1. Human Resource Management
What is it all about?

2. Employee Relations Here are the ‘answers’ 1 Workforce planning
Motivation theories
3 Recruitment Process
4 Training
Employee Relations
Appraisal
7 Legislation affecting the workplace

3. Employee Relations
This is the relationship between employer and employee.
The benefits of a positive relationship tie in closely with the
benefits of a motivated workforce.
Trade Unions
employees may join one to provide them with support and advice
eg EIS, Unison, Communication Workers Union, Unite
Collective Bargaining
The process of negotiations (regarding pay, conditions, hours …)
between employer and employee
Employers’ Associations
A lobbying organisation for specific industries.
eg COSLA, CBI, Federation of Master Builders

4. Employee Relations
ACAS (Advisory, Conciliation and Arbitration Service)
An independent organisation that helps to settle disputes (eg over
pay negotiations) between employer and a trade union.
If you like, they have a similar role to a marriage counsellor!
Grievances
A dispute between an employee and their employer/line manager
where an agreement cannot be reached. A formal procedure will
start – this will be initiated by the employee.
Examples:
sexual or racial discrimination or a claim for unfair dismissal.

5. Employee Relations
How can employee relations impact (‘explain’ question)
The following could be negative if relations are poor.
Sales may be negatively affected.
Lack of motivation in the workplace.
Reputation of business may be tarnished.
Increased staff turnover/absenteeism.
Staff become resistant to change.

6. INDUSTRIAL ACTION
A disagreement between a union and an employer is called an industrial dispute.
Strike
stop working, production stops. They don’t go to work.
Procedure
their trade union must hold a ballot of their members. If 51% vote in favour they have a ‘mandate’ to go ahead.
It may be for one day/week.
Negotiations will usually start and more strike days are used as a negotiation point.

7. INDUSTRIAL ACTION GO SLOW
This tactic means that workers will work as slowly as possible causing production to fall and affecting a business’s profits.
This tactic is not so damaging to workers as a strike as it means the workers will still be paid.
I’m on a go slow.

8. INDUSTRIAL ACTION OVERTIME BAN PICKETING WORK-TO-RULE
Employees put pressure on employers - affect production by working contracted hours only.
PICKETING
A group of striking workers try to encourage others to join the strike, or try to stop deliveries of materials to the business.
WORK-TO-RULE
A work-to-rule occurs when workers work according to the exact letter of the law.

9. Promoting Positive Employee Relations
Worker Directors
Employees elected onto a Board. There to represent the views of the workforce.
Works Councils
Groups of employees and managers to discuss workplace issues.
Quality Circles
Smaller informal groups who meet regularly to discuss improvements to operations.
Working Groups/Consultation
When employees meet to discuss a one-off project/change. Employees/employers will meet to agree changes.
The group meets until project completed.

10. Questions
Describe the types of industrial action that employees could take. 5 marks
Explain the effects that prolonged industrial action could have on an organisation. 5 marks
Explain the benefits of positive employee relations.
3 marks
Describe the advantages of collective bargaining carried
out by a trade union.

11. Solutions 1

12. Solutions 2

13. Solutions 3

14. Solutions 4