Employee relations belong to employer-employee relationships that give satisfactory productivity, motivation, and self-confidence. Employee relations are involved with preventing and resolving problems related to individuals that occur or change work situations. Supervisors are given advice on how to correct poor performance and employee misconduct (Gennard, 2005). On the other hand, employees are given information on how to promote a better understanding of the company's goals and policies. For this paper we have chosen Tesco plc and its employee relationship. Tesco plc is the largest global grocery store based in UK. This is the second largest retailer in the world when measured in terms of benefits and third when measured in terms of income. The company has employed more than 326,000 employees around the world where 237,000 of them in Europe where it has its largest private employer.
Strategy Integrating Job Performance and Training

Job Performance and training forms the vital element of…...

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References

Gennard, John Graham Judge. (2005). Employee Relations. London: The Chartered Institute of Personnel and Development.

Hollinshead, Graham, Peter Nicholls Stephanie Tailby. (2003). Employee Relations. Upper Saddle River, NJ: Prentice Hall.

Lewis, Philip, Adrian Thornhill Mark Saunders. (2003). Employee Relations. London: Financial Times/Prentice Hall.

Roger W. Griffeth and Peter W. Hom, (2001). Retaining Valued Employees, Sage Publications, Inc., Thousand Oaks, CA, p. 2.

Employee Relations Financial Crisis
Managing Employee Relations in the Event of a Financial Crisis

A Look into Management can Effectively Navigate through Adverse Conditions

Austerity Protests (Dowling, 2012)

Employee relations can often be a difficult aspect of maintaining the overall health of an organization. In general, employee relations often refer to the act of fostering productivity, motivation, and employee morale in an organizations human resources pool. However, there are some circumstances in which it is virtually impossible to maintain high levels of morale. One example of this is during a period of economic turmoil. During the global financial crisis of 2008, the world's economy took a sharp turn for the worse. This economic downturn had many implications for businesses and their employees. The level of unemployment rose quickly in many nations and pressure was also applied to lower employee wages.

In the event of such an economic downturn, it is difficult to maintain high levels…...

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Works Cited

BLS, 2012. The Recession of 2007-2009. [Online]

Available at:  http://www.bls.gov/spotlight/2012/recession/pdf/recession_bls_spotlight.pdf 

[Accessed 12 September 2012].

Business and Marketing, 2009. Consumers in a Recession. [Online]

Employee elations
Develop a strategy specific to your organization for integrating job performance and training.

Job performance is an integral aspect within the health care services industry's overall. For one, it holds both associates and management accountable for their respective actions. This accountable provides a means of deterring any subpar performance on the part of employees who might otherwise be a detriment to the overall operations of the firm. By linking job performance to training, the organization can train those deficient in certain skills. In many instances training allows a means for personnel to acquire skills deemed necessary by leadership. By integrating both concepts, organizations can minimize waste while also growing talented personnel within the organization. This is particular important in regards to the changing landscape of the health care industry overall. Excessive and meaning regulation has created fundamental change within the industry overall. As such, job training must reflect the changing…...

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References:

1) Draper, Elaine, Joseph LaDou, and Dan J. Tennenhouse. 2011. "Occupational Health Nursing and the Quest for Professional Authority," New Solutions 21, 47 -- 81

2) Fang, D., Wilsey-Wisniewski, S.J., & Bednash, G.D. (2006). 2005-2006 enrollment and graduations in baccalaureate and graduate programs in nursing. Washington, DC: American Association of Colleges of Nursing

3) Levsey, K.R., Campbell, D., & Green, A. (2007). Yesterday, Today, and Tomorrow; Challenges in Securing Federal Support for Graduate Nurses. Journal of Nursing Education, 46(4), 176-183

4) Lucia, Patricia R.; Otto, Tammy E.; Palmier, Patrick A. (2009). "Chapter 1

Employee elations:
Industrial Conflicts and Collective Disputes:

Efficient and good industrial relations are usually dependent on the consistent, just and reasonable treatment as well as participation of the staff in issues and decisions that have an impact on them. The ideological framework of industrial relations involves the maintenance and enhancement of human resources procedures and policies. This framework of industrial relations also ensures that there is unbiased and consistent application of joint and consultative agreements. In this case, it includes the approved procedures of tackling disputes, grievances and issues regarding discipline. Industrial conflict basically refers to all the expressions of displeasure in the employment relationship particularly those that are related to employment contract and the effort bargain.

