Report on Employment Relations Management

Question: Discuss about the Report on Employment Relations Management. Answer: Introduction The objective of this report is to discuss the case study, Constructive relations at Top Trucking Company. This report discusses all the three questions of the case study and suggests the ways for improvement. The good thing for the company is that the management has realized the importance of human resource management function and they have started considered HRM as a strategic function. In the current business environment, employees or drivers are considered as biggest asset of the company and it has enabled the company to create a competitive position in the market. How do the new workplace practices introduced by the new yard manager complement one another? The new manager, George, played an instrumental role to develop a platform where employees can work with high productivity. When George was appointed as the manager he came with the idea that Human Resource Management is a strategic and comprehensive approach to personnel management, which is the most valuable asset of the organization. To be effective it should focus on four principles: Integration strategy, which is to ensure the integration of human resources policies and economic strategies, and to see to what extent these strategies are implemented in the daily work of line managers (Cottini, 2013). Sacrifice and devotion, which involves the creation of relationships and commitment of employees to the organization (Ahmed, 2002) Flexibility, which involves the creation of structures that are open and ready for change, for development of the model takes into account the positions of job enrichment (about entrusting employees with higher qualifications additional tasks related to e.g. The decision-making) and developing the versatility of employees (Dancaster, 2014) The quality which is to provide professional management and highly qualified staff who are able to maintain production or services consistently high level. It can be said that George focused on all the above four principles to create a healthy working environment. He ensured that the organizational plan and strategic decisions are communicated to drivers. With George at the top position, the drivers were able to have a feeling of satisfaction. It is believed that the human resource management in an enterprise is influenced by factors: External (refer to the organization's environment, for example: globalization, competition, technological developments, and legal conditions). Internal (refer to the organization and the employed workers, for example: mission, objectives, size and strategy of the organization, employee engagement, and the results of their work). It is important that the strategies and policies should be implemented in an integrated manner so that the maximum benefits could be obtained (Herod, 2014). With the implementation of various polices, George ensured that the drivers are not treated like children. He ensured that drivers has a proactive role to play. George created multiple policies and strategies that focused to improve the internal and external factors. For example, he not only created and deployed new computer systems (external factor), he also bring new uniforms for drivers (internal factors). It can be said that it was the combination of internal and external factors that created a positive vibes among the drivers. This was the reason, that drivers was able to have a feeling of self-belonging towards the organization. It can be said that George focused on the multiple areas of employee development and it ultimately improved employee relationships. What are the risks to sustaining these changes if George or the yard manager moves on? There is no doubt that George was able to create a healthy environment in the organization and he was able to keep employees engaged. However, in the process, a lot of information about the organizational policies and processes were shared with the drivers. There is always a risk that the drivers would change the organization and share this information with the competitors. Since the competition with industry could be one of the main factor bring direct effect in organizational potential staff recruitment and selection process (Houkes, 2014); which organization could have less chance to attract potential applicants and obtain suitable candidates with requirement skills and knowledge to fill the vacancies, if the compensation, intangible awards and development opportunities offered were comparative lower than its competitors. Other than competitions, labor union forces could be factor that affecting organizational HR policies (Burgoon, 2015). To sum up, the level of competition and la bor union could be external factors bring significant influences to the HR strategies, especially the staffing and compensation practices. There could be a risk of reputational damage from staff sharing comments that offend or leaking confidential information. Another risk is the increased expectations of drivers and other stakeholders of the company. The shaping of the employment relationship takes place in an area of continuous tension between added value and moral value. Paauwe (2004). This means that HR departments must find the balance between giving employees a fair or equitable balance between what they contribute and what they receive. It also means that as well as looking after the employees interests they must be able to encourage and develop employees so that they give the biggest possible contribution to the business at the lowest possible cost and risk to the employer. This is another external risk as legislation keeps changing and sometimes can be costly for organizations like the new minimum national wage. It is normally announced well in advance so organizations can prepare themselves and normally they can achieve a smooth transition. However small companies may suffer more if they do not have specialist HRs as sometimes putting in practice a specific legislation can be a complex process for those without the knowledge and understanding as well as costly. These challenges are all ones which an organization, whether private or public sector, will face. As the labor market becomes candidate driven and those seeking jobs have more power to dictate the working conditions they desire, companies will need to ensure that they are meeting and exceeding these challenges to recruit the best talent.