BAIBHAB MAHAPATRA
DEAKIN STUDENT ID: 214311899
LECTURER: JOHN MOLINEUX
Word Count: 3483 (excluding cover page, tables/figures, references and appendices)
INTRODUCTION:
In earlier days, Employee Relations, or Industrial Relations as it was known then, was largely concerned with the management and worker relationship and the role of regulator mechanism in order to resolve any industrial dispute that arose. K.Aswathappa defines that IR was “ … concerned with the systems rules and procedures used by unions and employers to determine the reward for effort and other conditions of employment, to protect the interests of the employed and their employers, and to regulate the ways in which employers treat their employees.”(K.Aswathappa, 1999).
In 1970s, much of the research on IR found that most IR theories and procedures were outdated. With developments in industry and labour markets, theoretical concerns made researchers focus on employment relationships more than bargaining relationships. The changing economic, political and legal context in that period helped accelerate the research on the new theory. The changes that occurred with the shift from IR to employment relationships dealt with all types of employee issues both in unionized and non-unionized workspaces.
In order to enhance the performance of their human capital, organizations must ensure that their workforce functions to its full potential and stays committed to the organization, i.e. organizations must encourage their employees to participate actively in the functioning of the organization. (Baumruk, 2004).
Active participation of employees has become a critical ingredient for the successes of modern businesses. Businesses have realized that apart from a strong brand, they also need their workforce to go that extra mile in order to increase growth and productivity. This has made employee engagement a top priority for organizations which are increasingly turning to HR in order to form an action strategy to enhance employee motivation (Harter, 2002).
Motivated employees are emotionally and intellectually attached to the organization and exhibit greater levels of involvement and commitment hence improve productivity in the organization and ultimately have a positive impact on business results (Hewitt, 2013).
LITERATURE REVIEW:
Employment relations—which for most of the 20th century was called industrial relations, is a multidisciplinary field studying all aspects of work and the employment relationship (Ackers and Wilkinson, 2003; Budd, 2005; Kaufman, 2004).
Employee Relations mostly concerns issues relating to employment, unemployment and self-employment. They stress on the interests of individual employees, groups of employees, the organizations and the state. Employee Relations also addresses issues relating to how the interests of all parties involved are represented and how individual or group of employees promote and manage their interests and how effectively do they participate within an organization. They also help regulate and manage conflict between various groups with different interests within an organization by encouraging team building exercises. (Rasmussen and Lamm, 2002).
Work or the lack of it is a significant part of an individual’s life. This is why the working conditions, job status, rewards and perks associated with the job and relationships with co-workers have a significant impact on individuals. It affects how much an individual is satisfied with his job and how motivated he is to engage and innovate in his job. Any employee in a good state of mind is an asset to the company. Such an employee actively participates and is highly motivated which helps in increasing organizational productivity. One of the most frequent definitions of employee participation is the emotional and intellectual commitment an employee has towards the organization
Employee Relations Dr. Harold Griffin HSA 530: Health Services Human Resource Management February 23, 2012 Introduction Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale (Hopkins & Hampton, 1995). Essentially, employee relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations. This paper will…
Proposed changes to employment law Launch date National Minimum Wage increase £6.50 for workers 21 and over £5.13 for workers 18-20 yrs £3.79 for 16-17 yrs olds £2.73 for apprentices under 19 or 19 and over who are in the first year of apprenticeship 1 October 2014 Right to time off for antenatal appointments Under the new shared parental leave it is proposed to allow the husband, civil partner or partner of the pregnant women the right to unpaid time off to attend up to 2 ante-natal…
``Looking out of the black-hole'' Non-union relations in an SME Tony Dundon, Irena Grugulis ``Looking out of the black-hole'' 251 Manchester School of Management, UMIST, Manchester, UK, and Adrian Wilkinson Loughborough University Business School, Loughborough, UK Keywords Employee relations, Management styles, Small firms, Trade unions Abstract Using a single case study approach this paper provides empirical evidence about managerial practices in a small, non-unionised firm…
SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS GUIDANCE LEAFLET 1. The impact of employment law at the start of the employment relationship 1.1. 2 internal and 2 external factors that impact on the employment relationship A number of factors can have an impact on the relationship between employees and employers which can be identified as internal and external factors. • Internal factors include: o Pay and Rewards – pay and rewards attract, motivate and retain staff…
Identifying Talent through Performance Appraisals, Skills Inventories and Replacement Charts External recruiting: Advertisements, Walk-Ins and Unsolicited Applications and Résumés, The Internet, Social Networking, and Mobile Recruiting, Job Fairs, Employee Referrals, Re-recruiting, Executive Search Firms, Educational Institutions Reliability: The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures Four types of employment tests:…
of the responsibilities of a human resource manager would be employee relations, recruitment, training and development, retention, and compensation and benefits. Even though there are many aspects of the human resource role, the primary responsibility should be employee relations. One part of the employee relations category is to be an advocate for the individual by protecting his or her rights as an employee. The employee relations aspect of human resources is responsible for investigating and…
Employment Relations Act 2000. Over the course of the last century, the employment law has favoured strongly between providing significant protections for employees to greater power for employers. This made the employment law to be known as the “political football”. Under New Zealand's Employment Relations Act 2000, the employment law anchor is reasonably balanced to the centre, although in certain aspects, that anchor rests slightly on the employees' side of the line. The Employment Relations Act 2000…
networking sites. Human relations departments are currently facing a very gray line when it comes to social networking in the workplace. Companies need to implement social media policies with specific language and then educate the employees on the policies. The New York Times recently published an article that looked at both sides of social media in the workplace. According to the article, “the National Labor Relations Board has accused a company of illegally firing an employee after she criticized…
[pic] HBH324N Managing Workplace Relations Sem 1, 2013 Individual Essay Question 8 Section 20, Industrial Relations Act 1967 protects workmen in Malaysia from unfair dismissal. To what extent do you agree? Support your arguments with relevant recent cases. Wilson Ung Yu Siong 4225503 Lecturer & Tutor: Dr. Balakrishnan Muniapan Abstract This paper will be offering an overview of rights of an employee while encountering unfair dismissal by the company within the…
Part 1 Introduction to Employee Relations: Armstrong (2009) suggests that employee relations are concerned with managing and maintaining the relations between two parties, the employees and the management. Bratton and Gold (2007) argue that the relationship is rather in between organised labour and the management. The term organised labour refers to a group of employees which may be supported by trade unions (defined below) that aims to, according to Bratton and Gold (2007), maximise the rewards…