...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
...While the origins of the thought of ‘the psychological contract’ are typically traced to the 1960s, the idea gained widespread exchange among the academic and analysis fields of organizational psychology, organizational behavior and HRM among the 1990s following the publication of a key article, then a book, by Rousseau (1989, 1995) that excited renewed interest among the set up. The idea is presently also popular in professional circles. Its contemporary quality with human resource professionals is sometimes suggested by a 2002 United Kingdom survey that found that 365 days of HUMAN RESOURCE Managers used the thought ‘to manage the use relationship’ that 90th agreed that it had been ‘a useful concept’ (D. Guest & N. Conway, 2002)Despite its quality in every academic and idea circles, the construct stays controversial for several reasons: questions stay on the precise which implies of the idea, its theoretical and sensible utility and its philosophic and political usage in organizations. This summary seeks to introduce the thought by: defining psychological contract, distinctive what's unremarkably thought to be contained in one, explaining the various kinds of psychological contract, explaining why the idea is thus popular and highlight some potential problems with the concept. While there is no one universally accepted definition of the psychological contract, most definitions tend to determine it as a result of the implicit understanding of the mutual obligations owed...
Words: 1732 - Pages: 7
...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
...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...
Words: 3600 - Pages: 15
...The Employment Relationship Employment is a contract between two parties, one being the employer and the other being the employee. An employee may be defined as: “A person in the service of another under any contract of hire, express or implied, oral or written, where the employer has the power or right to control and direct the employee in the material details of how the work is to be performed.”[1] At the start of the employment relationship there are several different internal and external factors that impact on the employment relationship. Two internal factors are: 1) Collective agreements between an employer and recognised trade union Collective agreements can be an important factor in determining and influencing an individual employee’s terms and conditions of employment. An employer who, for example, has agreed to negotiate with a union the terms and conditions of employment for particular grades of staff will apply the relevant provisions of the collective agreement to staff in that grade, irrespective of whether they are union members or not. In law, the terms of the collective agreement that are relevant to an individual employee will then be incorporated into that person’s contract of employment. Consequently, their pay, working time, holidays etc will derive from the collective agreement.[2] 2) Custom and practice In any organisation there are often ways of working, which are not written down and have evolved over a period of...
Words: 3139 - Pages: 13
...The Employment Relationship Employment is a contract between two parties, one being the employer and the other being the employee. An employee may be defined as: “A person in the service of another under any contract of hire, express or implied, oral or written, where the employer has the power or right to control and direct the employee in the material details of how the work is to be performed.”[1] At the start of the employment relationship there are several different internal and external factors that impact on the employment relationship. Two internal factors are: 1) Collective agreements between an employer and recognised trade union Collective agreements can be an important factor in determining and influencing an individual employee’s terms and conditions of employment. An employer who, for example, has agreed to negotiate with a union the terms and conditions of employment for particular grades of staff will apply the relevant provisions of the collective agreement to staff in that grade, irrespective of whether they are union members or not. In law, the terms of the collective agreement that are relevant to an individual employee will then be incorporated into that person’s contract of employment. Consequently, their pay, working time, holidays etc will derive from the collective agreement.[2] 2) Custom and practice In any organisation there are often ways of working, which are not written down and have evolved over a period of...
Words: 3139 - Pages: 13
...Case Study 5.2: Motivating Staff when the money is tight Question 2 If Claire Pignataro and some other recruits earn less pay than people in other industries, to what extent would the attraction and retention initiatives described in this case study reduce feelings of inequity? Raising motivation levels and ensuring commitment are two of the key success factors when managing people at work. Increasingly managers, whether consciously or not, are turning to the psychological contract as a way to retain and motivate key staff. It was a useful tool when managing and recruiting staff. It is basically the unspoken contract between the organization and the job holder. It encapsulates the expectations of both sides as to what each expects the employment contract to deliver. Although informal and often unspoken of directly, the matching of expectations at this level will often lead to an increased sense of happiness among employees as well as delivering real results. A psychological contract is defined as the `mutual beliefs, perceptions and informal obligations between an employer and employee' It can be distinguished from the legal employment contract in that it is the perception of both parties, the employee and employer, of what their mutual obligations are towards each others. It can be more influential than the formal written contract in affecting how employees behave from day to day, their motivations and their commitment to the organization. The psychological contract...
