Reference no: EM133174531

5HR01 Employment Relationship Management - Imperial College London

Level 5

This unit examines the key approaches, practices and tools to manage and enhance the employee relationship to create better working lives and to understand the significant impact this can have on organisational performance.

Case Study

You are the newly appointed people practice professional at REBU, an organisation operating globally within the gig economy. REBU offer users the facility to arrange and schedule transport using their mobile application software. Currently the organisation offers transportation and food delivery services across the globe.

Its main offices are based in Austin, however it has offices in 75 locations across the world with most being in the USA. Over the last 12 months, REBU has seen its profits rise by 54%, mainly in the food delivery sector.

One of the emerging trends is sustainability and moving to more electric transport with an objective to have zero-emissions within the next 10 years. REBU have been successful, particularly in the last 12 months.However,
retention of staff is a problem, with turnover increasing by 5% every quarter. During exit interviews,some of the key reasons stated for leaving are working conditions and wages. To achieve its aims and objectives REBU need to review the employment relationship to create better working lives which would result in less turnover and more successful organisational performance.

Task - Training session (presentation pack and supporting notes)

Design a short training session for line managers of REBU, addressing how they can manage conflict in the workplace. Your presentation pack and supporting notes should include:

• An explanation as to the differences between organisational conflict, misbehaviour and what is meant by informal and formal conflict and an analysis of the key causes of employee grievance within REBU.
• An explanation of at least two skills required to successfully handle grievances and disciplinaries at work and the importance of handling these effectively so REBU can avoid legal claims.
• A table, outlining one official and one unofficial action an employee might take during conflict, explaining their key features and distinguishing between them.
• An assessment of the emerging trends in conflicts and industrial sanctions.
• Adistinction of the following three methods (conciliation, mediation and arbitration) that REBU can use to resolve conflict formally before it escalates to an employment tribunal. Include similarities, differences and key features of your three chosen methods.
• An explanation of the principles of the key legislation relating to unfair dismissal law and outline the process an employer should follow with regard to with capability and misconduct issues within REBU.