Employment Relations for Organisational Effectiveness
Table of Contents
2.1 Theories of Employment Relations. 4
2.2 Concepts of Employment Relations. 6
2.2.1 Collective Bargaining. 6
3.0 Actors of Employment Relations. 8
4.0 Role of Employment Laws in Workplace Relations. 11
4.1 Flexible Working Arrangements. 11
4.3 Provision of Termination Notice. 12
5.0 Analysis and Evaluation. 13
1.0 Introduction
The ‘Employee Relations’ define a relations between the workforce and management. Such relations can be also defined as ‘Industrial Relations’. In this regard, it can be stated that an organization should establish strong employment relationships, with an aim of mitigating it business associated challenges (Stewart et al., 2017). At the same time, it can be mentioned that failure of maintaining successful employee relations also may lead an organization towards failure by reducing the performance of the employees and workforce. According to the viewpoint of Sohal and Venkatesan (2016), an organization should pay greater attention towards its employee relations associated aspects; otherwise it may hamper the operations of the firm through creating confusion and conflict between the workforce and management.
At the same time, it can be defined that through concentrating on employee relations an organization may effectively meet the increasing needs and expectations of the workforce, whereas failure to do so may lead psychological as well as behavioral issues amid the workforce, which can causes future threat for the firm (Khoreva et al., 2017). In this regard, it can be defined that the nature of the employment relationship can be termed as constitutes of quality employee and management relations, which can help an organization to deal with its critical situations in an easier manner (Cascio and Boudreau, 2016). In this context, it can be argued that through concentrating on human resource management policies and regulations and by development of adequate structure and hierarchy within an organization, it is possible for a business firm to maintain the notion of an industrial relations system.
(I.C. RDS 3237)