Words: 1018 - Pages: 5
...Optional Unit - 3MER = 6 credits - 2000 words On final submission please enter your total word count (excluding bibliography): [pic] Learning Outcome 1: Understand the impact of employment law at the start of the employment relationship. |Assessment Criteria | |Describe the internal and external factors that impact on the employment relationship. | |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 | | ...
Words: 5578 - Pages: 23
...1 LITERATURE REVIEW ABSTRACT The economic recession that hit the world in 2007 resulted in global downsizing in many prestige organizations and its effects of workers productivity. This literature reviews focuses on affective organizational commitment among survivors of organizational restructuring and downsizing. It focused on middle level managers and employees in supervisory positions because survivors of this group are often called upon to assume expanded roles, functions and responsibilities in a post restructuring and downsizing environment. This paper also explores the impact of recession for those still in employment by looking at a key indicator of employee wellbeing, work pressure staff reductions and company reorganization both increase work pressure, as does current job insecurity. Other job changes, like large pay cuts, increases in responsibility, autonomy and monitoring also increase work pressure. Keywords: Recession, downsizing, layoffs, economic downturns, organizational behavior, commitment, motivation, loss and grief, leaders, employees, stakeholders. 2 INTRODUCTION The great recession of 2007 started on the month of December. National Bureau of Economic Research (NBER), the prestigious private research institute declared it officially. The government of US acknowledged the NBER's declaration, aware of the downfall since August 2007; the White House did not change its course on coping with the financial crisis. This was the third longest...
Words: 3597 - Pages: 15
...Resource Management Approach 1a Distinguish between ‘Personnel Management’ And ‘Human Resource Management Approaches Outline the advantages and disadvantages of each approach 1b Identify which of the Approaches (HRM or Personnel Management) your chosen organization currently adopts Discuss how the chosen organizations approach to managing people over the recent years Task 2 Recruitment and Selection 2a Outline the HR planning process undertaken by your chosen organization Discuss how this compares to the ‘theory’ of HR planning as identified in the HR Planning lesson of the RDI study materials 2b Compare and contrast the recruitment and selection of two organizations operating in different industries – one organization should be your chosen organization as identified in Q1 plus another organization of your choice Task 3 Monitoring and Rewarding Employees 3a Explain how your chosen organization measures the performance of its employees 3b Give details of the systems in place within your chosen organization to reward employees Evaluate the success of these methods in motivating employees Task 4 Employment Exit Procedures 4a Describe the different circumstances under which...
Words: 4884 - Pages: 20
...Unit 29: Assignment Explain the contribution of complementary psychological theories to the understanding of two specific behaviours Case study -Addiction Ben is a 22 year old and works as a photographer. He drinks a lot and goes to parties every single weekend with his friends. Ben has also started using heroin and became addicted to it while trying it out because of his friends. He grew up with his mum and had tough childhood as his mum is a single mum and also was addicted to alcohol. He grew up being exposed to alcohol ever since he was a child and he thinks that drinking alcohol excessively is normal. However, Ben got to the point that he no longer can live without alcohol and heroin and it started to affect his job and his daily life. Case study - Depression Hannah is a 16 years old girl and she has just managed to finish her high school and is hoping to get into college. She has been experiencing symptoms of depression ever since the age of 13. It has affected her daily life and it had interfered with her studies as she found it hard to go to school and she isolated herself a lot. Hannah didn't like herself and she constantly worried about her future and the world. She had low self-esteem and felt that she was worthless all the time and that feeling did not go away for months. Her family didn't know that it was depression until she was properly diagnosed by a psychiatrist. She now takes medication and it helps a lot with her negative and suicidal thoughts...
