The main employees of the unit 20 Employee Relations are to improve the understanding of the students and the staff, through which the relationship impacts external and internal stakeholders in an organisation. This unit also focuses on the significance of employee relationship management efficiently to provide an optimistic environment and ignore complex. The identification of the multiple practices, processes and very models of employee relations, the students will increase their knowledge to shape the components according to the dynamics of the organisation. This unit also pays attention to the recognition of the potential results of employee relationship situation. Additionally, it equips the students with the tools to prevent and intervene in the conflict effectively before escalation. This knowledge is significant for maintaining a workplace harmony. It will certify that employers and employees can work with collaboration for a particular goal.
The students will also get ready for contribution to the useful employee relationship management throughout multiple contexts. They will generate the confidence to handle the difficult scenarios of the employee relations. By emphasising the advice of conflict and effective management of the relationship, students acquire the way to generate strategies which provide benefits for employers and employees. This unit will prepare the students to get advice on the difficult issues with the power to play a great role in the policies and practice development, which promotes sustainability and a healthy culture of the workplace. With the help of this comprehensive recognition, the students get a position to generate a meaningful influence in the employee relations field. They will also generate optimistic change within the organisation.
Generating confidence to deal with the difficult scenarios of the employee relations that provide the valuable advice to the employers on the significant issues like contemporary development, diversity and equality in the field. This unit also prepares students ready to identify the emergency challenges in the relations of employees. It will certify that they can handle the dynamic changes in the workplace, the recognition of the broader implications of the employee relations, making students able to support the inclusive generation in an environment with productive work and fair environments. These skill sets are significant for providing the long-term success in the organisation. Moreover, it maintains an optimistic relationship with stakeholders.
Learning Aims
- The learning aims of unit 20 employee relations are demonstrated with the core information for you, which assists you to recognise the objectives like:
- To generate understanding of students for the employee relation and their ways to external and internal stakeholders.
- To evaluate the potential outcomes for the employee situation relationship.
- To improve the skills and effective intervention strategies, and conflict avoidance
- To identify practices, models and processes for relations of employees in a wide context.
- To generate confidence in the relationship of employment management throughout the multiple situations.
- To make students able to provide advice to the employers on inclusive, diversity and equality matters.
- To train students for identifying the contemporary employee relations developments.
- To provide potential to generate strategies that offer a productive and harmonious workplace.
Learning Outcomes
The learning outcomes of unit 20 employee relations are demonstrating the goals of learning for students.
LO1: Apply the principles of employee relations in an organisational context.
As a concept and as a principal. The optimistic value of employee relations as a potential negative influence opposition for negative employee relations.
Politics and power in organisations.
Where does the original power form?
How can we identify this?
Categories of power, including reference powers and expert powers.
The facts of damaging office politics
Law and legislation
The basic employment law and its connection to the employee relations
Terms, contracts, and employment conditions.
The influence of legislation on the capital development of human and trade free movement.
- Significant trends with contemporary employment relations:
Contemporary and contextualized, regional trends or national trends.
LO2: Determine appropriate advice relating to rights, duties and obligations of the employment relationship.
- The employee`s rights and the employer`s rights:
Overview the way through which both get advantages for the employment relationship
Identify the way through which legislation is implemented and binding is provided if legislation or law is broken.
To consider the unwritten expectations that can be cultural, ethical and valuable.
The way through the psychological contract is significant to employers and employees.
Generating optimistic employee relations:
Preparing the balance of work life is a significant principle for the organisation
Consider the significant opportunities for work balance improvement through annualised hours or flexible working.
LO3: Analyse the role of different stakeholders who support positive employment relationships.
- Determination of optimistic employee relationship:
- The perception of this shall vary between stakeholders. The significant concern of the employer.
- Effective management of relationship:
- Recognising stakeholder expectations through the analysis of stakeholders.
- Optimistic employee involvement and engagement
- Considering employees as partners.
LO4: Evaluate the broader impact of negative and positive employee relationships.
Way to identify the workplace conflicts.
Reasons for these conflicts.
Identifying the goodness or badness of conflict.
Negative relationship influences on the motivation of the employee
Examples must be included, maximize absenteeism, minimise productivity and maximise error rate.
- Optimistic relationship influences on the motivation of the employee:
Examples must include maximising commitments, more cooperation and useful communication
Concern and concept. The pluralist and unitary perspective of the relations of employee and their impact on the welfare of employees.
Assessment Criteria
The learning outcomes of Unit 20 employee relations are further divided into the assessment criteria, which each learner has to cater to, such as:
LO1: Apply the principles of employee relations in an organisational context.
- Discuss the value and importance of employee relations in application to specific organisational examples.
- Explain the fundamentals of employment law that apply to specific organisational examples.
- Using specific examples, analyse the value and importance of employee relations in terms of improving business outcomes.
- Explore various mechanisms for managing the employment relationship and make justified solutions for a range of specific organisational examples.
LO2: Determine appropriate advice relating to rights, duties and obligations of the employment relationship.
- 2.1 Explain the different types of rights, duties and obligations an employer and employee have within the workplace.
- 2.2 Determine appropriate advice relating to rights, duties and obligations of the employment relationship for a range of given organisational examples.
- 2.3 Evaluate the psychological contract and support for employee work life balance in relation to rights, duties and obligations of the employment relationship.
LO3: Analyse the role of different stakeholders who support positive employment relationships.
- 3.1 Analyse how stakeholder engagement and contribution can support positive employment relationships within an organization.
- 3.2 Examine in detail different stakeholder perspectives and interests in the broader business environment to support positive employment relationships.
- 3.3 Make justified conclusions and recommendations based on critical insight into the role of different stakeholders and the broader impact of employee relationships.
LO4: Evaluate the broader impact of negative and positive employee relationships.
- 4.1 Evaluate the impact of both positive and negative employee relations within the workplace.
- 4.2 Critically evaluate how both positive and negative employee relationships can affect employee engagement, motivation and performance.
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