Unit 20 Employee Relations Assignment Sample – BTEC-HND-LEVEL 4

Employee relation is the bond formed between the laborers that ease the achievement of organizational goals. Management of a company needs to ensure positive relationships between employees to create a progressive working environment.

This unit aims to develop an understanding of how employee relations affect stakeholders that form the external and internal resources of an organization.

Students will be able to assess the positive outcomes of employee relations that support effective conflict resolution intervention. This unit develops skills needed to understand the theories, models, and processes of employee relations.

In addition, this unit assesses the ability of a student to select, apply and evaluate the employee relation practices in an organization. At the end of the unit, students should have an understanding of how to manage a diverse workforce, employee engagement, and employee voice.

Assignment solutions of Unit 20 Employee Relations assignment sample

Employee relations aim at gaining commitment to accomplish the company’s business goals and objectives in diverse situations. It’s all about gaining acceptance of organizational changes. It includes:

• Private, public, and non-profit companies
• Non-unionized and unionized organizations
• Manufacturing and service-based companies
• Large, medium, and small-scale businesses

Employee relations refer to improving the work-related bonding between employer and employee that contributes towards increased productivity, and motivation level of the workers. It aims at reducing losses and issues associated with work in which employees fail to get a solution themselves.

• Unitarian: It is a management principle that assumes that a company’s staff members come with a common purpose. It’s implicit in the American model of HR management. HR managers assume that individuals working in an organization whether low-level employees or managers share the same purpose and work together synchronously. From this perspective, conflicting objectives appear dysfunctional and negative.
• Unitarian: Company Managers tend to motivate employees by projecting their objectives into the employees, and expect them to follow their instructions. By working together with mutual goals, managers appreciate employees and appreciate them for performing well.
• Pluralism: It depicts the situation when a couple of ruling principles exist within a business. The pluralistic approach of employee relations believes that conflict is unavoidable, but resistible through organizational arrangements. It feels that the workplace is a microcosm of society.
• Pluralism: As per this employee relation approach, the company’s employees elect their team leaders who allow them to take decisions independently. As managers and employees get driven by two distinct goals, conflict becomes inevitable in the workplace.

P1: Analyze the value and importance of employee relations in a wide organizational context

Employee relations play an important role in ensuring that employees are satisfied with their work and are able to work together effectively. A strong employee relations program can help to create a positive work environment and improve communication between employees and management. Additionally, a well-run employee relations program can help to prevent or resolve conflict within the workplace.

There are a number of different ways in which employee relations can be improved. One way is by increasing communication between employees and management. This can be done through regular meetings, training sessions, or other forums in which employees and management can interact. Additionally, it is important to make sure that employees feel like their voices are being heard. This can be done by allowing employees to participate in decision-making processes, or by creating an open-door policy in which employees can bring their concerns directly to management.

Another way to improve employee relations is by providing employees with opportunities to grow and develop within the organization. This can be done through training and development programs, or by offering employees positions of responsibility within the company. Additionally, it is important to create a work environment that is conducive to employee satisfaction. This can be done by offering employees flexible work hours, or by providing them with amenities such as on-site childcare or transportation assistance.

Finally, it is important to remember that employee relations are not just about resolving conflicts. It is also important to build relationships between employees and management. This can be done by creating social events or networking opportunities for employees, or by participating in community service projects together. By building strong relationships, employees and management will be more likely to trust and respect one another, which can lead to a more positive work environment overall.

P2: Explain the fundamentals of employment law that apply to the organizational context

Employment law comes into play long before management hires someone. Whether it’s a business owner or manager or supervisor of an organization, one needs to know the basics of employment law. By learning the fundamentals of employment law, one minimizes the chances of litigation.

A savvy and successful business manager or owner should know the following:

• How to design job descriptions or advertisements
• Proper techniques of evaluating or screening potential candidates
• Questions that one should avoid asking during the interviewing process
• How to avoid charges of character defamation or privacy invasion
• Federal and private laws that regulate employment
• He knows that checking records or references might eliminate employment risks and issues.
• Immigration law applies to all employee conditions

Employers should abide by employment laws

What employers believe is that as long as they have clear intentions, they remain protected against lawsuits. It might have been the situation 50 years ago. Contemporary employers get driven by a plethora of federal and state regulations when managing employees.

