The aim of the unit Supporting Good Practice in Managing Employment Relations 3MER in Level 3 CIPD is to aware the learners about the law of employment and the factors that influenced the relationship of Employees. The status of the employee, contract termination, and individual rights are influenced by internal factors and external factors which have been demonstrated in the unit.
To attain an optimal relationship between employers and employees the organisation must grow with the help of the interest of employees which is different from the interest of employers in decreasing the cost and increasing the profit.However, the interest of employees emphasises the increment of their salaries and the contracts of employees for example bonuses and flexible hours.
The unit aims to investigate the exceptional practices which assist both parties the employees and stakeholders in working together.It will be better for the learner to recognise the positive relationship among the employees and employees is crucial for the positive health of the organisation. For that purpose, the employees are considered good communicators with their employees. Their positive relationship with the stakeholders will aidthem through transferring their concerns and it will also help the employers to address the problems of the employees comfortably.
Objectives of the unit
The assignment criteria of the unitSupporting Good Practice in Managing Employment Relations 3MER is comprised of the learning out objectives in which the learner would be able to get all these things by the end of the unit
• Recognition of internal and external factors that influence the relationship between employees
• Recognition and ability to discriminate the diverse status of employment have incredible
• Recognition of legislation concerning the relations at the workplace
• Recognition of practical concepts and psychological contracts in terms of it
• Recognition of the best practice and concepts that permit the determination of contract in a peaceful manner
The unit Supporting Good Practice in Managing Employment Relations 3MER has some activity criteria for the assignment and each learning outcome of the unit hasan activity regarding the tasks and the questions given below.
Learning outcome 1:
Recognise the influence of the law of employment at the beginning of the employment relationship.
1.1 Elaborate on the external factors and internal factors that influence the relationship of employment.
The law of employment synchronises the employment relationship among stakeholders and employees. It’s a kind of structure that assists with the employer`s expectations by the side of employees and the request of employees for their rights at the workplace.Moreover, it providesknowledge regarding the least wages for paternity and Maternity leavesand the Limited Tribunal compensations when evaluating the compensation redundancy or untrue dismissal.
1.2 Elaborate on the versatile categories of employment status.
Several factors influence the relationship of employment and these factors can be internal as well as external.
External factors
All the activities that take place outside of the organisation are considered external factors.However, they can influence the demands and attitudes of the employees.
Internal factors
The internal factors include the indoor elements of the organisation such as leadership, culture, management, HR practices, structure, etc. Despite these factors, the most crucial internal factors that influence the relationship between employees and employers are the following.
• Management style and management chain of command
1.3 Examine and identify the purpose that is crucial in the determination of employment status as an individual.
To get the significance of an individual`s employment status and its determination three purposesmust be known by the learners.
• To understand the extent to which the staff members are under the supervision of the leadership and organisation.
• It assists the employees with the software advantages of employment which they are entitled to through legislation.
• It also brings the security of employers regarding the responsibilities of employees under the amendment of an influenced package of employment.
Learning outcome 2:
2.1 Elaborate on the significance of balance in work life in terms of the relationship of employment and define the ways that are impacted by the legislation.
The balance and work life in terms of legislation is crucial because it protects the employees from discrimination in the least wages and health legislation. Itensures the employers about the prosperity and security of their people.The legislation protectsthe security and health of the Employees.These rules and regulations create awareness among the employees about the working times every week, leaves for annual, providing parks of entitlement as well as the exceptional provisions and perks for the night shift workers.
2.2 Briefly describe the legislation support which will be provided to the Employees like the members of the family.
Legal support related to the family and parents
The legislation`s support emphasises paternity leave, maternity leave, dependant leave, and adoption leave for employeeswhether females or males for the period given by the government.
2.3 Elaborate on why the employees are treated fairly in terms of pay.
Fair treatment will aid the business process to run smoothly and the exceptional performance of the organisation would be catered to. Itprovidesan optimist environment of work and the employees would want to be a part of the company for a long time.Fair treatment means to offer equilibrium in significance and opportunities among the employees without any favouritism.Following are the reasons that make the employees be treated at fair parameter.
• To form strong and great relations with work comprised of trust and respect.
• To form loyalties and satisfaction among employees
2.4 Briefly explain the core points for the legislation of discrimination.
The equality act protects employees in case of discrimination at their workplace.Following are the areas that are covered by the equal act 2010.
• Discriminations with disable people
• Discrimination at the racial level
• Discrimination at the sexual level
• Bullying and harassment
• Complain of pay gap due to ethnicity
• Reportingpay ratio to CEO
• Discrimination of reassignment of genders
• Discriminationagainst Maternity and pregnancy
• Discriminationagainst being married
• The statement of modern slavery
Following are the categories of discrimination through which employees passed at a workplace.
• Indirect discrimination
• Indirect discrimination
2.5 Elaborate on the practical practices that are good and sub categorised the policies of the organisation as well as that may put their part to the contracts of psychology.
The notion of dismissal indicates the termination of employees.Following the act of employment rights, the workers who made the contract havethe right not to terminateunfairly. The dismissal of employees should be fair, full of legislation and havea reason.Moreover, the termination should happen with the proper procedure in terms of discipline.
Learning outcome 3:
3.1 Elaborate on the distinctions between untrue and true dismissals.
In a true dismissal, the termination is held due to reasonable conduct, capability, redundancy and legal restriction. The matter of immigration of employees, conflict and irrelevant behaviour of employees can result in termination.Furthermore, the employees must be notified before the termination process and the stakeholders give warnings before terminating a worker.Whereas, the untruedismissal terminates the employees without any legal reasons and the conduction of unlawful actions can be included in it.For instance, sexual orientation, race, pregnancy, gender, religion at necessity etc. are categorised in untrue dismissal. In an untrue dismissal, the employees would not receive any warning or notice from the side of organisation and a sudden termination would be held with irrational behaviour.
3.2 Elaborate on the significance of exit interviews.
In an exit interview, there is a discussion held between the employees and employer for the terminating purpose.It refers to the final negotiation between the employee and employer at the time of the employee`s exit.Following are the reasons forthe employee’s departure in which the exit interview takes place.
• Resignation of employee
The exit interviews are crucial because it`s a better way of giving feedback to each other for both parties that will aid both employee and employer to investigate the legal liability solution, organisational problem, and continuous relationship with employees.
3.3 Briefly describe the core steps that need to be followed for redundancy in management.
To manage the redundancy of the organisation following are the steps that are needed to follow.
• Appeal before dismissal
• Selection of redundancy
• Identification of the pool for choosing
To prepare the complete assignment on the unit Supporting Good Practice in Managing Employment Relations 3MER the learner would need the following components.
• A plagiarism free and 100% unique content that contains authentic information regarding the topics of the unit.
• The information should comprise well-researched material, as well as the websites used for research, should be genuine like Google Scholar, JSTOR, Inspect, etc.
• The CIPD levels required examples from the workplaces and case studies for getting an idea about the authenticity of the learners.
• The assignment writing of the unit Supporting Good Practice in Managing Employment Relations 3MER required UK-based English, no matter whether the learner is belonging to a religion.
• The mistakes in punctuation, grammatical errors and sentence structures would be monitored in marking.
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