Efficient Employee Relations Essay

Efficient employee relations has become an increasingly important issue for employers, the inclusion of a diverse set of employee based functions has become progressively important for managers to consider as part of a wider overall organisational strategy. In recent times there has been a wide increase in aspects of employee involvement and participation throughout organisations. It has become evident that from further offering employees a ‘voice’ throughout a business; it can further lead on to concrete advantages for employers, employees and organisations as a whole. (Wilkinson, A., & Fay, C. 2011) As trade union membership continues to decline throughout the UK, employers attention has shifted on to forming individual relationships

Updated and revised versions of the theory have appeared, focusing on various aspects of employee relations, one of which includes the notion of employee involvement and voice. (Burton J., & Gold, J. 2012) Numerous employers have introduced employee involvement and voice throughout the workplace as a means of creating a democratic and modern workplace. (Burton., J & Gold, J. 2012) A high performing workplace is of paramount importance for an employer, the result of which has led on to many experimenting in the theory of involving employees in overall decision making in order to facilitate opinions and ideas from a wider spectrum. (Budd, J., Gollan, P. et al 2010) Employee voice may be applied in a business setting as it has been seen to improve overall ethical, moral or pragmatic values within organisations. (Budd, J., & Gollan, P. et al 2010) In terms of the implementation of employee voice throughout a business, while it may be seen that managers control the initiation of a voice agenda, the way in which such processes are utilised within the organisation lies ultimately with the employee, reinforcing the concept that such a process allows workers a certain

(Purcell, J. 2014) It has been argued however that in recent times it has become necessary for employers to deploy effective voice communication mechanisms linking in with published reports stating that employees are more likely to voice opinions and recommendations if effective communication systems are in place. (Purcell, J 2014) It has been stated that the inclusion of employee voice throughout the workplace could be seen by some as an alternative method to trade union representation. (Dundon, T., Wilkinson, M., et al 2005) While the overall use of trade unions throughout businesses has declined, John states that the role of such unions remains a significant component in terms of delivering effective employee relations. (John, M. 2010) John further suggests that unions remain especially important in terms of employee grievances that may arise which cannot be resolved through any other means. (John, M. 2010) Nevertheless, non-unionised organisations have seen a rise throughout modern organisations. (Dundon, T., Wilkinson, M., et al 2005) While the term ‘non-unionised’ alludes to trade unions having no presence throughout the workplace, this may not always be the case however, it can suggest that while unions are currently absent from the workplace, employers may