This type of conflict can also be defined as a pulling out from work by a group of employees or the rejection by employers to permit employees to work (Prit, 2008). The major causes of industrial…...

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References:

Gernigon, B, Odero, A & Guido, H (2000), 'ILO Principles Concerning Collective Bargaining,'

International Labour Review, vol. 139, no. 1, viewed 4 June 2011,

Industrial Relations -- Naukrihub.com (n.d.), Collective Bargaining Process, Industrial Relations

-- Naukrihub.com, viewed 4 June 2011,

Employee elation Plan
The first question that has to be considered is the objective of any employee relations program. This is generally listed out in a document that is circulated among all the staff as they are supposed to follow it. This involves certain laws, regulations and case laws, and has to be viewed as governing the policy of the organization including the required management delegations for the administration of the employee relations program. In general this defines the policy through which management officials along with the employee relations staff are expected to follow and the actions they are expected to take for ensuring the correct performance or resolve conduct problems among the employees. (Employee elations Program) One of the biggest problems of today is regarding harassing, violent and/or threatening behavior in the work environment. This has become a major problem in the American workplace today.

Harassment takes various forms and the…...

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References

About the Program" (2004) Retrieved at   Accessed on 25 August, 2004http://cper.berkeley.edu/program/index.html .

BPA Program. (2000) "Employee Relations Program" Retrieved at   Accessed on 25 August, 2004http://www.bpa.gov/EBR/BPAManual/chapters/400-700A.doc .

Collins, Kathy. (April 17, 2000) "Measurement Drives Employee Relations Program at GM" PR and Marketing Network" Retrieved at   Accessed on 25 August, 2004http://www.prandmarketing.com/pr/prn0417measure.htm .

Employee Relations" Retrieved at   Accessed on 25 August, 2004http://www.enr.state.nc.us/hr/html/employeerelations.html .

Employee Relations Plan: Starbucks, Inc.
Most companies assert to prospective employees that the corporation offers excellent benefits and a good salary. But few corporations make such assertions part of its corporate, core mission statement. According to Starbucks, the motto of the international, Seattle-based coffee company is that "Our success depends on your success." This statement is not simply directed at Starbuck's customers, but to its employees as well. (Starbucks, "Job Center," Official ebsite, 2004)

hat does this effusive corporate motto and mission statement really mean? Starbucks is unique as a franchise restaurant in that it offers a variety of employment opportunities, such as retail store manager, as advertised upon the Internet. Despite jokes about the shame being a barista after graduating from a prestigious university, the Starbucks Support Center in Seattle credibly offers "career opportunities span a wide range of functions and departments, including not only openings behind the coffee bar and…...

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Works Cited

Starbucks (2004) "Community Relations." Retrieved on August 18, 2004 at Retrieved on August 18, 2004 at  http://www.starbucks.com/aboutus/csr.asp 

Starbucks. (2004). "Job Center." Official Website. Retrieved on August 18, 2004 at  http://www.starbucks.com/aboutus/jobcenter.asp 

Starbucks. (2004) "Mission Statement." Official Website. Retrieved on August 18, 2004 at  http://www.starbucks.com/aboutus/environment.asp .

Starbucks. (2004). "Starbucks Coffee International." Retrieved on August 18, 2004 at  http://www.starbucks.com/aboutus/international.asp

Once an interaction has been made which eventually resulted for the employee to voice out his/her grievances or complaints over the management or against his/her co-workers, then the real problem will be discussed thoroughly. The H people can now sit down and analyze the root cause of the problem, how it can be solved and what things should be done.

Asking for behavior change.

At this stage, it is assumed that the complaint has been evaluated and found to be valid and reasonable. If the compliant is more of a personal compliant where one employee is uncomfortable with the manners or with the way his/her co-worker's work, then the H personnel can now decide of a behavior change is really necessary. If it essential, then the H personnel can establish the next course of action which will be coursed thru the immediate supervisor of the person concerned. It must be noted that…...

