... | |Indicative Content | |Context: | |the context within which the employment relationship operates, the impact of internal and external factors. | |Think about your own organisation and consider the internal and external factors that may have an impact on the employment relationship | |Describe at least 2 external factors and explain why they have an impact | |Describe at least 2 internal factors and explain why they have an impact | | | |The employment relationship is principally governed by the laws of the land in which the employment contract is effective in. Sex discrimination | |laws for instance will impact...
Words: 5578 - Pages: 23
...Swedish Daddies Tonya McKenzie Professor Swinney Strayer University February 20, 2015 Abstract This paper explores the balance between career and family life. Whether we believe the mindset of corporate America is conducive to the type of work and family arrangement that is suitable. Then explain reasons why or why not. This writer will tell whether or not the United States should require organizations to provide paid maternity leave if so, discuss whether or not the United States should assist the companies financially in this endeavor. This writer will describe the stance of the United States requiring organizations to offer paternity leave. They give rationale for the position of choice. Also state whether specialized organizational arrangements can be made for those workers wish to combine career and raising children, and give an explanation why or why not. If specialized organizational arrangement should be made for the workers, explain the steps that an organization can take to accommodate them adequately with their parental needs. Lastly, state whether a firm should be obligated to give employees flexibility to work out a particular career and family balance that is right for them. State whether this is far beyond the social responsibility of the organization, then justify the response. Swedish Daddies Today, we value family and career. Although women have yet to attain full worth at the highest levels of business, they compose nearly half the United States...
Words: 2386 - Pages: 10
...Name:Maryam BiBi Employees and employers assessment You work for Bombay Stores, you have been asked to create a document which explains to the employee and employer how they can operate in enterprising ways, develop working relationships and meet their rights and responsibilities. Task 1: Enterprising employees Suggest two ways to a Bombay Stores employee of what they can do to be enterprising: |Suggestion |Explanation | |Have suggestion schemes |If you have a suggestion scheme the employees can put their ideas forward and| | |the employees will be more motivated, because their voices will be heard. | |Have a Flexible workforce |If they have a flexible work force the employees will know what to do in the | | |different departments e.g. stacking the shelves, working in the office. | (4 marks) |Increased sales |If Bombay stores are enterprising they will have more innovative products and services. More customers | | |will shop there which will mean an increase in sales. | |Good reputation |If they have a unique product then the customers will tell people around them about their product which...
Words: 865 - Pages: 4
...BENEFITS CHAPTER OVERVIEW The chapter is introduced with the stories of three loyal, long-term employees whose retirement plans were drastically altered. Due to changes in their employers’ pension plans, each person was forced to adapt to reduce payouts. The stories reflect changes in benefits happening in countless companies. Benefits are generally membership-based rewards which are desirable to employees and which can be designed to meet the diverse needs of today’s workers. The costs and complexities of both legally required benefits and voluntary ones, such as health insurance, retirement plans and time off are presented, as well as current issues, including flexibility of benefits choices and availability of benefits for families, domestic partners and retirees. Effective benefits administration allows companies to attract and retain good workers by creatively and cost-effectively offering employees more than just their paycheck. Additional Features of This Chapter: Exhibit 12-1 is a listing of the major benefits typically offered and the percentage of employees participating. Exhibits 12-2 and 12-3 provide sample Health Maintenance Organization and Preferred Provider Organization coverage plans. Exhibit 12-6 calculations demonstrate the financial impact of flexible spending account plans. “Ethical Issues in HRM” discusses the issue of benefits for domestic partners. “Diversity Issues in HRM” covers what happens to benefits...
Words: 3836 - Pages: 16
...a certain degree indicates a healthy exchange of ideas, opinions and creativity. However, some conflicts may arise where the employee is not satisfied with how a certain situation has been dealt with or how they have been treated. Managers may have not tackled matters in a systematic or careful manner which has resulted in employee dissatisfaction, absenteeism, poor customer service, increased work related stress or, worse case scenario litigation on claims of harassment or a hostile work environment. Internal Factor-Change in Management: Many organisations will replace managers this can be due to retirement, promotion, career change, transfer or dismissal. Each new manager will bring their own style and ideas of working in an organisation. The relationship and attitudes between employees and managers will change, employees are expected to work around the new management style. This can either have a positive or negative impact on the relationship. Employees maybe be accustomed to working in certain ways, this change can often result in employee dissatisfaction. It is important that new management listen to employees to avoid any disagreements....
Words: 3041 - Pages: 13
...CIPD ASSIGNMENT SUBMISSION DECLARATION To be completed by candidate: |Centre name: |ACACIA LEARNING | | |Candidate name: |Ali Yassen | | |CIPD Qualification undertaken: | |CIPD Membership No: | |Unit code(s): |3MER | |Unit title(s): |Supporting Good Practice in Managing Employee Relations | |Unit tutor: |Mr. Kevin | |Date due for assessment: |08-05-2016 |Date submitted: |05-05-2016 | |Word Count: |3490 | |State number of word used | | |Candidate declaration: ...
