Employment relations in the modern context

Traditionally, trade unions have played a pivotal role in employee relations. And this was understandable at a time when the interests and the parties involved were working with relatively straightforward frameworks (Musson, 2006). But today, the relationship between the various parties have become much more complex, focussing on many issues. The negotiations are no longer just about wages and working hours. Even the previously underrepresented interest groups (ex: women, immigrants) have now entered the scene, creating the need for a more complex and inclusive approach towards employee relations (CIPD, 2021). Rightfully, this has caused a decline in the popularity of trade unions. They are no-longer the go-to representatives of the workers. If anything, this has led to a more individualised approach towards employee relations. The steady decline in industrial action is also a proof of the above (Nowak and Hodder, 2019).

The change from the relatively simplistic and somewhat dichotomous approach toward employee relations to the more modern approach has been gradual and aided by many factors such as changing political trends and globalisation (Bhattacherjee, 2001). The 70s were a pivotal point in the history of employee relations in the European context, as that is when other interest groups began their rise to prominence. It was also the era that gave birth to Thatcherism (Nowak, 2015). Presently, the more individualised industrial relations depend on the legal framework and the trust based understanding between the parties involved (CIPD, 2021). The government’s are taking steps to establish various institutions to deal with and regulate employment relations and industrial disputes despite heavy criticism from those who believe that governments should stay out of industrial issues of this nature (CIPD, 2015). However, more recent developments suggest that even though there are plenty of government institutions available to act as mediators and regulators for employment relations, both employers and employees seem to prefer not involving said institutions in their interactions, and prefer more informal communications (Emmott, 2015). In fact, the initial employment contract is now treated as the cornerstone of the relationship between the two parties (Rubery et al, 2002). In addition to the historically popular aspects of industrial relations, employment relations, in the present context deal with wide variety of things including, but not limited to employee communication and employee voice; employee engagement; mediation and conflict; absence management; diversity in the workplace; and flexible working practices CIPD, 2021). Line managers undertake multiple roles in the management of employee relations in the modern context. The approach, in general, has become more strategic and actions are taken proactively (Emmott, 2015). Employee voice and engagement are greatly valued by the modern managers (CIPD, 2021).

References

Bhattacherjee, D., 2001. The Evolution of Indian Industrial Relations: A Comparative Perspective. Industrial Relations Journal, 32(3), pp.244-263.

CIPD. 2015. Conflict management: a shift in direction?| CIPD. [online] Available at: www.cipd.co.uk/Images/conflict-management-shift-direction_tcm18-10803.pdf&ved=2ahUKEwi65vCsqYH1AhVCSWwGHUviB5kQFnoECAoQAQ&usg=AOvVaw2Z67wZFMPaXnjNCBJLmoX4 [Accessed on 26 December 2021].

CIPD. 2021. Employee Relations | Factsheets | CIPD. [online] Available at: https://www.cipd.co.uk/knowledge/fundamentals/relations/employees/factsheet#gref [Accessed 23 December 2021].

CIPD. 2021. Managing Employment Relationship | CIPD. [online] Available at: https://www.cipd.co.uk/knowledge/fundamentals/relations#gref [Accessed 26 December 2021].

Jill Rubery; Jill Earnshaw; Mick Marchington; Fang Lee Cooke; Steven Vincent (2002). Changing Organizational Forms and the Employment Relationship. , 39(5), 645–672.

Mike Emmott , (2015),”Employment relations over the last 50 years: confrontation, consensus or neglect?”, Employee Relations, Vol. 37 Iss 6 pp. 658 – 669

Musson, A., 2006. Trade union and social history. Oxon: Routeledge, pp.65-80.

Paul Nowak , (2015),”The past and future of trade unionism”, Employee Relations, Vol. 37 Iss 6 pp. 683 – 691

Paul Nowak, Andy Hodder, (2019) “150 years of the Trades Union Congress – reflections on the past and challenges for the future”, Employee Relations: The International Journal, Vol. 41 Issue: 2, pp.270-2


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