HRM - Industrial relationship Essay Example | Topics and Well Written Essays - 3000 words

HRM - Industrial relationship - Essay ExampleThe paper starts by explaining the meaning of employee relations then goes on to outline and evaluate the rationale behind the claim that set offnerships atomic number 18 more important in the creation of fruitful employee relations. A conclusion summarising the main points discussed in the quiz will be given at the end. In order to gain a clear correspondence of the concept of employee relations, it is imperative to begin by explaining its meaning. Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfying productivity, motivation, and morale. This definition can be viewed from the following website . Basically, employee relations is mainly concerned with resolving problems or conflicts that may arise at workplace and the major aim is to improve the performance of the workers towards the attainment of the set organisational goals. The other aim of employee r elations in the workplace is to correct any kind of misconduct where information is passed to the employees so that they will be better positioned to understand the goals of the management and the organisation as a whole. Employees are overly advised about their rights and obligations and their participation as well as occasion in the decision fashioning process is done through unions within different organisations. These unions would represent the grievances of the employees in a bid to make believe a conducive environment that will promote good employee relations. According to the to the Chartered Institute of force out and Development (CIPD) as cited by the Learning and Teaching Support Network Guide (ND), employee involvement is a range of processes designed to engage the support, understanding and optimum contribution of all employees in an organisation and their payload to its objectives. This information can be viewed at . The members of the organisation are encouraged to play a part in making valuable contributions in the decision making process of the organisation. This is believed to go a retentive way in fostering long term relationships between the employees and their employers for the betterment of the organisation as a whole. On the other hand, employee participation is defined as a process of employee involvement designed to abide employees with the opportunity to influence and where appropriate, take part in decision making on matters which affect them. However, explore has shown that the major difference in employee participation and involvement is that employee participation takes a pluralist approach while involvement is centred on individual concerns. In both cases, the management retains control and power of all the processes that may be involved in the decision making process. Whilst it is a noble idea to involve all the employees to figure in the decision m