Employee Relations and Employment Regulations - Introduction

Welcome to the Employee Relations and Employment Regulations lesson!

The employment relationship is complex and relies upon a range of factors which must be satisfied to ensure that staff can work to their potential and offer the most based on their unique skills and competencies. To achieve this aim good HR management practice needs to be underpinned by a reliable and consistent employment environment that meets regulations and guidelines. There also must be a system for solving disputes and engaging with employees. The challenge for both the employer and the employee is that in seeking to create this environment there are specific legal and regulatory stipulations to consider which govern the way in which these relationships need to be managed and structured.

This therefore creates a need for any company to understand the motivation and drivers of their staff in order to ensure that they are satisfied in the workplace. People are one of the key corporate resources and if it is accepted that maximising the use of resources is the best way to maintain an enduring competitive position and achieve organisational objectives.

This chapter will seek to outline the major factors shaping and defining the employer-employee relationship. In doing so, it will first discuss the concept of the employee before moving on to provide an indication of the formal frameworks that need to be considered. This will then provide the essential context needed to review the broader (and sometimes more informal) area of employee relations.

Goals for this section

To be able to:

  • Understand the business need to develop and maintain good working relations with employees.
  • Appreciate formal and informal frameworks that can be used to improve employee engagement.
  • Understand the key legislative and regulatory frameworks surrounding the employer-employee relationships.
  • Understand the basic elements of a contact of employment.

Objectives for this section

  • To be able to identify the different informal and also legislative frameworks that are suitable for improving employee engagement.
  • To be able to identify the basic essential elements of an employment contract.

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