Employment Relation

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Employment relationship is the relationship between the employers and the employees within an organizational setting. An employment relationship comprises of an economic exchange, power relationship and an open-ended contract. Broadly employment relationship is part the industrial relationship; which it is not just confined to the relation between the employees and the employers but also contain other major stake holders. “An industrial relation framework is a concept used to describe the arrangements by which the terms and conditions of work and the employment relationship are determined” (Nankervis, 2011). The stake holders in the Australian Industrial Relations are the state and federal government, industrial tribunals, state and federal employees, employer associations, trade unions and the employees. The “Fair Work Act (2009)” is the piece of legislation that regulates employment and other Industrial Relation parties’ disputes. The goal of Industrial Relation system is to safeguard the right of the employees and management, minimize conflicts, increase productivity, and to improve the economic conditions of workers in the existing state of industrial managements. For many HR professionals IR is employment relationship but with unionized work force. There are three perspectives to the Industrial Relation; Unitary perspective, Pluralistic perspective and Marxist perspective.
Unitarist believe that both, the employers and the employees have the same objectives and are ultimately pursuing the same goal. If there is clear communication between the employers and the employees there is no room for conflict. Unitarist believe that a conflict between these two parties can only arise if there is a communication error or one of the t...

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...and the Gen. X are more likely to stick to one job for years but the Gen. Y switches jobs very often. Gen. X and Gen. Y also demand a higher level of flexibility, autonomy and want their presence to be felt in the company. These characteristics display more of a unitarist perspective but the high job switching does not show their loyalty to the organization. Thus Bytes electronics should have a strong HRM strategy so they can retain their employees and make them a part of the organization and share the company’s success with them. To make the employees more committed to the company the Bytes electronics should promote employee involvement and introduce some profit share schemes. These practices will lead the employees to be loyal to the company. This might help the company retain talent and might also help the employees to be more productive and innovative.

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