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Purpose and aim of unit
Human resource (HR) professionals need to understand key developments in the theory and practice of employment relations, both within and beyond the immediate organisational context. This unit allows learners to build on their knowledge and experience to develop the skills required to make informed and effective judgements about existing and emerging models, processes and practices of employment relations in local and international jurisdictions. The unit is designed to encourage learners to assess and understand broader developments that influence the effective management of the employment relationship in indigenous and multinational organisations.
This unit is suitable for persons who:
• seek to develop a career in HR management and development
• are working in the field of HR management and development and need to extend their knowledge and skills
• have responsibility for implementing HR policies and strategies
• need to understand the role of HR in the wider organisational and environmental context.
Learning outcomes
On completion of this unit, learners will:
1 Understand the nature and context of employment relations.
2 Know about employment relations legislation.
3 Understand contemporary developments in employee involvement and participation.
4 Know about different forms of conflict behaviour and dispute resolution.
| Learning outcomes
The learner will: |
Assessment criteria
The learner can: |
| 1 Understand the nature and context of employment relations. | 1.1 Analyse the indeterminate nature of employment relations.
1.2 Compare and contrast unitarist and pluralist approaches to employment relations. 1.3 Assess a range of factors which impact on employment relations. |
| 2 Know about employment relations legislation. | 2.1 Describe and critique the essential features of the contract of employment.
2.2 Identify and analyse the main sources of UK and EU employment relations lawmaking. 2.3 Explain the main developments in individual employment law. 2.4 Assess and advise on the purpose and scope of statutory trade union recognition. |
| 3 Understand contemporary developments in employee involvement and participation. | 3.1 Explain the differences in employee involvement, participation and partnership.
3.2 Compare and contrast union and non-union forms of employee representation. 3.3 Assess the link between employee voice and organisation performance. |
| 4 Know about different forms of conflict behaviour and dispute resolution. | 4.1 Distinguish between conflict and misbehaviour, and between official and unofficial industrial action.
4.2 Assess contemporary trends in the types of conflict and industrial sanctions. 4.3 Explain what is required to advise, coach and guide line managers in the skills for effective grievance- and dispute-handling procedures. 4.4 Distinguish between third-party conciliation, mediation and arbitration. |
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