(Sullivan, 2014). There could also be an issue of change management. In the last two years, George initiated several changed in the organization. It is possible that all the employees would not like the new changes. If George continues with the same strategy of frequent changes in the environment, there is a possibility that a divide would be created between the employees who supports the change and the employees who does not support the change. Do you think tough blue collar unions like the Transport Workers Union are more of less likely to engage in workplace changes like these than public or service sector unions? Why? How would you find out if you are right? The researches suggests that, trade unions, on one hand, can be identified as an external factor which affects HR strategy and practice, however, on the other hand it assists business and evaluates it among its competitors. Berthoin (2003) acknowledges that trade unions look after workers or employees interest at work by: Negotiating agreements with employers on pay and conditions Discussing big changes like large scale redundancy Discussing members concerns with employers Going with members to disciplinary and grievance meetings It would be correct inferences to make that blue collar unions like the Transport Workers Union are more of less likely to engage in workplace changes like these than public or service sector unions because the trade unions in public sectors have relatively less pressure (Schneider, 2013). From the employers, in public sector, point of view trade unions also have its advantages like: saves time and cost (enables to avoid dealing with employees individually), acts as part of communication process between employer and employees, it can improve employees morale and motivation and it is a supportive partner assisting business on a tremendous change. Eikhof (2016) argued that trade unions would work best only when they are ale able to fulfill their goals and objectives. However, despite the facts mentioned above, it also affects HR strategy and practice. First of all, a trade union decreases Human Resources control for example: the ability and options to discipline employees on their poor performance will be limited by a trade union. Second, it can require some change in policies and procedure currently used by HR (Saxton, 2011). Finally, it increases a timeframe for a tremendous change for example: one of the clients of my current employer was going through the working patters changes which has been announced four months before the event, however, once trade union was informed it took an additional four months to come up with an agreement between an HR and trade union and to carry a consultation process. HR department was required to adjust the pay rates and calculation of Holidays entitlement to achieve an agreement between both parties involved. In my opinion trade unions have huge and very important impact on HR department activity. They use different forms of participation, ranging from the right to information, through consultation, to the co decision with the employer. They have the right to negotiate collective agreements, have an impact on the content of the Rules of work and negotiating wages, determine social related work conditions. Example, the restructuring of employment or in a situation of other radical organizational changes. And the excessive use of these powers by the unions, is an additional problem for many employers during the crisis, at a time of radical changes justified by the market situation in the companies. Powers and attitude of the trade unions in the "difficult time" also represent a challenge for personnel managers and for the entire HR department in organizations. The most important task is to protect the interests of employees and employers understood as an attempt to improve working condition s and pay, as well as the protection of their rights, ensuring compliance with existing employee rights. The subject of trade union activities can be the rights and professional interests and social activity. Trade unions allows for simpler and more open communication between the employer and employees. Conclusion The above report discusses the case study of Constructive relations at Top Trucking Company. With the above discussion it can be said that George has been able to emerge as a successful manager in the organization who has significantly improved the employee relations. George has implemented various strategies and policies that have created a positive environment in the organization. This has ultimately reduced the conflict among the drivers and today, drivers consider themselves to be a key stakeholders. It has ultimately motivated the drivers to work hard and this has improved the overall productivity of the organization. References Cottini, E., Lucifora, C. (2013). Mental health and working conditions in Europe.Industrial Labor Relations Review,66(4), 958-988. Dancaster, L. (2014). Work-life balance and the legal right to request flexible working arrangements.South African Journal of Economic and Management Sciences,9(2), 175-186. Dierkes, M., Berthoin Antal, A., Child, J. Nonaka, I., eds. (2003)Handbook of organizational learning and knowledge. Oxford: Oxford University Press. Eikhof, D. R. (2016). Knowledge Work and Flexible Working: Helping or Hindering Working Women?. InHandbook on Well-Being of Working Women(pp. 361-374). Springer Netherlands. Galea, C., Houkes, I., De Rijk, A. (2014). An insider's point of view: how a system of flexible working hours helps employees to strike a proper balance between work and personal life.The International Journal of Human Resource Management,25(8), 1090-1111. Gialis, S., Herod, A. (2014). Of steel and strawberries: Greek workers struggle against informal and flexible working arrangements during the crisis.Geoforum,57, 138-149. Milway, K. Saxton, A. (2011), The Challenge of Organizational Learning, Stanford Social Innovation Review, Available from https://www.ssireview.org/articles/entry/the_challenge_of_organizational_learning (Accessed 23 August 2016). Raess, D., Burgoon, B. (2015). Flexible work and immigration in Europe.British Journal of Industrial Relations,53(1), 94-111. Schneider, B., Ehrhart, M. G., Macey, W. H. (2013). Organizational climate and culture.Annual review of psychology,64, 361-388. Wang C. Ahmed P (2002) A Review Of The ConceptOf Organizational Learning(Available at:) https://www.wlv.ac.uk/media/wlv/pdf/uwbs_WP004_02_Wang_Ahmed.pdf( Accessed by:) March 24, 2016 Paauwe, J. (2004) HRM and Performance Achieving Long Term Viability First Ed. Page 3.Oxford University Press.ISBN 0-19-927390 Sullivan, J. (2014).The Power Has Shifted to the Candidate, So Current Recruiting Practices Will Stop Working. [online] ERE Media. Available at: https://www.eremedia.com/ere/the-power-has-shifted-to-the-candidate-so-current-recruiting-practices-will-stop-working/ [Accessed 23 Aug. 2016].