3MER Assignment
Supporting Good Practice in Managing Employment Relations (3MER)
Supporting Good Practice in Managing Employment Relations (3MER)
Employee Relations management(3MER)
Content
1.1 Internal and external factors that influence employee relations
1.2 Types of employment status
1.3 The importance of employment status
1.1 The importance of work life balance and legislation that influence it
1.2 Legal support for employees as a family member
1.3 The importance of equality pay
1.4 Legislation that protects against discrimination
1.5 Good practice around organisational policies and psychological contract
1.1 The difference between fair and unfair dismissal
1.2 Importance of Exit Interviews
1.3 Managing redundancies
1.1 Internal and external factors that influence employee relations
Following the numerous studies and researches around the employee relations like the CIPD Change agenda (2005) , there is still no set definition for Employee Relations.
But the majority of views agree that Employee Relations is concerned with “managing the employment contract and relationships; communication with employees; promoting retention, involvement and engagement; collective processes of negotiation and consultation.”(1)
In a nutshell, Employee Relations is focusing in preventing and managing issues that arise in the work place.
The organisational culture plays an important role on how employees perform their duties, on how they interact with customers, suppliers, and management and team colleagues. Regardless of the type of organisational culture, it is important that employee beliefs and values to be aligned with the business objective in order to avoid arising conflicts and maintain increased productivity.
For example if an employee or more do not believe in the company ethos and they only come to work for financial gaining’s, it is very likely that they will not perform to highest standards, their level of morale will be low and
Supporting Good Practice in Managing Employment Relations (3MER)
Employee Relations management(3MER)
Content
1.1 Internal and external factors that influence employee relations
1.2 Types of employment status
1.3 The importance of employment status
1.1 The importance of work life balance and legislation that influence it
1.2 Legal support for employees as a family member
1.3 The importance of equality pay
1.4 Legislation that protects against discrimination
1.5 Good practice around organisational policies and psychological contract
1.1 The difference between fair and unfair dismissal
1.2 Importance of Exit Interviews
1.3 Managing redundancies
1.1 Internal and external factors that influence employee relations
Following the numerous studies and researches around the employee relations like the CIPD Change agenda (2005) , there is still no set definition for Employee Relations.
But the majority of views agree that Employee Relations is concerned with “managing the employment contract and relationships; communication with employees; promoting retention, involvement and engagement; collective processes of negotiation and consultation.”(1)
In a nutshell, Employee Relations is focusing in preventing and managing issues that arise in the work place.
The organisational culture plays an important role on how employees perform their duties, on how they interact with customers, suppliers, and management and team colleagues. Regardless of the type of organisational culture, it is important that employee beliefs and values to be aligned with the business objective in order to avoid arising conflicts and maintain increased productivity.
For example if an employee or more do not believe in the company ethos and they only come to work for financial gaining’s, it is very likely that they will not perform to highest standards, their level of morale will be low and