The foremost thing that employers should know is that employment itself is an economic relationship. Employers require competent and dependable support to grow a business.

Job description or Advertisements

To find out the best applicants for a vacant post, employees need to write a proper description for the job that ought to get done. The job description should include the following information:

• Purpose of the job, and skills that an employee should have to perform the job.
• Additional responsibilities that employees should perform time and again. However there is a word of caution, as the responsibilities are reluctant, the employer might be unfairly incapacitating the individual.
• The job description should include the special skills required to perform a job including handling a piece of heavy machinery, or a specific programming language.

Since the 1990 act of disability, employers are requested not to discriminate or disqualify an individual based on his disability. An employer should consider 3 things when matching the Criteria and the applicant’s ability to perform the job.

• Employers should not disqualify applicants with limitations from employment consideration because of their ability to perform marginal or non-essential Job functions.
• Selection criteria that are eliminating in nature are job-related and essential for a business to run.
• Employers need to make necessary arrangements for disabling employees if they get selected for the job role.

Immigration law

Federal law prohibits employers from hiring undocumented aliens. At the time of hiring an employee, employers need to make them fill in an I-9 form. It allows the employers to check the social security number of the employees to verify their identities and capacity to work.

Employers need to keep the form for 3 years, or one year after the employee leaves the job. They should get prepared to display the form to the UK immigration or labor officials department.

Civil rights law requires employers to keep the resumes of employees to avoid charges of inequality or following unfair hiring practices. You can keep the reviews for a year or as long as you want. You can keep an active status; it’s advisable to keep the resumes for an equal period.

D1: Mechanisms of employee relationship management

HR management is not devoid of risks and challenges. Personality traits, abilities, attitude, actions, these factors can’t be separated and affect employee relations. Workplace relations are an integral part of employee engagement and increased productivity. A social support system is important for the success of individuals, and that’s the same for the work environment too.

Here is how you can improve employee relations

• Develop an organizational culture based on honesty and trust.
• Give opportunities for individuals to connect and communicate
• Work in small, dynamic groups
• Incorporate at least one communication media
• Motivate them to give and receive feedback

Way to work

Depending on your individual and group values, responsibilities, and objectives, you need to plan your working procedure. It requires you to keep a track of employee progress, and how does she transmit that to other team members. You ought to be in sync with your employees; otherwise, it might lead to conflicts, arguments, resentment, or lack of coordination.

P3: Explain the rights and responsibilities that the employer has within the workplace

There are a number of rights and responsibilities that employers have within the workplace. Some of these include the following:

Safe Environment

Employers are responsible for providing a safe and healthy work environment for employees. This includes ensuring that the workplace is free from hazards, providing proper training and safety equipment, and following all safety regulations.

Wages

Employers must pay employees the wages they have earned. This includes paying for overtime, holidays, and vacation time. Employees should be paid on time and in the manner agreed upon by both the employer and employee.

Discrimination

Employers cannot discriminate against employees based on race, religion, gender, age, or national origin. Employees should be treated equally and fairly in all aspects of the employment relationship.

Privacy

Employers must respect the privacy of their employees. This includes keeping personal information confidential and only using it for legitimate business purposes.

Working Hours

Employers must provide employees with reasonable working hours. Employees should not be required to work excessive hours and should be given breaks as needed.

These are just a few of the rights and responsibilities that employers have within the workplace. Employers must comply with all applicable laws and regulations, as well as their own internal policies and procedures.

Conclusion

This report talks about different dimensions of employee relations. Human resource management emphasizes improving employee relations to reduce conflicts and maximize productivity. Management needs to access these practices before incorporating them into the HRM practices. This unit explains the role played by the trade union in conveying employment issues to management. It states that transparency in communication reduces the odds of misinterpretations and conflicts within an organization.

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