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    What is Employee Relations

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    12 views22 pages

    What Is Employee Relations

    Uploaded by

    Marian Neagu

    Copyright:

    © All Rights Reserved
    Download as PDF or read online from Scribd
    Flag for inappropriate content
    of 22
    Change agenda WHAT IS EMPLOYEE RELATIONS? Introduction This Change Agenda summarises the changing nature of employee relations workin UK organisations. It is ‘based on a seres of interviews and discussions with HR cexecutves and leading UK organisations, and on recent research by leading academics in the fed The aim ofthe reports to + profile the dectine in formal industrial relations work in organisations + describe some of the current work that HR professionals carry out under the heading of employee relations + simulate debate about some key issues for HR professionals Union membershi and traditional union related personnel management work has declined enormously In the last 30 years, with no prospect of a sustained re-emergence, though the reregulation of employment ‘and the new Employee Information ane Consultation Regulations are pushing employee relations back up the management agenda, However, interest in the employment relationship and work for HR professionals has been reinvigorated by: + management philosophies of engagement, commitment, high involvement and empowerment evidence of continuing falings in this area and line management styles in practice + the growth of alternative communications vehicles and forums. ‘The work HR professionals cary out today in connection with employee engagement and the employment relationship includes: ‘managing the employment contract eg its legal basis, pay and conditions, discipline, absence, heath and safety + ensuring compliance with employment law eg redundancies, unfair cismissal, minimum wage, ‘working time, discrimination + irect communication through eg team briefings and employee surveys + promoting retention, involvement and engagement ‘through eg ‘partnershis’, teamwvorking and work Ie balance policies + the collective processes of negotiation and consultation, with and without trade unions. ‘The underlying theme of this report is that managing the employment relationship remains central to good HR practice. The emphasis of employee relations continues to shift rom institutions to elationships, bt employee relations ski and competencies are stil critical to achieving performance benefits. The focus now needs to be on gaining and retaining employee commitment and engagement. Invitation ‘The CIPD would wekome comments on any of the issues discussed in this Change Agenda, Comments should be addressed to Mike Emmott, Emaloyee Relations Adkiser (email emmott@cipd.co.uk} What is emalyee lations? 14 Part 1: An employer perspective CIPD research has underined the business significance of ‘good employee relations “+ Employee attitudes and commitment a strongly assocated with business performance, and managers see employee vice as contributing to performance via better employee contibutons and productivity gains The informal mate of involiement and consultation appears to be more strongly assodated with employee satisfacton and commitment than the collective -rachiney for negotiation and consultation. + Mechanisms in use for employee voice include two-way communication, project teams and joint consutaton, but there is growing interest in electronic mecia, altiude surveys ane partnership schemes. + The major constraints on employee voice are ck of skill and enthusiasm by managers and employees. +The psychologcal contract model, validated by successive employee ate surveys, suggests that HE practices strongly affect the way people feel about ‘ther work, Employees trust the organisation, their serse of beng fairly treated and the extent to which ‘they befove their employer has delvered on the implict deal besween them, affects their attitudes towards job satisfacton, commitment, wore balance and the state of employee relation. However relatively Iitle has been writen about the everyday management processes volved in managing ‘the contemporary relationship. Therefore, over the last couple of years, the CIPD has undertaken a series of interiews with senior HR professionals that were

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