...1 ( 1.1) internal and external factors which impact on the employment relationship Unions try to obtain a higher wage for their members than would be offered in the absence of the union which results in workers taking a greater share of profits at the expense of the firm. This monopoly of unions might lead to deteriorating employee relations where it leads to management adopting anti-union strategies, intensifying conflict, while the union mobilization needed for the union to have monopoly power may lead to anti-management views on the part of the workforce. Pay bargaining may have similar effects in the public sector where wage demands must be satisfied, along with competing claims for resources, from fixed budgets set by officials. On the other hand, unions can lead to improved employment relations through effective communication between management and employees and the resolution of employee grievances. Quits are lower where unions are present and where unions are stronger supporting the idea that effective union voice reduces employee exits and therefore contributes to stability in employment relationships. Diversity in the workforce is normally regarded as a positive for companies that manage it effectively as enhances customer relations, creativity, flexibility and innovation and development, however if not well managed, significant differences in ethnicity, race, religion, gender and other individual traits can produce negative effects. If you have...
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...Supporting Good Practice in Managing Employment Relations – 3MER 1.1 Describe 4 factors, 2 internal and 2 external, which impact on the employment relationship There are several external and internal factors that might impact on the employment relationship such as the following examples: External Factors: 1. Given the state of the recession and how it might have affected an organisation’s finances, this has a large impact on the employment relationship i.e. due to cuts there be maybe redundancies, therefore leading to loss of jobs. 2. Another external factor 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...
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...vital resource for any organization. It is responsible for each and every decision taken, each and every work done and each and every result. Employees should be managed properly and motivated by providing best of their abilities as per the industry standards. There are many activities in HR that the employee’s working in the HR department needs to partake in to support an organisation. Below are three that I have decided to focus on Recruitment and selection: When it comes to recruiting for an organisation, an HR employee has a lot to get involved in. They are the ones that arrange, or provide assistance in posting vacancies, developing and implementing recruitment strategies, identifying and selecting candidates, assuring all pre-employment requirements are met, and confirming job offers. Advertising the job role is something an HR employee has to do. They can advertise job roles in many different ways such as internal emails. Most companies start out emailing internal employees about current job vacancies incase another employee would like to apply for the role or a friend or family member would. This is cost effective as no money is spent on advertising publicly; therefore if they are working within a budget, this is a good way to save money. Advertising publicly can become an expense. If an HR employee does choose to advertise publicly such as in the local paper, then they will have to work on writing the advertisement and sending the advertisement to the local papers...
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...Unit 5 – Certificate of Human Resource Practice 1.1 - Describe the internal and external factors that impact on the employment relationship There are many factors that can impact on the employment relationship, both internal and external. External Factors - The availability of alternative jobs is a external factor of the labour market and can impact the employment relationship due to staff being head hunted by other companies, they know that they can easily find a new job should they not be enjoying their current job role. - The general economic climate is another external factor however it relates to the product market. This can affect the employment relationship as there will be a drop in demand of products should the economic climate be low resulting in less work, meaning redundancies may be made when there is less money coming in and organisations can no longer afford to keep all of their staff. However should there be a rise in demand of products due to the economic climate being strong then this will result in more work. - A positive external factor is social impact. Where by the retirement age is increasing each year, organisations area able to retain a older workforce resulting in a higher retention of specialised knowledge and skills. Internal Factors - The size of the organisation will impact on the employment relationship as the larger the organisation the greater room there is for career progression, however the smaller the organisation there...
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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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...Practice in Managing Employment Relations Assignment and Content Activity Investigate resources and write a guidance leaflet which covers key points of the areas detailed below. 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 * 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...
