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HRM - Employee Relations Slides
 

HRM - Employee Relations Slides

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    HRM - Employee Relations Slides HRM - Employee Relations Slides Presentation Transcript

    • Employers’ Associations
      • Represent the views and interests of companies within one sector or industry.
      • Financed by subscriptions from members.
      • E.g. Newspaper Society, Engineering Employers Association, Meat Marketing Board
    • Employers’ Associations
      • Provide a range of services
      • Try to influence government e.g. taxes, employment law
      • Produce both product and market research for members
      • Public relations voice for industry (e.g. BSE crisis)
      • Can provide negotiating team for pay, working conditions etc.
    • TRADE UNIONS
      • Individual employees have very little power.
      • A group of workers who join together to further their own interests:
      • Obtaining satisfactory pay
      • Ensuring satisfactory working conditions (no of hours, breaks)
      • Negotiating bonuses
      • Obtaining job security
    • LARGE UNIONS
      • Unison
      • Representing local govt employees, health, utilities, 1.3m members
      • The Transport and General Workers Union (TGWU)
      • Represent people working in a range of different occupations and industries in the public and private sector
          • Represents all trade unions.
          • Provides information and advice to its members
          • Membership starting to increase again
          • Involved in research into employment rights, health and safety, working conditions
          • CBI (Confederation of British Industry) represents employers
      TRADE UNION CONGRESS (TUC)
    • SINGLE UNION AGREEMENTS
      • One union represents all workers in an organisation
      • This system saves time and money and there is less likely to be conflict.
    • Question
      • Describe the role of Trade Unions in supporting employees and employers when disputes occur in the workplace.
      • (3 marks)
      • (2006 Higher Bus Man)
    • Solution
      • Trade Unions
      • Represents employees with regard to wage negotiations, conditions of service, dismissal, redundancy and other work-related matters.
      • Undertake collective bargaining on behalf of employees.
      • Have greater negotiation power than individuals.
      • Offer employers advice in work-related matters.
      • Involvement with Industrial Tribunal.
    • Professional Associations
      • Represent ‘professional’ occupations
      • Doctors – British Medical Association
      • Police – Police Federation
      • Footballers – Professional Footballers Association
      • Represent members in bargaining for pay and improved terms and conditions
    • Employee relations processes
      • NEGOTIATION – discussing, agreeing and implementing changes
      • CONSULTATION – by law employees have to be consulted, however may only involve “telling”
      • ARBITRATION – a third party is called upon to make a decision, eg ACAS, where the employer and employees are in dispute
    • Employee relations policies
      • Contract of Employment Terms and conditions
      • Procedures/Policies for dealing with staff complaints,the disciplining of staff, redundancy procedures and redundancy payment
      • Involvement of staff in decision making
      • Trade union recognition
      • Collective bargaining
    • COLLECTIVE BARGAINING
      • This is the process of a group representing the employees negotiating changes in working conditions with the employer(s).
      • Typically agreements will be for several years at a time.
    • Question
      • Employee Representative Groups, (eg Trade Unions) use the power of collective bargaining for the benefit of their members. Describe 3 advantages of collective bargaining.
      • (2007 Bus Man Higher)
      • (3 marks)
    • Solution
      • Representing a large number improves the negotiating position and chance of success for members.
      • Agreements reached can be on a national level.
      • Reduces the number of individual meetings required to resolve an issue.
      • Without collective bargaining the employees could be taken for granted and deliberately left out of discussions, consultations or told very little by the organisation.
      • Negotiators are experienced.
    • INDUSTRIAL ACTION
      • Work to rule
      • Overtime ban
      • Sit in
      • Boycott
      • Strike
    • Question
      • Employees may undertake industrial action in an attempt to force employers to meet their demands. Describe types of industrial action that employees could take.
      • (4 marks)
      • (2008 Higher Bus Man)
    • Solution
      • Strike - employees refuse to do their work and do not enter the workplace.
      • Sit in - employees are in their place of work but do not do any work.
      • Work to rule - employees only undertake the exact jobs written in their job description.
      • Go slow - employees deliberately work at a much slower rate.
      • Overtime ban - employees do not do any overtime.
      • Picketing - employees protest at entrance to the place of work.
    • Question
      • Explain possible effects that prolonged industrial action could have on an organisation.
      • (5 marks)
      • (2008 Higher Bus Man)
    • Solution
      • Loss in production will lead to possible shortages in stock
      • Loss in sales revenue may lead to liquidation
      • Long term loss of customers who now shop at competitors
      • Image of organization is tarnished- future applicants may not be attracted to the company, so the business might lose out on the best employees.
      • Damage to long term reputation of organization
      • Share price can fall- no shares are being sold so the business are receiving no capital
      • May result in redundancies- employees are still getting paid, therefore the company is losing money as no output is being produced. So as to save money they would sack the staff to save money
      • Improves working practices
      • Facilitates change
    • WORKS COUNCILS
      • A European concept that has been introduced in UK.
      • Allows access to company information and gives employee representatives joint decision making powers.
      • Companies (150+ employees) can be fined if they do not have a Special Negotiating Board.
      • If an employee is unhappy with their conditions or the way in which they are treated.
      • Three stages in the process:
      • Negotiations with union and HRM dept
      • ACAS approached for a ruling
      • Employment Tribunal (has legal powers)
      Grievance procedures
    • DISCIPLINARY PROCEDURES
      • Steps an organisation will take to deal with an employee who is breaking the conditions of their contract. Could be:
      • Verbal warning - logged
      • Written warning
      • Second written warning
      • Contract terminated (P45 issued)
      • However could jump straight to dismissal depending in nature of offence