Words: 5070 - Pages: 21
...purposes it can result in reduction of staff. If a business needs to grow due to new strategy, this can result in an increase of staff, more training can become available to staff to enhance their skill sets and help the business grow. External In some cases, technological developments can destroy jobs, it can blur the separation between existing jobs and can lead to a lower skilled lower paid workforce. In these cases, the bargaining power of the employer becomes increased. In other examples, technological developments can create new jobs and make some industries more capital intensive. This increases the bargaining power of the employees. Political factors can impact on the employment relationship. Countries are now more interdependent than ever due to the reduction of trade barriers. Markets now allow goods, service and capital to integrate, e.g the European union. Companies can more easily become global entities meaning employees may need to travel more, and employers can source personnel from overseas. 1.2. Explain the different types of employment status. Permanent A permanent contract is a position without a pre-determined time limit or unlimited duration. It is...
Words: 2320 - Pages: 10
...– Best Practice guide – Managing underperformance Working at best practice Employers who work at best practice benefit from motivated staff that are performing at their best. These employers also understand that when issues concerning underperformance are not addressed and managed both appropriately and sensitively, it can lead to unhealthy and unproductive outcomes that may affect the entire workplace. This Best Practice Guide helps explain what is meant by underperformance and why this happens. It sets out an easy to follow five-step plan to help employers and employees address and manage issues about underperformance. There is also a checklist to assist best practice employers. This guide illustrates best practice when it comes to managing underperformance. For specific information regarding your minimum legal obligations, contact the organisations listed under the ‘For more information’ section at the end of this guide. Why work at best practice? Establishing effective performance management systems can have significant benefits for your business, as it can lead to happier, more motivated and better performing employees. Reviewing, refining and implementing performance management systems are ways of helping achieve these significant benefits. What is underperformance? Underperformance or poor performance can be exhibited in the following ways: · unsatisfactory work performance, that is, a failure to perform the duties of the position or to perform them...
Words: 2772 - Pages: 12
...that might impact on the employment relationship is the social impact. Organisations must be able to meet the demands of the business whilst managing the needs of their employees who due to social factors such as family etc. means organisations have to offer incentives such as flexible working, home-working or job sharing and other benefits such as holidays etc. in order remain competitive in order to attract candidates. Internal factors: 1. An internal factor that might impact on the employment relationship is the employment contract. ACAS notes: “A contract of employment is an agreement between an employer and employee and is the basis of the employment relationship”. ACAS also notes “A contract of employment will contain some terms such as: Statutory terms- “imposed, varied or regulated by law such as the minimum statutory notice period”. Express terms: “these are terms that have been specifically mentioned, either in writing or orally, and have been agreed by both employer and employee”. Implied terms: “these are terms that are not set out in writing or agreed orally, but may be too obvious to need to be recorded. An example of this may be that the employee will not steal from the employer”. Incorporated terms: are things that have been put into contracts from work rules or...
Words: 3600 - Pages: 15
...now investing in the company in the hope of seeing growth” www.track-parcel.co.uk/citylink The company offer a large packet of services to their costumes: standard delivery services, UK next day delivery, international air express, international road express and opportunity to add insurance cover for fragile or valuable items, or to use online booking system where people can send the occasional parcel without opening any kind of account or having a formal arrangement with the company. “The national network is supported by dedicated account management and costumer services team, which benefits our customers by working with a partner who provides a reliable, secure and flexible services. The company vision is to maintain our position as the expert within the UK parcel market” LO1 Understand the different perspectives of human resources management. Explain Guest’s model of HRM Human Resources Management can be define as “the organisational function that deals with recruiting ,managing ,developing and motivating people, including providing functional and specialised support system to foster regulatory compliance with employment and human rights standards” (Strandberg,2009,p2) Guest’s (1987) ideal-type model is used to characterize...
Words: 5221 - Pages: 21
...relationship between an Employer and its Employee and the mutual expectations, rights and obligations between them. a. Describe the nature of 2 internal factors * Contract of Employment. The Contract of Employment can highly motivate employees by listing rewards, pay, bonus and/or benefits. Also training and development programmes are reacted to positively by employees wishing to progress in the organisation. * Organisation Culture. This concentrates on the behaviour and morals of the employees within an organisation and controls how employees relate to each other and how decisions are made within that organisation. It gives employees a sense of identity. It makes them feel part of the organisation by making them understand what is expected of them. b. Describe the nature of 2 external factors * Economic Climate. If there is a downturn in the economic climate organisations are less likely to take risk in new ventures and therefore are less likely to be recruiting new employees. * General level of education. There may not be people in the vicinity of the organisation with the level of education required. This may mean employees may have to be recruited from further afield. This will probably mean they have further to travel to work, incurring more expense, and also affecting their work/life balance. Of importance to this relationship is the nature of the contract that exists between the organisation and employee a. Explain 3 different types of contract ...
