Unit 3: Employee Relations
ASSESSMENT 3
2
1. Give short answers to the following questions: (16)
i. Why do organisations want to have a good relationship with their employees?
A good relationship with employees make or ruin the organization. Employee relations are
crucial to a company's long-term success. It is critical for workers as well as employers to
have a healthy working relationship in order to avoid industrial conflicts.
Employee motivation as well as engagement also increase when employers as well as
workers have a great connection. Employees will be more productive when they are pleased
that ultimately leads to rise profitability of an organization
ii. What is the role of HRM in developing good employee relations?
The HR managers as an industrial specialist plays a role to make a relationships with trade
unions. They also take a main part in making a strategies and policies for developing
employee relations such as minimizing conflicts, developing mutuality as developing
common interest towards organization’s and also ensure an engagement and participation of
employees while managing employee’s communication as well.
iii. Outline the objectives and functions of a good industrial relations system?
Industrial Relations refers to a responsibilities and duties imposed by a employment
relationship, as well as the department's primary functions of industrial relations are as
follows:
Providing guidance on the implementation as well as interpretation of collective
bargaining agreements contracts, and other employment-related laws.
Developing Industrial Relations methods and techniques that align with business
goals and objectives.
The establishment of an equitable structure for conduct of labour relations.
The enhancement of the state's economy's efficiency and productivity.
At the firm or workplace level, encouraging employers and workers to
participate in industrial relations.
Objectives of a good industrial relations system
Aside from ensuring sound and healthy relationships among employers and employees,
industrial relations also serves the following purposes:
Facilitating output as well as efficiency
Enlisting the assistance of both management and labour to protect their rights and
interests.
Establishing stable, amicable, as well as mutually beneficial labour-management
relationships.
The elimination of unfavourable working conditions, such as strike action, protests, as
well as lockouts.
Industrial democracy's creation as well as maintenance.
iv. What are the main elements of employee relations system?
Employee relations system’s main elements include an organization's formal as well as
informal employment practices and policies, legal structure, as well as the formulation,
negotiation, and implementation of formal systems, norms, and processes for collective
bargaining, dispute resolution, as well as employment control.
2
2. Discuss different strategies that organizations may adopt to strengthen their
relations with their employees? (7)
Creating an atmosphere that offers what employees want is an important part of developing a
great employee relations strategy. Organizations can enhance the employee relations by
promoting an open dialogue or communication that allows employees to provide honest
feedback to managers is constructive and transparent in nature, by providing positive
feedback to employees that leads to enhance their morale and commitment towards
organizational goals. Moreover, career development opportunities to employees is also
effective in this regard.
3. In any management system, labour relations are considered a fundamental part of
the system and technique. (7)
Industrial relations, or labour relations, are an integral aspect of every management system as
well as procedures, not an afterthought because labour plays an integral part in a production
process. It is described as the interaction between workers i.e. labour, employers, workers'
representatives, labour unions, as well as the government to build and maintain positive and
effective employee relations. Industrial relations are often impacted by management
practises, therefore the trend in human resource management and human relations is to place
a greater emphasis on employee engagement to strengthen commitment, cordial relations
between employer and employee to minimise conflict and disagreements, and methods to
raise their desire to work.