Words: 982 - Pages: 4
...BUSINESS COMMUNICATION PRESENTATION WRITE-UP 1. Discussions within the group The points which were discussed with the class have been omitted from this section and have been included in the next section to avoid redundancy of the content. What B-Schools teach which they shouldn’t? The increasing levels of competition among the students leads to the creation of a Superiority complex among few individuals who tend to become dominating at times, which greatly hampers the group dynamics and morale of others. There is an overdose of curriculum within a stipulated time period hampering the understanding of the subjects. This necessitates the system to be more flexible in allowing the students to choose among the subjects as per their preference. Focus should be to understand whatever one studies rather than getting overburdened with more number of subjects. What B-Schools don’t teach which they should? Organizational Commitment: It is the individual's psychological attachment to the organization. The level of Organizational Commitment an individual has reflects in his job performance in the organization. B-schools today have become a means of getting a fat paycheck at the end of the two years without being able to foster a sense of belongingness towards the institute. It wouldn’t be surprising to know that many MBA students today would not be aware of their B-School’s Mission, Vision and Values. This needs to be given importance so that the student understands and reflects...
Words: 1832 - Pages: 8
...Introduction Everyone who has ever held a job has, at some point, felt the pressure of work-related stress. Any job can have stressful elements, even if you love what you do. In the short-term, you may experience pressure to meet a deadline or to fulfill a challenging obligation. But when work stress becomes chronic, it can be overwhelming — and harmful to both physical and emotional health. Job stress comes in different forms and affects human mind and body in different ways. Small things can make feeling stressed, such as a copy machine that never seems to work when anyone need it or phones that won't quit ringing. Major stress comes from having too much or not enough work or doing work that doesn't satisfy him. Conflicts with boss, coworkers, or customers are other major causes of job stress. It's normal to have some stress. Stress releases hormones that speed up human heart, making breathe faster, and giving a burst of energy. Stress can be useful when anyone need to focus on or finish a big project. But too much stress or being under stress for too long isn't good for health. Constant stress can make anyone likely to get sick more often. It can make chronic pain worse and can also lead to long-term health problems such as heart diseases, back problems, and depression. Looking for these signs of job stress: * Headaches * Trouble sleeping * Problems concentrating * Short temper * Upset stomach * Job dissatisfaction and low morale Definition of...
Words: 1735 - Pages: 7
...commitment to its workforce. Hence, the introduction of Enterprise Resource Planning soft wares frequently referred to as (ERP’s) which forms the basis of decision-making processes within a company (Akkermans A. Helden K 35). These kind of information systems permits amalgamation of all manufacturing and related applications for an entire enterprise (Violet 301). The introduction of ERP in company per se is not a problem; the problem lies in its implementation and integration with the old system. A botched up ERP implementation process may cost a company great losses in terms of revenues and time. This paper will endeavor to bring into limelight the best practices in ERP implementation process, issues will be elaborated using real case study whereby a COSMOS ERP of OSM suite called COSbatch was used. Avery Berkel is a multi national manufacturing company, its hub is in the United Kingdom but it has sixteen (16) subsidiary companies across the globe. “Its world-class products range from retail scales and supermarket systems, to sensitive scientific balances, industrial weighing platforms and vehicle weighbridge solutions, as well as food slicers” (Abdinnour H, Lengnick H 250). As years elapsed the company expanded, the systems in place could not cope with the excessive backlog of work, competition was encroaching, transaction processing like such as inventory, stock control and replenishment, could not be tackled fast enough; this restrained the company from growing...
Words: 1079 - Pages: 5
...ETHICS IN HUMAN RESOURCE MANAGEMENT QUESTION Identify any ethical issues most likely to take place in the function of HRM in an organization Introduction The term ‘organizational justice’ refers to the extent to which employees perceive workplace procedures, interactions and outcomes to be fair in nature. These perceptions can influence attitudes and behavior for good or ill, in turn having a positive or negative impact on employee performance and the organization’s success. The concept of organizational justice extends traditional models of work behaviour that tend to conceptualize job demands, job control and social support as the main factors determining individual well-being and productivity. ‘Fairness’ is a largely subjective construct, which captures more basic elements of the social structure in which these other characteristics operate. Often the notion of organizational justice will only become relevant and tangible when a violation of said justice occurs. Examples of perceived injustices within an organization might include: • unequal pay for men and women doing the same job • performance reviews being conducted by someone with whom the employee has had little previous contact • the use of personality inventories to select new staff • arbitrary dismissals. Work psychologists have highlighted three distinct, though overlapping, types of organizational justice: distributive, procedural, and interactional. Each will be briefly described...
Words: 4413 - Pages: 18
