Employee Relations and Its impact on Organisational Performance

Trade Union Recognition and Collective Bargaining are two interconnected concepts that play a crucial role in the relationship between workers, employers, and the broader labour market. This is essential for anyone interested in worker rights, labour relations, and fair employment practices. Introduction In the dynamic realm of labour relations, trade union recognition and collective bargaining stand as pivotal instruments for empowering worker voices and safeguarding their rights. Trade union recognition signifies the formal acknowledgement by an employer of a trade union as the chosen representative of its employees for the purpose of collective bargaining. Collective bargaining, in turn, represents the intricate process of negotiation between a trade union and an employer to establish collectively agreed-upon terms and conditions of employment. Extensive research demonstrates that collective bargaining delivers improved wages, better working conditions, and even increase

Employment relations policies & procedures are a crucial aspect of workplace management. They provide a framework for governing the relationship between employers and employees. As professionals, we spend a significant portion of our lives in the workplace. The workplace must remain  a safe, supportive, and harmonious environment for everyone because it thrives in productivity, innovation, and employee satisfaction.   According to Puttapalli and Vuram (2012), Workplace harmony is concerned with fostering a positive and productive relationship between management and employees with respect to the terms and conditions of employment and the workplace. In effect, it is a situation where employees and management cooperate willingly in pursuit of the organization’s aims and objectives.  Why is it Important? Maintaining harmony in the workplace is important for a  flourishing  and successful organization.  E ffective employee relations policies and procedures are essential for any organiza

In today's dynamic business landscape, t actical and strategic skills are both necessary for a company to reach its full potential.  While they may seem distinct, they are interdependent and  essential components  for achieving long-term organizational goals.  \ Tactical vs Strategic HRM Tactical HRM focuses on the day-to-day tasks and activities necessary to manage the employees efficiently. It deals with immediate and short-term issues such as recruitment, selection, compensation, benefits administration, employee relations, and compliance with labour laws. This  ensures essential HR processes and policies are in place and functioning smoothly. It handles routine tasks that are critical for maintaining a productive and compliant workforce. Citation Strategic HRM can be defined as the systematic deployment and management of human resources in accordance with an organisation's strategic objectives (Wright & McMahan, 1992; p. 298) and this takes a broader and long-term persp

The workplace has undergone a remarkable transformation in recent years, with the COVID-19 pandemic accelerating the shift towards hybrid and remote work arrangements. T hese arrangements offer a great number of benefits but also introduce new challenges in managing employee relations Pre-pandemic  researchers, mostly highlighted that it is more challenging for virtual teams to be effective than face-to-face teams (Ortiz de Guinea, Webster, and Staples, 2012).  However,  The lock-downs revealed the extensive feasibility of remote work in a far broader range of occupations than previously imagined, fuelling a substantial surge in employee demand for flexible work arrangements. A UK survey indicates that the majority of employers expect hybrid working to become the norm: for example, 40% of employers envisage more than half their workforce to work regularly from home, compared to just 15% pre-pandemic (Brinkley et al., 2020) Citatio 2020 ). What are the Challenges: Effective Communic