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...claims for managing diversity. Diversity itself remains an unclear concept. It is contextually specific and linked to demographic and socio-political features of the population and the workforce. Diversity is a selective concept in that some, but not all physical characteristics are incorporated into Managing Diversity programs (Moore 1999). Diversity also has invisible and hidden aspects that include culture and attitudes (Moore 1999). Managing Diversity programs in general mimic or reflect legislative programs that prohibit discrimination and encourage Equal Employment Opportunities within the workplace, and hence many Managing Diversity programs support such groups as women, ethnic minorities, older workers and people with a disability. There is a tension between diversity as a factor that generates forms of exclusion and inferior material outcomes in the labour market, and diversity as a factor that can be harnessed towards improving organisational performance. While diversity is embedded in worker difference and notions of equality and justice, the broader equity goals linked to Managing Diversity are not necessarily the terms by which Managing Diversity programs are assessed within the organisation. The Moral case has often been expressed in terms of Equal Opportunities, which has found manifestation in various pieces of legislation; the business case, instead, is often referred to in terms of managing diversity. However, it is hard to fully separate managing diversity...
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...terms, Employment relations is concerned with the theory and practice associated with the management and regulation of the employment relationship. In particular, it is concerned with the socio-political dimension of the employment relationship and the distribution of power between management and employees, the incidence and expression of conflict and the social and legislative regulatory framework within which the employment relationship exists. Employment relations is the contemporary term used to refer to what has traditionally been called ‘industrial relations’. As both an academic area of study and a set of organisational activities, industrial relations has traditionally referred to the management of the relationship between trade unions and management and associated processes including collective bargaining, negotiation and consultation and industrial conflict. The use of the term ‘employment relations’, rather than industrial relations, reflects a range of developments in the political, economic, social and legal context of the employment relation- ship that have taken place over the last three decades. The advent of new forms of employee management, such as HRM, alongside shifting industrial structures to a service-dominated economy, declining trade union power and influence, political antipathy towards the union movement, greater individu- alisation and flexibility in the management of labour and changing social attitudes have created a more diverse employment landscape...
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...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: ...
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...NEWMAN/PHOTOEDIT Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western c hapter 13 Employee Rights and Discipline objective objective objective 3 Identify and explain the privacy 4 Explain the process of responsibilities. employment at will, wrongful discharge, implied contract, and constructive discharge. rights of employees. establishing disciplinary policies, including the proper implementation of 5 objective objective 2 Explain the concepts of employee rights and employer 6 Differentiate between the objective objective 1 Explain the concepts of Discuss the meaning of 7 Identify the different types of objective After studying this chapter, you should be able to 8 Discuss the role of ethics in discipline and how to investigate a disciplinary problem. two approaches to disciplinary action. alternative dispute resolution procedures. the management of human resources. organizational rules. PART 5 Enhancing Employee-Management Relations Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western 549 550 PART 5 Enhancing Employee-Management Relations n this chapter we discuss employee rights, workplace privacy, and employee discipline. Managers note that these topics have a major influence on the activities of both employees and supervisors. Robert J. Deeny, an employment attorney, has stated...
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...To achieve equal opportunity in employment requires a mix of affirmative action legislation, anti-discrimination legislation and managing diversity approaches. Discuss. Equality is the complicated theory to explain because of the wide variety of meaning attached to concept. Depends on the article of Jewson and Mason’s (1986), they express the equality in liberal and radical approach. In the liberal view, equal opportunity, this exists when all individuals are freely able to compete for social rewards. As Webb (1977) said, the liberal approach which is according to a belief in the rights of the individual to universally possible standards of justice and citizenship. The emphasis is on the individual, for example job selection should be focus on the merit of individual which performs fairly. On the other hand, the radical approach is to achieve not only the equal opportunity, but also the equal outcome. Compare to liberal approach, the focus of the radical approach is not on individuals, but on groups. “The ideal of the radical approach is a situation where every workforce is representative of all the social groups available to it” (Kaler, 2001: 53). For instance, although individual who is the group representative, the principle of selection will not choose the merit alone. To conclude, equality can be theorized in liberal and radical approach. Regard to the complicated conception of equality, to get the equal opportunity in employment which also is a complex and huge progress...
