Question:
Assessment – Part 1
Investigate resources, such as the CIPD website, and write a guidance
leaflet which covers key points of the areas detailed below: (3000
words)
The impact of employment law at the start of the employment relationship, including:
• two internal and two external factors which can impact on the employment
relationship
• three different types of employment status and three reasons why it is important to
clearly determine an individual’s employment status.
Assessment – Part 2
Employee rights during the employee relationship, including:
the importance of work life balance and related legislation concerning holidays, rest
periods, working hours and night working
For international programmes, please refer to legislation in your country. Where there is no legislation, please mention this in your assignment and refer to UK legislation.
family/parent-related legal support, including maternity leave, paternity leave,
adoption leave and dependants leave
two reasons why employees should be treated fairly in relation to pay
the main points of equalities legislation including the concepts of direct and indirect discrimination, harassment and victimisation
the concept of the ‘psychological contract’ and practical examples of policies and procedures which can underpin this (use your own organisation or one with which
you are familiar for this)
Assessment – Part 3
Issues to be addressed at the termination of the employment relationship, including:
• the differences between fair and unfair dismissal and its impact on the organisation
• the importance of exit interviews to both parties
• the key stages to be followed in managing redundancies and the impact of redundancy on the whole organisation
Solution:
Part 1: Workforce Needs Protection
1.1 External and Internal Factors impacting on Employment Relationships
In any modern company, it is critical and important to guarantee an excellent industrial relation particularly one between the employees and the employers as they represent the primary stakeholders in such an organisation. Most importantly is that the different factors are an indication of the level to which different employees and the organisation management represented by the employer active engage each other to achieve the already set organizational goals and set objectives. This is particularly influenced by the view that the employee relationship has a direct impact on the level of employee engagement, job security levels, employee autonomy, overall working hours and job tenure. The internal and external factors include;
Internal Factors
- Motivation: This can be identified as a phenomenon where the organisation employees focus on achieving the most desirable outcomes and practices for good behavior in their active relations with others (Zakaria et al., 2016). In the industrial relations context, motivation is characterised by a positive implication on improving the overall internal relationship set between the management and their staff as it is involved in making them extensively productivity. In this regard, the distinct motivators that can be adopted in a modern business environment for motivation would include the performance appraisals and supportive working environment. On the other hand, the demotivators in such an organisation would include inadequate supervisory behaviors and high work overload which can sufficiently be avoided holistically.
- Unions: In any modern organisation, it is worth noting that the leadership and management must play a critical role in directing and guiding their staff in joining unions and abiding with the terms and conditions set by the unions. This is characterised by a direct implication on the industrial relations and unions evident from the strategies adopted by the leaders and managers. Ideally, it is worth noting that effective management can be directly linked with progressive and successful industrial unions and relations.
For enhancing the effective management, it would be instrumental to prioritize on aspects of communication, harness collaborative decision-making process and mitigate any problem-solving practices (CIPD, 2017a). The outcome of this would be a successful relationship between the employers and employees as they both appreciate each other expectations in their relationship. Nevertheless, possessing an excessive force to implement the assigned roles and delayed salaries from the end of the employer would be an indicator of deteriorating relationships and poor management that must be avoided holistically.
External Factors Law: It is a prerequisite requirement that all industries are governed by distinct policies and guidelines that are normally set at an administrative level of a country. In this regard, organizational relations are improved and developed through ensuring a sustainable observation of all terms and regulations which are equally informed by employee obligation. As a best practice in the majority of the modern organisations, the areas of focus and regulations to be observed would include…………………………………………………………………………………………………………………………………………………………………………………………….. Please contact our team for guidance and support on this assessment in entirety based on your company of work and your level of expectations
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