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Explain the procedures an organisation should follow when dealing with different conflict situations

  • Understand the concept of employee participation and involvement
  • Understand collective bargaining negotiation processes

 

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SKU: Em009(1)

Scenario

Choose an organisation of your choice and follow the instructions below:

Employee relations means the relationship between an employee and employer, and this is largely controlled by legislation and is being revised and updated continuously. You have been newly appointed as an HR assistant for your HR manager. Currently you are shadowing your HR manager and thus you have been advised by your HR manager for any of your chosen company, to investigate how cooperation between employers and employees leads to the development of good working relations against a changing background by analysing the most up-to-date employment legislation and how employment involvement techniques affect human resource management.

 

Task 1

The term ‘employee relations’ has replaced that of ‘industrial relations’. Industrial relations are generally recognised as relations between an employer and a collective workforce, typically through a recognised union.

 

 LO1. Understand the context of employee relations against a changing background

Explain the unitary and pluralistic frames of reference (AC 1.1) Assess how changes in trade unionism have affected employee relations (AC 1.2). It is vitally important for every successful organisation that the relationship between an employee and employer, and this is largely controlled by legislation and is being revised and updated continuously. Hence, explain the role of the main players in employee relations. (AC 1.3).

 

Task 2

The success of a business often relies on its relationships with its employees. It is important that organisations are aware of change and keep up to date with developments in dispute procedures in relation to employment law. Proactive HR managers investigate and explore different types of industrial conflict and the procedures for resolving this.

LO2. Understand the nature of industrial conflict and its resolution

Explain the procedures an organisation should follow when dealing with different conflict situations (AC 2.1) and the key features of employee relations in a selected conflict situation (AC 2.2). You are also required to evaluate the effectiveness of procedures used in a selected conflict situation (AC 2.3).

 

Task 3

It is important that organisations have procedures in place for collective bargaining, and managers examine how these procedures are managed and implemented properly to avoid disputes.

LO3. Understand collective bargaining and negotiation processes.

It is important that organisations have procedures in place for collective bargaining, and managers examine how these procedures are managed and implemented properly to avoid disputes. Explain the role of negotiation in collective bargaining (AC 3.1) and assess the impact of negotiation strategy for a situation that you might have highlighted for your chosen organisation (AC 3.2).

 

Task 4

Legislation and EU directives play a major role in employee relations in organisations. It is important that organisations have procedures in place for collective bargaining, and HR Managers examine how these procedures are managed and implemented properly to avoid disputes.

LO4. Understand the concept of employee participation and involvement

Assess the influence of the EU on industrial democracy in the UK (AC 4.1) and compare methods to be used to gain employee participation and involvement in the decision-making process in organisations (AC 4.2). It is important to know the most up-to-date employment legislation and investigate how employment involvement techniques affect human resource management. Hence, assess the impact of human resource management on employee relations (AC 4.3).

 

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