Employment Relations

 


Managing employment relationship and the phycological contract and relating to employees. These are communicated through either trade unions, formal groups or individuals (Armstrong & Taylor, 2020).

It is basically concerned with managing and maintaining employment relationship.

Employment Relations Policies

According to Armstrong & Taylor (2020) there are four approaches to employment relations.

1.    Adversarial – organization makes the rules and employees are expected to fit in.

2.    Traditional- reasonably good relationship but management proposes, and employees reacted through representatives or just accept the proposals.

3.    Partnership – organization engage with employees view on executing the policies. However, retain right to manage.

4.    Power sharing – organization allow involvement of employees to make strategic decisions.


Armstrong & Taylor (2020) discuss following employee relation policy areas in their book,

1.    The employment relationship – what extent terms and conditions of employment shall be governed by individual and collective agreements.

2.    Trade union recognition – which trade unions to be deal with in the organization, giving the recognition or derecognition to trade unions.

3.    Collective bargaining – scope to be covered by collective bargaining

4.    Employment relations procedures – the scope of grievance handling and discipline.

5.    Partnership – up to which extent partnership approach to be used.

6.    Working arrangements – how management determine the working arrangement.

 

Management and trade unions work together for a common goal. They work on give and take basis. If management and trade unions does not have a mutual understanding neither would benefit (Armstrong & Taylor, 2020).


Some organizations operate without trade unions. They have offer attractive remuneration packages and benefits. These organizations have adopt in union substitution policy.



Figure 1: Dimension of employment relationship (Kessler & Undy, 1996)




References

Armstrong, M. & Taylor, S., 2020. Armstrong’s handbook of human resource management practice. London: Koganpage.

Kessler, S. & Undy, R., 1996. New Employement Relationship : Examining the psychological. London: IPM.

Sparrow, P., Hesketh, A., Hird, M. & Cooper, C., 2010. Introduction: performance-led HR. Leading HR.

Comments

  1. Dinithi4 September 2022 at 12:01

    For an organization to excel, employees must be reassured that self interest, not the company's, is their foremost priority. So good employee relationships motivate the employees to perform well.

    ReplyDelete
  2. Pramod's Blog4 September 2022 at 14:38

    This post explains much about employee relations

    ReplyDelete

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