Question 1

Employee relations can make or break the workplace climate and is regarded as a crucial factor when it comes to overall organisational performance. This is because good employee relationship management translates into increased employee wellbeing and performance. Since employees are the most import resource of any organisation, employers should ensure that both employer-employee and cross-employee relations are well-maintained.

To complete this project, you are required to select an organisation that you are familiar with and the business environment in which it operates. As a qualified and experienced HR executive in the organisation, analyse the business environment and the employment relations dynamics of the organisation to develop a well-researched report for presentation to other executives on pertinent employment dynamics and practices that should be understood or applied by managerial staff when managing their teams.

Marks will be allocated for extensive application of relevant theory, legislation and reference to the context of the selected organisation. The report should focus on the following areas

1.1 Provide an introduction and organisational background. (5 marks)

1.2 Although the traditional approach to employment relations focuses on the relationship between three key role players, there other factors that influence the dynamics in employment relations in your organisation and sector. With reference to relevant theory and the context of your organisation, educate the executive team on employment relation dynamics by providing a critical discussion of the nature of the labour relationship, responsibilities and implications of various parties involved in employment relations. (20 marks)

1.3 Senior management and employees in your organisation seem to approach employment issues from vastly different perspectives. Irrespective of situation, all employees and employers have fundamental interests they pursue through the employment relationship, all forms of this relationship are mediated by labour markets and states, and each instance of this relationship is governed by some form of a contract, ranging from explicit union contracts and civil service rules to implicit expectations and understandings. To settle this debate, scrutinise the employment relations challenges/issues in your organisation and the industry at large and evaluate the significance of the application of a multiplicity of approaches to employment relations to achieve power balance, fairness and industrial harmony. Refer to relevant theory, organisational context and appropriate examples from the business environment to validate your answer. (20 marks).

1.4 Your employees have been in conflict with management over the infringement of their right to Freedom of Association. Employees want to belong to one of the major industry unions for various reasons, but management is not content with the decision because trade unions are viewed as disruptive. Defend the rights of employees by analysing the reasons why contemporary employees join trade unions, and advise your management on the organisational rights of majority trade unions. Refer to relevant legislation and examples to support your discussion, so that the executive team will comprehend the value of Freedom of Association. (20 marks)

1.5 There are various types of trade unions which represent and protect the interests of employees in South Africa. These unions seek to protect the economic, political and social interests of their members. Based on sound research, enlighten management on various types of trade unions and outline the basic structure and organisation of a trade union. Suggest the type of trade union that is suitable for your organisation and industry. (20 marks)

1.6 Acknowledge the commendable employment relations initiatives applied by your organisation in recent years, that can be attributed to continued collaboration and industrial democracy in your organisation. (5 marks)

1.7 Provide an overall conclusion of the report (2 marks)