the way individuals in organizations access information. In addition to channels such as business-to-business and business-to-consumer, the Web has permitted human resources management to implement HR processes where business-to-employee (B2E) solutions are possible (Harris, Phifer, & Berg, 2002). Organizations with strategic human resources have implemented an increasing number of electronic HR (e-HR) solutions for redesigning HR processes and reducing...
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