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References

Franklin, D. (2000).

Talk to me. Credit Union Management, 23 (10), 42-45.Mendleson, Jack L. And Ettkin, Larry (Spring 1985), "Training Managers to Communicate in Difficult Situations," Management Quarterly, pp. 3344.

Harlos, K.P. (2001). When organizational voice systems fail: More on the deaf-ear syndrome. The Journal of Applied Behavioral Science, 37 (3), 324-342.

Hendriks, E. (2000).

Employee Relations
The field of employee relations encompasses the entire spectrum of the relationship between employing organisations and their employees. It rough chronological order, modern employee relations is a fully comprehensive process that includes the functions and responsibilities of recruitment, hiring, new-hire orientation, employment benefits management, promotion of organisational culture and ethical values, personnel management, change management, employee motivation, performance appraisal and review, career advancement, conflict resolution, policy enforcement, legal compliance, retirement, voluntary departure, involuntary termination, and post-employment benefits management (Robbins & Judge, 2009). More broadly, the field of employee relations also impacts the political, economic, social, and technological organisational environment (PEST). That is particularly true in connection with legal compliance with employment laws and environmental regulations, the economic prospects for organisational growth, business cycles that inform hiring and personnel management decisions, the economic considerations dictated by inflation interest, and income patterns, and numerous social or socio-cultural factors (Russell-alling, 2008).…...

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Works Cited

George, J.M. And Jones, G.R. (2008). Understanding and Managing Organizational

Behavior. Upper Saddle River, NJ: Prentice Hall.

Halbert, T. And Ingulli, E. (2009). Law & Ethics in the Business Environment. Cincinnati,

OH: West Legal Studies.

At the same time, the employee is bound to do all the work agreed with the employer. He cannot misuse the employer's resources. He must follow the employer's instructions and use his skills to perform his agreed task. He and the employer together must seek out new skills to benefit the latter. They also review their work together to determine if it meets quality standards (Thibodeaux).
Federal law obliges an employer to offer and provide fair pay to the employee (Morgan 2012). He is also required to meet safety requirements for the employee in performing the service agreed. The company may likewise offer perks and benefits for the employee's needs and in order to motivate him. Perks are a company's way of showing appreciation to the employee. The employer further enhances motivation by showing work flexibility towards the employee. Examples are sending an employee home who is sick or allowing…...

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BIBLIOGRAPHY

Mayhew, R. (2012) How to determine if someone is an employee or contractor.

eHow: Demand Media, Inc. Retrieved on August 17, 2012 from http://www.ehow.com/how_13652_distinguish-betwee-employee.html

Morgan, R. (2012). About employer relations. eHow: Demand Media, Inc. Retrieved on August 18, 2012 from http://www.ehow.com/info_7972142_employers-relations.html

Polity (2011). When does a job applicant become an employee? Polity.org.za: Creamer

Donna and Kelly
assume employee relations specialist company. The supervisor responsible project advice issue. Members group assigned tasks completing project. Ideally, pieces puzzle smoothly completed. Kelly working overtime ensures piece project completed meet deadlines.

Scenario: Donna and Kelly

In the scenario presented, Kelly does not feel as if her colleague Donna is 'pulling her weight' on a project to which they are mutually assigned. Kelly has not confronted Donna about her anger. Instead, she has quietly allowed her emotions to build as she has grown increasingly frustrated with what she perceives as Donna's lackadaisical attitude about work deadlines. Now, Donna is taking a weekend vacation, leaving Kelly with even more work. In this specific instance, 'ownership' of the problem lies in Kelly's hands. This does not necessarily mean that only Kelly is at fault. However, "for every set of conditions or outcomes, there are some people who are affected adversely by them. These…...

