Introduction (107 Words)Employee relations refer to practices and policies which are concerned with the regulation and management of employee-employer relations that lead to satisfactorily productivity, morale and motivation. Employee relations involve behaviour of two or more people, and the impacts of organization’s culture and rules, bureaucratic structures and external pressures and influences. Employee relations also encompass the overall approach of the organization to maintaining a productive, cohesive and positive work environment within the particular corporate culture and business model of the organization. Supporting and maintaining healthy employee relations within a firm is a prerequisite for the organizational success since strong employee relations contribute to employee satisfaction and high productivity. Activity A (558 Words)External factors that impact on the employment relationsTrade unions and employee laws are major external factors influencing employment relationships.
Employees who have joined trade unions are under protections from unfair dismissal from employers. This requires employers to be careful in the treatment of employers in terms working conditions in the organization and in the dismissal of employees. Before dismissal employees are required to give valid reasons for termination of work and also give a timely notice (Farnham, 310).
Employee laws cover all obligations and rights in the employee relations. It involves legal issues such as discrimination, taxation and wages, workplace safety and wrongful termination. Employee laws gives employees their basic rights in the workplace entailing right to fair compensation, privacy and freedom from discriminationInternal factors that impact on the employment relationshipsOrganizational culture and human resource practice are internal factors that influence employee relations. The senior management has the responsibility of providing policies, procedures and direction and to establish a positive corporate culture that reflects the efficiency, image, philosophy and profitability of the organization and this entails input from workers at every level of responsibility.
Employee relations and performance is influenced by the organizational culture embraced by the employer. If employees agree with the organization’s preferred culture, they act accordingly. Nevertheless, if the organizational focus of the employer is opposed to the personality of employees or their professional goals, they might resist conforming to the particular culture as they perceive it. Human resource policies clearly communicate the employees and employers expectations and their compliance with applicable regulations and laws.
Employee relations encompass operational processes which implement the employer’s policy or philosophical approach to employment. Rapid shifts in work place such as explosion of information technology, rising skills needs for low level jobs, reduced management layers and an increase in diverse labor pool has altered human resource policies and the subsequent anticipations of employees in regard to employee relations and employment policies (Palmer, 240). Types of employment statusThe three main types of employment status are worker, employee and self employed. Every employment status has diverse legal rights, and defines responsibilities and rights one have at work.
Workers are defined more broadly than employees and are diverse from self employed. Status of workers entails persons working under a wide range of range of contracts. All employees are workers, but they have a wide range of employment responsibilities and rights than workers.