At Pershing this is seen in the form of a change to working hours, working times, and which location the employee is based.
Pershing is a medium sized financial services company, who has seen strong growth over the last two years during the economic downturn. This entitles employees to take Statutory Paternity Leave 2 Weeks. If redundancy occurs employees will be informed in writing and be given an explanation of the redundancy payment that they will receive.
At Pershing all employees are treated equally by not discriminating between an older candidate and a younger candidate going for the same job. Once we consult the employees that they are at risk of redundancy, this is followed by at least one further consultation meeting.
An example which occurred at Pershing was a change to a shift system that meant that staff who previously started at 6am and finished at 2pm now had to start at 8pm and finish at 5pm.
Firstly, employee participation, one example of this is to give employees a voice by distributing employee engagement surveys; this allows employees to express their views on the company and can motivate employees when actions are taken from their opinions.
The Working Time Regulations means that an employee cannot be forced to work more than 48 hours a week on average; meaning all employees can ensure they participate in personal external activities outside of the workplace, which in turn should reward Pershing with a dedicated and committed workforce.
If salaries are particularly lower for women this would reflect in their benefits package, however at Pershing these benefits are based on the annual salary, and salaries are benchmarked to job levels which are assigned to the role.
The next stage is fairly identifying the pool of employees that are due to be put at risk by devising redundancy selection criteria. By having these procedures in place Pershing can deal with issues that arise by having a clear structure to follow e.
The organisation is then better placed to delivery on its aim to be. Exit interviews can sometimes prove difficult to collect information, as some employees prefer, or are not willing to disclose their reasons for leaving or any problems they have had.
Pershing have to be able to prove that a redundancy situation exists to ensure a cost save to the business. The function of the psychological contract is to reduce insecurity, as not all aspects of the employment relationship are addressed in a formal written contract; the psychological contract is a concept that attempts to balance mutual expectations and encourage discretionary effort.
This also gives them a chance to suggest improvements to their role and to draw a line under their employment relationship. The difference between workers and employees are that as an employee you have a wider range of employment rights and responsibilities to and from your employer, such as Statutory Sick Pay, and Statutory Redundancy Pay.
One external factor is the state of the economy, in recent years the economy has experienced a recession. This is the most common status, and applies to the largest group of people in the workplace.
This has impacted businesses in many ways; one example is the case of redundancies, less capital means companies can no longer afford to keep all staff. This situation has not yet arisen at Pershing but The Harassment Act was introduced in to protect individuals from harassment situations in and out of the workplace.
Pershing has also shown that they abide by the Equalities Act and protect the umbrella of characteristics such as discrimination on the grounds of age, race, sex, disability, religion or sexual orientation.
Maternity allows female employees to have the basic rights including, time off for anti natal care, not to be unfairly dismissed, and the choice to return to work after their child has been born.
For example at Pershing, a line manager promised full responsibility on a project to an employee but did not deliver, therefore the trust was affected, the psychological contract was broken resulting in decreased loyalty, lack of discretionary effort and an earlier exit.
Legalisation plays a vital role on how work-life balance can be implemented. A mother may be able to claim she has suffered indirect sex discrimination, as the shift changes particularly disadvantage women who may wish to collect children from school.Supporting Good Practice in Managing Employee Relations Aim The aim/objectives of this assignment are to explore employee relations in detail, includi.
CIPD Assignment Supporting Good Practice in Managing Employment Relations 3MER. by ameenamohsen. CIPD Assignment Supporting Good Practice in Managing Employment Relations 3MER. Save. Supporting Good Practice in Managing Employment Re For Later.
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Supporting 5/5(7). Supporting Good Practice in Managing Employment Relations. 3MER 2 internal factors which impact on the employment relationship Pay - It is well known that pay helps to motivate and even retain staff in5/5(1). 3MER Assignment Words | 15 Pages. Supporting Good Practice in Managing Employment Relations (3MER) Supporting Good Practice in Managing Employment Relations (3MER) Employee Relations management(3MER) Content Internal and external factors that influence employee relations Types of employment status.
Supporting Good Practice in Managing Employee Relations Aim The aim/objectives of this assignment are to explore employee relations in detail, including the psychological contract, differences between fair and unfair dismissals, redundancy, and the direct link to my organisation.
Pershing is a medium sized financial services company, who has. Essay Supporting Good Practice in Managing Employee Relations. Employment relationship – defn. “the relationship that exists between employers and employees in the workplace” When an employee starts a new company there may be many internal and external factors that impact on the employment relationship.Download