Supporting Good Practice in Managing Employment Re

Supporting Good Practice in Managing Employment Relations

The primary theme of the paper is Supporting Good Practice in Managing Employment Relations in which you are required to emphasize its aspects in detail. The cost of the paper starts from $99 and it has been purchased and rated 4.9 points on the scale of 5 points by the students. To gain deeper insights into the paper and achieve fresh information, kindly contact our support.

Supporting Good Practice in Managing Employment Relations

INSTRUCTIONS:

instructions are all on the assignment, Human Resource Management

CONTENT:
Supporting Good Practice in Managing Employment RelationsNameInstitutionSupporting Good Practice in Managing Employment RelationsSupporting good practice in managing employee relationships involves managing the workplace environment effectively so as to increase employee satisfaction and improve their job commitment and productivity. There are several key issues associated with managing employee relationships. They include: 1 The impact of employment law at the beginning of employment relationship 2 Employee rights during the employment relationship 3 Issues pertaining to termination of employment relationship 1 The Impact of Employment Law at the Start of the Employment RelationshipEmployee law affects employment relationship with respect to external and internal factors influencing employment relationship and employment status (Countouris, 2013). 1 a. External Factors:External factors are those factors that employers cannot influence. Instead, employers adapt to these changes to remain competitive in the market. Two external factors that are almost universal to the corporate sector are state of the economy and technology.State of the economyThe state of the economy affects the amount of capital available to business companies. Availability or lack of enough capital to invest affects the start of the employment relationship by determining whether companies can create more job opportunities. Accordingly, companies have less vacancies during harsh economic times, thus limiting the number of new employees they can hire (Countouris, 2013). In extreme situations, employers may be forced to lay off the existing workforce. This situation reduces employee motivation because workers become anxious about their job security. During the 2007 economic meltdown, for instance, unemployment rates increased around the world since companies were unable to raise capital for additional investment. Governments had to intervene to keep major multinationals like General Motors in business. In contrast, a thriving economy enables companies to raise investment capital and create new jobs. During the late 20th century, for example, South Korea’s diversification into technology created more jobs and reduced unemployment levels significantly.TechnologyTechnology influences employment relationship in two ways. On the one hand, adoption of technology in carrying out certain functions reduces the need for human labor. This results in fewer job opportunities as machines replace people in doing tasks, lead to redundancies or reduce the number of working hours. Besides affecting employment opportunities, it can reduce workers earnings due to fewer job functions. A good example is the adoption of technology in the textile industry, once a labor-intensive operation. The use of machines in tasks like yarning reduced the need for manual labor. In today’s job market, the use of technology has reduced the demand for counter workers in banking sector since indivi...
 
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