EMPLOYMENT RELATIONS

Employment Relations & Legal Context

Employment Relations & Legal Context

Introduction

The Employment relationship is a term widely used in different countries throughout the world to describe a relationship between the employer and the employee. The term holds the concept that there are certain reciprocal obligations and rights exists between the employer and the employee (Rose, 2008, 44). The employment relationship has been serving as a basic vehicle and tool through which the employees gain access to their benefits and rights associated in the areas of social security and labor law. (Dennis 2008, 15) It serves as the main key point of reference for formulating the nature and scope of employer's obligations and rights towards the employees. There are distinct employment relations management systems in different countries. The basic rationale behind the variation in employee relationship systems among different countries is their distinct cultural and professional values (Dundon, 2011, 23).

Analysis of the key findings of the CIPD Employment Relations Survey (2011) as they relate to a particular business sector

Employee relations emerged as a term in the 1980s in an attempt to capture the changing nature of the employment landscape. In this modern age of business, an employee relationship system focuses on the management of relationship between the employer and employee in a more multifaceted, fast moving environment (Williams, 2010, 32). CIPD Employee relationship is not only restricted to labor unions only and former concept of Labor unions and legislative climate have changed. The key aspect of this employment relationship system is the absence of trade union influence (Greg 2004, 11). In relation employee relationship systems have also changed in terms of the nature of employment such as shifting from manufacturing to the service sector and the increased feminization in the labor market. In the past the concept of CIPD employment relations system was only restricted to the industrial labor relationship, now the concept has changed and the new philosophy of employment relations system has emerged. These significant changes have created their impacts on work and employment, such as the ever increasing number of employees who work nonstandard hours and involvement of customer as a third party in the employment relationship system (Gennard, 2010, 45).

According to the CIPD Employment Relations Survey employees should be treated as an important part of the organization and champions of their work, which results in, very positive outcomes including the improvement of organizational performance. Through many empirical researches, it is found that HRM practices are highly effective on the performance of the organization. According to one of these researches; 590 non-profit-oriented and profit firms were studied, and researchers found that different practices of HRM such as training and selection of staff have positive relationships with the performance of the organization (www.cipd.co.uk).

Suitable skills, which are polished to its maximum, are required to attain a variety of goals of a company. HRM functions shape the employees skills according to the need of the firm which helps in the achievement of organizational performance. From this association, we can say that HRM ...