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...impact Employee Relations has in the way in which HR operates in many departments. Human resource Management is department which most businesses use as a means of enabling people’s capabilities in order to achieve a critical competitive advantage that’s attained through a distinctive set of integrated employment policies, programmes and practices. (Bratton &Gold 2007).This essay will provide an in depth discussion of components and the key players involved in Employment Relations that are seen in organizations today, as well as the importance of the integration of other key HRM practices and the management of the organisation as a whole. As well as examining the key HR functions I will also analyse the key models, theories and concepts that have a direct impact on HRM such as the Fombrun, Harvard and Warwick models that are seen to be used in many different organisations today. Employee Relations is a collective term in the Human Resources function that includes employee engagement within the workplace, values the employees’ rights to be part of trade unions. It also sets in stone in most organisations the employment legislation as well as managing grievance and disciplinary actions. Employment Relations is regarded as a relatively new term as it has previously was known as industrial relations conversely it does not have the same standards and equality as Employment Relations has in the Human Relations workplace. “In order to survive, industrial relations needs to change its...
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...Millaniyage Dulan Chaturanga Perera 617809 Managing Employee Relations Assignment Research Essay Is the work of Unions still relevant? A trade union, as defined in the History of Trade Unionism is ‘ a continuous association of wageearners for the purpose of maintaining or improving the conditions of their working lives’.(Webb and Webb, 1911) Unions exist on the basis that they protect the wages and conditions for employees, making sure that they're protected from unemployment by obtaining a substantial degree of job security as well as supporting employees in disputes and claims against their employers.(Murphy, 2014) The relevance of unions may vary from place to place. Using reasoning and statistical day, we will aim to achieve some sort of clarity towards the complexity and variety of opinions that people have on the need for trade unions. Importance of Trade Unions Unions not only negotiate wages, they also have an impact on fringe benefits, labour productivity,work allocation, job security and employee participation practices.(OECD, 1991) There is also a spillover effect, through extension of agreements and employer responses to union environment where some of these benefits alter the employment terms of non union members.(OECD, 1991) A substantial amount of protective legislation supporting unemployment compensation, sickness insurance, employment protection along with occupational health and safety, is the outcome of work by trade unions. ...
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...of Administrative Sciences * Canadian Journal of Behavioural Science * Career Development International * Compensation and Benefits Review * Cross Cultural Management * International Journal of Cross-Cultural Management * European Journal of International Management * European Journal of Work and Organizational Psychology * European Management Journal * Gender, Work and Organization * Group and Organization Management * Human Relations * Human Resources Development Review * Human Resources Development International * Human Resource Management * Human Resource Management Journal * Human Resource Management Review * Human Resource Planning * International Journal of Cross Cultural Management * International Journal of Environment, Workplace and Employment * International Journal of Human Resources Development and Management * International Journal of Human Resources Management * International Journal of Intercultural Relations * International Journal of Manpower * International Journal of Psychology * International Journal of Selection and Assessment * International Journal of Training and Development * International Studies of Management and Organization * The Irish Journal of Management * Journal of Applied Psychology * Journal of Applied Social Psychology * Journal of Behavioral and Applied Management * Journal of Business and Psychology * Journal...
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...the same regardless of the size of your business. As the name indicates, the department exists to manage and assist the human element of the company. Since human capital is the most important asset of any organization, having an efficient and quality human resources department is key to the quality and success of the organization. Human resources functional activity supports strategic initiatives. Strategic planning drives functional or transactional processes. HR managers are capable of implementing strategy and carrying out activities that support their strategic plans. Typically, a human resources manager or director develops department strategy depending on the functional expertise of HR specialists. Generally, HR is the process of managing and motivating employees. Some roles of HR vary based on the organization, but there are a number of common functions that are constant. If HR is effective, employees across the company produce optimal results. The functional roles of any Human Resource department varies but the duties are key to the success of any organization. Recruitment and hiring the right people, putting them in the right positions for their abilities and skills is crucial to the success and efficiency of any organization. The human resources department plays a role in this process, as it recruits and interviews prospective employees and administers various ability or psychological tests. This role can be particularly important in a small business...
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