3mer supporting good practice in employee relations

It also involves making sure regulatory guidelines and employment laws followed and complied by the employers, supervisors, and employees within a company. Theoretical basis for Employee Relations as a HR discipline.

3mer supporting good practice in employee relations

Write an essay about the supporting good practice in managing employee relations. Introduction An organization mainly consists of employers and employees.

A healthy relationship between the employers and employees is inevitable for the growth of an organization.

3mer supporting good practice in employee relations

But their interests differ from each other; the employers mainly focus on reducing costs and increasing profits of the organisation whereas the employees focuses on increasing their salary and other terms of employment contract such as bonus, flexible hours, etc.

This paper highlights the good practices that prevail between the employers and employee in an organization Golden et al. Some of the external factors that impact on the employment relationship are as follows: Increase in competition Competition in the market is a very important factor which influence the relationship between the employers and employees.

Competition varies according to the varying industries. There are some industries in which competition may be exceedingly higher.

Ads and postings on social media are two components of a hiring campaign, but an employee referral program can be a more effective means of identifying and attracting applicants who will be a good. Supporting Good Practice in Managing Employment Relations – 3MER Describe 4 factors, 2 internal and 2 external, which impact on the employment relationship There are several external and internal factors that might impact on the employment relationship such as the following examples: External Factors: 1. The good practice and legal requirements that underpin organisational policies and procedures and how these support organisational performance and mitigate risk (use examples from your own organisation, or one with which you are familiar).

In such industries the organisations have to focus on giving better offers and opportunities to retain their employees. With the advent of globalisation the market has become too much competitive.

Supporting Good Practice in Managing Employee Relations

Competition in the market has increased manifold after the concept of globalisation has come into effect. The organisations in this competitive environment are concerned with introducing new strategies and policies I order to outdo others.

In such a competitive market the employers need to come out with good job offers so that the employees stick to their organisation. Thus, increase in competition impact directly on the employment relationship Goetsch and Davis Losing out of external contracts Losing out of external contracts may directly have impact on the employment relationship.

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An organisation is concerned with fulfilling the obligations which arise out of contracts entered into between an organization and a third party. The organisation is bound by the terms and conditions of the contract. Under the terms of the contracts, the organisation is assigned some work or task which it needs to do within a prescribed time.

The kind of work or task which is assigned to an organization depends on the kind of industry under which it falls. Once a contract is signed by an organisation with a third party, the organisation undertakes to complete the assigned work.

The organisation then formulate plans and strategies and allocates different tasks to different employees. In this way job is generated. Losing out of external contracts is detrimental to the growth of an organization and it hinders the economy of an organisation.

Relocation: pitfalls and best practice for employers - Personnel Today

Consequently it fails to allocate tasks to the employees and the employees have only two options left to them- either to quit from the organization or sit idle in their homes Armstrong and Taylor Internal factors Internal factors are controllable unlike external factors. Some of the internal factors which have an impact on the relationship status re as follows: Management style Effective management style plays a key role in the development of an organisation.

For the progress of any organisation it is very important for the management team to consider the interests of the employees while making any decision. Including the employees and enabling them to participate in a decision making process have a positive impact on the employees.

The employees feel valued and they become more focussed on their work. Their approach towards the work undergoes a change and they work with more dedication and determination. Motivating the workers is another way by which the management can bring the best out of every employees.

Motivating employees can be in a number of ways. Strategies such as paying bonus or incentives or respecting a senior employee or not punishing an employee for his poor performance etc. The management style can be improved from time to time by introducing effective strategies and attracting employees and making them stick to the organisation.

An innovative management style is inevitable to compete with the other organisations in the same industry and to retain valued employees Blackburn et al.

Culture-way things are done The culture followed in any organisation is an important factor for determining the success and failure of the organisation.Supporting Good Practice in Managing Employment Relations (3MER) Supporting Good Practice in Performance and Reward Management (3PRM) Optional modules are selected in conjunction with the lecturer and students so this may vary by course.

Supporting Good Practice in Managing Employment Relations.

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3MER 2 internal factors which impact on the employment relationship Pay - It is well known that pay helps to 5/5(1). 8 3MER Supporting Good Practice in Managing Employment Relations 6 60 5 3PRM Supporting Good Practice in Performance and Reward Management 6 60 6 3MER Supporting Good Practice in Managing Employment Relations 6 60 Total: 28 Created Date: 3/8/ AM.

Supporting Good Practice in Managing Employment Relations (3MER) Supporting Change Within Organisations (3SCO) Delivering L&D Activities (3DEL) Activities and Societies: CIPD - Student member.

3mer supporting good practice in employee relations

The Open University Understanding Management Y, HEQF Level 4 15 Credits. – Title: Technical Administrator at . The Impact of Employment Law at the START of the employment relationship. 2 Internal Factors which can impact on the employment relationship • Policies & Procedures in place within the organisation – this is an important internal factor that can have an impact on the employment relationship; for example if there is job share/flexible working arrangements in place this can help to promote a.

Employee relations is based on an underlying philosophy supported by necessary attitudes and skills. In this section we cover the employment relationship and psychological contract, which determine an employer and employee's mutual obligations and expectations towards each other.

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