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References

Owning the problem. (n.d.), Problem ownership. Retrieved:

 http://highriskopportunity.com/Problem%20-%20Ownership.htm

Employee cohesiveness is extremely important to Microsoft. On the company's website, its Human Resources specialist states: "Come to Microsoft because you want to be part of the team and the mission of this company. Don't come if you're a mercenary. e don't have people here who punch the clock just for the paycheck; they really want to drive the mission forward, work with great people, and have an impact" ("Employee Profile: David -- HR General Manager," 2006, Careers -- United States Microsoft ebsite). It is everyone's duty to get along at Microsoft, thus complaints are handled in a way that attempts to broach differences and stifle disagreements before they become outright arguments.

orks Cited

Employee Profile: David -- HR General Manager." (2006). Careers -- United States

Microsoft ebsite. Retrieved 28 Jan 2006 at http://members.microsoft.com/careers/epdb/profileDetailPage.aspx?profileID=107

Pride in Diversity: An Overview." (2006). Microsoft ebsite. Retrieved 28 Jan 2006 at http://members.microsoft.com/careers/mslife/diversepride/default.mspx...

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Works Cited

Employee Profile: David -- HR General Manager." (2006). Careers -- United States

Microsoft Website. Retrieved 28 Jan 2006 at http://members.microsoft.com/careers/epdb/profileDetailPage.aspx?profileID=107

Pride in Diversity: An Overview." (2006). Microsoft Website. Retrieved 28 Jan 2006 at http://members.microsoft.com/careers/mslife/diversepride/default.mspx

To do this, her duties could be diversified, and her position modified in order to give her a greater sense of responsibility. One way to do this could be to appoint assistants whom Sue could train to handle her more elementary duties. She could then learn to assist some of the higher-level positions within the company and work her way towards a leadership position.
In today's democratic and equal society, the law protects workers in diverse workplaces. Indeed, democracy and equality in the workplace and society are two of the most important paradigms in the United States today. As a company that reflects the society it serves, it is the aim of WWW.toprovide its workers with optimal satisfaction and opportunities to realize their work related dreams. In order to do this, it is the manager's job to become familiar with all the legislation relating to workers, their protection and their…...

Integrate the elevant Information Found Both In Organizations Today and in esearch
Human resource management HM is considered to be an integral part of any organization to make it run effectively and efficiently. Fundamentally, the principal objective of HM is to upsurge the economic profitability from employees through making them organized in a productive, inventive and powered force (Price 2007, p.31).

H function includes many activities like planning, recruitment and appraisal (Pulignano, 2010). But this paper will only focus on the employee relations, with certain details about conflict resolution. The objective of this paper is to familiarize the reader to the critical concerns in conflict management. To attain this objective, employees' relations will be highlighted from H point-of-view, which will eventually reveal various levels of conflicts taking place in an organization. Different methods and disputes will be discussed which are adopted by H managers to solve employee alterations. The role of trade…...

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References

Alasheev, S., 2005. Informal Relations in the Process of Production, in CLARKE, S., ed. "Management and Industry in Russia: Formal and Informal Relations in the Russian Industrial Enterprise." Cheltenham: Edward Elgar.

Demirbas, D., and Yukhanaev, A. (2011). Independence of board of directors, employee relation and harmonisation of corporate governance: Empirical evidence from Russian listed companies. Volume 33 issue 4, (pp. 444-471)

Gospel, H. And palmer, G., 1993. British Industrial Relations. 2nd ed. London: Routledge.

Hardy, J. And Kozek, W. 2011.Changing workplace relations in foreign investment firms in Poland, Volume 33 issue 4, (pp. 375-394)

Employee elations
Exploring the elationship between the State and Employee elations

Employee relations encompass a wide scope of workplace environment aspects so that employees are protected and provided for. Essentially, employee relations involve all aspects of dealing with people within the workplace. This can include job regulation, hiring, discipline, but also managing employee relations so that the organization flows smoothly with competent employees (Bray et al., 2005). I, as stemming from a pluralist approach, deems that state involvement only restricts the natural power struggle in employee relations that allows the changing needs of employees to be best represented. On the other hand, a unitarist approach can help secure protection from exploitation for developing nations or countries trying to recover from economic hardships. Thus, it is ultimately appropriate to take on a blended approach regarding state involvement; one which is flexible enough to work with both approaches when necessary as it adapts…...

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References

Ackers, Peter & Wilkinson, Adrian. (2005). British industrial relations paradigm: A critical outline history and prognosis. The Journal of Industrial Relations, 47(4), 443-456.