Words: 2750 - Pages: 11
...The Changing Context of Employment Relations 1 The population in Singapore is aging. Why should a human resource manager worry about such a trend? What is the implication of this trend to trade union leaders? There will be a shortage of workers when these mature employees reach retirement age which is also fuel by the shrinking population. Trade unions leaders and government are promoting lifelong learning and retraining to increase older workforce employability. 2 The workers of today are better educated. What is the implication of this trend for the human resource manager in a company? Better education has led to an occupational shift in the workforce. The number of people in the higher occupation groups has increased over the last decade. This resulted in an increase in occupation types for professional and manager while a decrease in occupation types for production workers and labourers. 3 There is a large pool of mid-career workers in Singapore labour market. What are their characteristics? How can an employer encourage these workers to continue contribution to the company? Mid-career workers were born during the 1930s to 1940s and educated in the 1940s to 1960s. These were periods of political uncertainty. The standard of living was low and many of these people had to drop out of school to look for jobs. Educational opportunities then were limited. Many of these mid-career workers are educated in non-English schools and thus most of them are not highly competent in...
Words: 5670 - Pages: 23
...impact on the employment relationship * 3 different types of employment status and 3 reasons why it is important to clarify/determine an individual’s employment status Employee rights during the employee relationship including: * The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working * Family/parent related legal support, including maternity leave, paternity leave, adoption leave and dependents leave * 2 reasons why employees should be treated fairly in relation to pay * The main points of equalities legislation including the concepts of direct and indirect discrimination, harassment and victimisation * The concept of the ‘psychological contract’ and examples of policies and procedures which can underpin this Issues to be addressed at the termination of the employment relationship including: * The difference between fair and unfair dismissal * The importance of exit interviews to both parties * The key stages to be followed in managing redundancies and the impact of redundancy on the whole organisation The impact of employment law at the start of the employment relationship, including: * 2 internal and 2 external factors which can impact on the employment relationship There are a number of factors that can hugely impact on the relationship between employees and employers which can be identified as internal and external factors. 2 Internal Factors and there impacts:...
Words: 4537 - Pages: 19
...attributes of employees tend to improve employment relationship between managers and employees. Wages: is the significant factor influencing employee relations. When company provides employees with pay that are above the market standards employee feel value and employee relations run smoothly. External Factors Family Life Employee’s family life can have a direct impact on their behavior, if there’s a conflict in the family life, it can affect the employee’s relation with the colleagues, they may respond negatively to criticism at work. Economic Environment Economic climate, interest rates, pay cuts and redundancies are few of the factors that affect employee relations. Employee’s worry about the job cuts and losing their colleagues puts extra strain on the morals. ------------------------------------------------- 1.2. Explain Different types of employment status The scope of this easy is to discuss three types of employment status. Permanent employment is full time, salaried position with a contract to work the minimum amount of 36 hours each week. A permanent contract is a contract without an ending date. Most workers are on permanent contract as it provides protection to employer and the employee Temporary Employment is also referred as ‘Contract’ or ‘Freelance’ which means working for as little as one day or as long...
Words: 4343 - Pages: 18
...CRISIS: THE FLEXIBLE BENEFITS SCHEMES BY Mai Ngoc Nguyen 1215894 An assignment submitted in partial fulfillment of the assessment for the New Advances in Business (12-13TYAABSS007-3) unit March 2013 * Contents Contents 2 EXECUTIVE SUMMARY 3 LIST OF FIGURES 3 LIST OF TABLES 3 1 Introduction 4 2 Literature review 6 3 The economic crisis and the transition in methods of motivation: The need for an innovate benefits package 9 3.1 Impacts of the economic crisis on employees and employers 9 3.2 The transition in methods of motivation: The need for an innovative benefits package 12 3.3 The traditional benefits package and its motivating effectiveness 14 4 The flexible approach to benefits provision in a gloomy economy 16 4.1 Effectiveness of the flexible benefits schemes in motivation 17 4.2 Factors affecting the motivating effectiveness of the flexible benefits schemes 18 4.3 Current issues influencing the adoption of the flexible benefits schemes 20 5 Conclusion 21 APPENDIX - Changes in the British WorkForce 22 REFERENCES 23 FURTHER READING 27 * EXECUTIVE SUMMARY In recent years, in the UK, both employees and employers have to bear negative impacts from the recession, especially employees with their financial difficulties and diverse needs. It is more important than ever for motivation. However, employee motivation is getting harder and harder in the face of economic crisis. In times of gloomy pay awards, employers are finding...
Words: 7177 - Pages: 29
