Essays on Managing Employment Relationship Assignment

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Managing Employment Relationship Difference between fair and unfair dismissals There are a number of differences between fair and unfair dismissal. Dismissal of an employee can be termed as either fair or unfair depending on the reason why and employer is dismissing an employee and the manner in which the dismissal is handled. For fair dismissals an employer must make sure that they have valid reasons for dismissing employees. Examples of valid reasons for dismissal include: low capacity; poor conduct; redundancy; and something that prevents an employee from being eligible for the job that they were doing.

A good example of a fair dismissal is a dismissal that involves an employee who needs a practical license, but losses it because of their poor conduct. A dismissal can be termed as an unfair one if the reason given for dismissal was not a real one and if the reasons given are not reasonable. A dismissal can also be termed as unfair if the reason given for the dismissal is something that is beyond human control. Any dismissal should not come abruptly. Employees have the rights of being given warnings or notifications before they actually get dismissed even if there is a valid reason for dismissal.

An unfair dismissal can also be termed as one that involved the humiliation of the employee that is being dismissed. An example of an unfair dismissal is when an employee is dismissed because they are pregnant. Benefits of exit interviews to employees and employers Employee: Importance: To an employee, an exit interview might be a good chance through which they can make peace with any of their colleagues that they might have had disagreements with while at an organization.

When a business organization carries out an exit interview employee can always feel that they are regarded and cared for by the organization. In a case where an employee was leaving for a reason that could be changed by the organization, an exit interview can be said to be a way through which they communicate what makes them uncomfortable for the final time. For an employee, an exit interview can be seen as a way through which he or she divulges information to the employer the reasons why they quit the employment. Employer: Importance: As for employers, exit interview can always be used to show that they care about their employees, even if they are about to leave the organization.

An employer can use the information collected during exit interviews to change their HR practices so that they can avoid losing more employees. An exit interview might also give organization information that might help them in changing their training and development activities for the sake of the employees who are remaining. An exit interview also gives an employer a chance to know whether there is a way through which they can stop the employee from leaving.

This is a very important factor, especially when the employee involved is very valuable to the organization. The information collected during exit interview can also be sued to improve an organization’s recruitment practices. The key stages to be followed in managing redundancies Key stage # 1(strategy stage): This stage usually involves training to handle the problem and also be able to control their emotional reactions to change. This stage also involves coming up with a clear strategy that will help in consulting, communication, and implementation during this process.

These strategies should be such as they support both the employees who are leaving and those who are remaining. Key stage # 2(reduction of redundancies): the second step involves reducing redundancies. Having some up with a plan, it is important to work on reducing the avenues for job cut thus avoiding the effects of redundancy. The approach chosen for this phase should be as open and honest as possible. Key stage # 3(Selection): the third phase involves selection of positions and individuals who will be affected by this process. Key stage # 4(announcement): the fourth stage involves making an announcement to the rest of the organization of the changes that the business organization plans to restructure and take actions regarding redundancy. Key stage #5(selecting an outplacing provider): the fifth stage involves selecting an outplacing provider so that they can cushion the employees that would be affected by the changes in the organization. Key stage #6(Stabilization): this stage aims at bringing a stabilizing effect to those that are indirectly affected by the changes that have been made.

This will help them to cope with their emotional reaction to the changes that they go through. Key stage #7(Evaluation): the final stage of the process is evaluating every part of the process and observing the effect that they have on the organization. This might help in coming up with a policy with which the organization can move forward.

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