Bray, D. & Walsh, W. (2005). The study of industrial relations. Industrial Relations. McGraw-Hill. Web.  http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=4&cad=rja&uact=8&ved=0CEkQFjAD&url=http%3A%2F%2Fhighered.mcgraw-hill.com%2Fsites%2Fdl%2Ffree%2F007471550x%2F226849%2Fppt_ch01.ppt&ei=CsdjU_6CGNLqoATCmIL4Dw&usg=AFQjCNG7PDNy-Jk9AQpLRNRHnPFryeHjjQ&sig2=sn-AgL8NDtQIwe9DQBVKBw&bvm=bv.65636070,d.cGU 

Cradden, Conor. (2011). Unitarism, pluralism, radicalism, and the rest? Sociograph Working Paper. No, 2. Web. http://www.unige.ch/ses/socio/publications/dernierespublications/sociograph10-1/sociograph_working_paper_7.pdf

De Silva, S.R. (2013). Human resource management, industrial relations and achieving management objectives. International Labour Organisation. ACT/EMO Publications. Web.  http://www.ilo.org/public/english/dialogue/actemp/downloads/publications/srshrm.pdf

The Rise of Collective Bargaining
According to Brody (1993), the collective agreement signed between unions and employers meant that the unions were no longer pushing for activism, but rather they were running the unions as a business. The unions were mostly concerned with ensuring that employees had job security and they worked hard to quell any disturbances that might arise. With employees working as expected and employers willing to pay the employees as agreed, there was a need for the unions to honor their contractual agreements. The contracts removed the unions from management and offered the company managers leeway to run the business as deemed fit. Unions opted to have collective bargaining agreements that in the long run meant that the unions were powerless and the power of workers no longer rested with the unions (Aidt & Tzannatos, 2002). Adopting collective bargaining agreements meant that unions had to adhere to their…...

Topic Idea 1: The Impact of Employee Retention on Organizational Performance

Explore the positive correlation between employee retention and key business outcomes, such as productivity, profitability, and customer satisfaction.
Analyze how high turnover rates can lead to financial losses, operational inefficiencies, and reputation damage.
Discuss the importance of identifying and addressing the root causes of employee turnover to improve retention.

Topic Idea 2: Strategies for Enhancing Employee Retention in the Digital Age

Examine the challenges posed by the changing nature of work and technology in retaining employees.
Evaluate the effectiveness of strategies such as flexible work arrangements, remote work options, and....

1. The Role of Communication in Crisis Management
2. The Importance of Preparing a Crisis Management Plan
3. Case Study: Successfully Managing a Crisis in a Business or Organization
4. Crisis Management in the Digital Age: How Social Media Impacts Response
5. Ethical Considerations in Crisis Management
6. The Psychological Impact of Crisis on Individuals and Organizations
7. Lessons Learned from Failed Crisis Management Strategies
8. Crisis Management in Healthcare: Addressing Pandemics and Natural Disasters
9. Crisis Management in Government: Balancing Transparency and Security
10. Crisis Management in Public Relations: Rebuilding Trust and Reputation after a Crisis.
11. Crisis Management in the....

I. Introduction
A. Introduce the case study of Summit Financial
B. Explain the role of a Human Resource Specialist at Summit Financial

II. Background
A. Provide an overview of Summit Financial
B. Describe the current challenges faced by the company

III. Human Resource Specialist's Responsibilities
A. Recruitment and selection process
B. Training and development programs
C. Performance management
D. Employee relations

IV. Analysis of the Case Study
A. Identify the key issues faced by Summit Financial
B. Evaluate the effectiveness of the current HR practices in addressing these issues

V. Recommendations
A. Suggest strategies for improving recruitment and selection process
B. Propose methods for....

Remote working, a modern work arrangement where employees work outside of traditional office settings, has prompted discussions regarding its impact on the duties and responsibilities employees owe to their employers. This essay will explore the nuances of this issue, examining the potential effects of remote working on employees' obligations and considering how changing work environments may influence the employer-employee relationship.

Remote working offers numerous benefits for both employees and employers, including increased flexibility, enhanced work-life balance, and potential cost savings. However, it also presents challenges that require careful consideration. One such challenge is the potential impact on employees' duties towards their....