Human Resources Management Coursework Essay Research
Activity
Investigate resources, such as the CIPD website, and write a guidance leaflet which covers key points of the areas detailed below.
The impact of employment law at the start of the employment relationship, including:
2 internal and 2 external factors which can impact on the employment relationship
Assessment criterion: 1.1 Describe the internal and external factors that impact on the employment relationship.
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3 different types of employment status and 3 reasons why it is important to clearly determine an individual’s employment status.
Assessment criterion: 1.2 Explain the different types of employment status and
1.3 Identify and analyse the reasons why it is important to determine an individual’s employment status.
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Employee rights during the employee relationship, including:
The importance of work-life balance and related legislation concerning holidays, rest periods, working hours and night working
Assessment criterion: 2.1 Explain the importance of work-life balance within the employment relationship and how it can be influenced by legislation.
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Family/parent-related legal support, including maternity leave, paternity leave, adoption leave and dependants leave
Assessment criterion: 2.2 Summarise the legal support that may be given to employees as a family member.
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2 reasons why employees should be treated fairly in relation to pay
Assessment criterion: 2.3 Explain the reasons for treating employees fairly in relation to pay.
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The main points of equalities legislation including the concepts of direct and indirect discrimination, harassment and victimisation
Assessment criterion: 2.4 Summarise the main points of discrimination legislation.
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The concept of the ‘psychological contract’ and examples of policies and procedures which can underpin this.
Assessment criterion: 2.5 Explain the good practice that underpins organisational policies and can contribute to the psychological contract.
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Issues to be addressed at the termination of the employment relationship, including:
The differences between fair and unfair dismissal
Assessment criterion: 3.1 Explain the differences between fair and unfair dismissals.
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The importance of exit interviews to both parties
Assessment criterion: 3.2 Explain the importance of exit interviews.
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The key stages to be followed in managing redundancies and the impact of redundancy on the whole organisation
Assessment criterion: 3.3 Summarise the key stages to be followed when managing redundancies.
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Evidence to be produced:
You are going to produce a guidance leaflet that analyses the impact of employment law on the employment relationship. To do this you will need to:
Produce a written guidance leaflet of approximately 3000 words, including the key areas detailed below.
Investigate resources, such as the CIPD or ACAS websites, and those suggested in your study week, to gather your information.
Think about the design of your leaflet. It has to look visually appealing as well as easy to read for your audience. You must include a range of visual material within the leaflet. At least a minimum of 3.
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Date
Impact Of Employment Law On The Employment Relationship
Employment law provides a legal link between employers and employees. The Chartered Institute of Personnel and Development (CIPD) outlines that employment law is the crucial regulation determining what employers should expect from their employees and vice versa, as well as the rights of employees based on their working relationships with their employers. As such, employment relations are formed through reciprocal rights and obligations of both parties to each other. As relationships between employees and their employers become more complex and the risk of conflicts increases, employment laws in the UK are the primary reference for interpreting employment relationships. This leaflet explores the diverse aspects of these relationships in the context of employment laws.
Employment Law at the Start of Employment Relationship
Both employers and employees operate in an environment that is perpetually changing according to prevailing circumstances. External and internal factors significantly affect the way the two relate and the success of the employment relationship. Effective employee engagement relies on both parties' abilities to understand these factors and the level of control they have over them.
Internal factors affecting employment relationships are summarized below:
However, the two most notable factors in the relationship are culture and internal processes within the firm or institution. Culture includes values cultivated within a given society for centuries (Diamantidis and Prodromos 172). Consequently, individuals operating within such communities are expected to adhere to society's cultural norms and the norms within the organization. For instance, expatriates, just like new employees, are expected to adjust to their organization's norms as they forge positive relationships with their employers. Internal processes within the organization are also critical in shaping the way employees relate to their employers. These include the organization's activities, strategies, and goals. Employers prefer working with employees who can align their ambitions to the firm's procedures, developing positive working relationships with such individuals.
The PESTEL model is best suited for analyzing the external factors that impact employment relationships.
Political Factors- influence by worker unions, government policy
Economic Factors- employee remuneration compared to cost of living, state of the economy
Social Factors- demographic changes, public perceptions of the organization
Technological Factors- technological changes affecting employee relevance to the firm, adaptation of technology in the organization
Environment- transport to the workplace
Legal-change of laws that could entice employees to look for work elsewhere.
The most critical external factors impacting employment relations are the cost of living and changes in laws and policies that destabilize the work environment. An increase in basic commodities prices is a likely cause for friction between employers and employers as workers negotiate for higher wages. Alternatively, changes in laws may make some industries more lucrative to work in than others. As emplo...
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