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Importance of Effective Employee Relations in HRM

Key Elements of Employee Legislations

Importance of Effective Employee Relations in HRM

Establishing positive employee relations is the prerequisite requirement for Sainsbury's objective of growth and success (Budhwarand Singh,2019). An increase in the level of productivity and job satisfaction necessitates a substantial employee-employer relationship. Employee relations generally focus on preventing and resolving issues involving individuals that may arise from or influences by the work environment. Strong employee relations are dependent on a safe and healthy work environment, one hundred per cent interaction and commitment from all employees, motivating employee's incentives, and an effective communication system in the organisation, as in our case Sainsbury's. Healthy employee relations result in more efficient, effective, motivated, and productive employees, which lead to an increase in sales.

Employees should feel good about their individuality, profession, and being a part of this prestigious organisation if they have a good employee relationship. When considering the significance of healthy and positive employee relations, there are times in every life of a firm when employee-employer relationships strains. Examples of such circumstances are employee indiscipline, employee grievance, employee stress, and so on.

Sainsbury's should consider such organisational factors that influence employee relationships. Adoption of upbeat approach and guidelines to strengthening disciplinary culture based on the staff members.

Key Elements of Employee Legislations

Key elements of employment legislation in Sainsbury's:

The following are the key components of employment legislation:

1. Equal opportunities for employment for all job seekers.

2. Affirmative action in favour of everyone on the staff.

3. Prevention of ill-social practices such as sexual harassment for a healthy and positive work environment.

4. Work hours regulations, i.e., setting up fixed working hours. 

5.  Adequate wages and remuneration for work and service.

6. Adequate Working Conditions for Employees.

7. Trade unions and other forms of industrial organisational relations

8. All workers' social security, welfare, safety, and health care

9.Their influence on decision making is quite strong.

10. They protect the rights of all employees, men and women alike.

11. Impact of Employee Legislation in the decision-making process:

Employment legislation helps in human resource decision-making because it specifies how human resource departments would interact with employees. The legislature is conceptually simple when it comes to professional relationships. They discuss the various roles of employers and human resources in dealing with their employees. As a result, employment laws aid in determining what is acceptable and unacceptable in decision-making. Employment regulations describe how workplace bullying is defined. Therefore, employment laws help HRM to work ethically.

In an entity like Sainsbury's, HRM must adhere to the relevant structure of employment legislation rules to foster an effective working environment with precise employee relations, free of any prejudicial characteristics among employers or employees. Furthermore, HRM must make sound decisions about constraining the hours of work for employees within the signified period discussed in legislations, which often induces a progressive workplace culture with many skills and effectiveness in their work.

 It is a task to select an individual in the customer service department of Sainsbury's supermarket. To search for the new employee for the recruitment and selection process, explained job specifications and the criteria for finding among the interviewees who applied for the following position. A customer support assistant's job in the retail sector is primarily concerned with customers being delighted and contented with the company's products. The customer support assistant will be in charge of receiving feedback from customers on the products and promoting the different products available at the store. The majority of the candidates who applied for the position have prior management experience in their field of study or business experience (Manzoor and Subhan, 2019). Candidates must also have strong communication skills and be fluent in English. Respondents must be thorough about various customer requirements in supermarkets during the interview section.

Human resource practices are concerned with the business operations of human resource management (Blom and Van Thiel,2020). They serve as the basis and guide for overseeing the company's personnel, and they should work in conjunction with the upper management business plan. Some examples of HR practices are:

  • Defining the goals and objectives of management
  • Carry out the management process of planning, staffing, and others.
  • Measuring the outcomes of programmes
  • Developing programmes to enhance the quality of the workplace
  • Talent development and potential leadership
  • Conducting motivational programmes
  • Responsible for overseeing employee career advancement

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