MGT 511 CASE ASSIGNMENT MODULE 4 Employee and Industrial Relations Essay

MGT 511 CASE ASSIGNMENT MODULE 4 Employee and Industrial Relations - Essay Example In terms of strategic human resource management, the employees as well as the industrial relations play a major role in the success of the strategic human resource management. A few of the many aspects that impact the strategic human resource management within a company include the following: a) Engaging employees: Employees form the main element of any business and the main aim of industrial relations is to ensure that a strong and effective relationship is built between the employers and employees (D'Annunzio-Green, Maxwell and Watson). The industrial relations also focus on protecting the rights of the management as well as the rights of the employees. This is in most cases done by creating goodwill and also with mutual understanding and trust among all the parties involved in the organisation. Industrial relations focuses on complete engagement of the employees and also focuses on improving the overall productivity and performance of the employees. Here the aim is to reduce the p ossible turnover and also to reduce the frequent absenteeism within the company as well (Armstrong). Strategic Human Resource management is focused on developing an interrelated approach towards better relationships and also higher productivity. The participation of the employees and the emphasis on the work groups have a major impact on the overall strategic human resource management (Greer). Employee participation includes the following aspects, i.e. motivation of employees, the commitment of the workforce, high efficiency, and also good and strong decision making within the company (York). All of these contribute to the strategic human resource management. b) Employee Performance and Documentation: The need for freedom of performance, thought and also expression is one of the main aspects of every employee in almost every industry. However when these are ignored and employees are treated more as objects than individuals, the impact is directly seen on the overall desire, motivati on and performance (Beer, Lawrence and Mills). An important aspect that every worker wants from the job is the security and recognition of a job well done. Employees also seek out good pay, good and safe working conditions and also any chance of participating in the decision making within a company (Dessler). Human resource management involves the understanding of the needs and aspirations of the workers and also works developing and explaining the behaviour of both individuals as well as groups and to look at possible ways to use the behaviour to improve the working conditions and also to work more successfully towards the objectives of the company (Jack and Halloran). Good understanding of the employees and their needs and also focus on the improvement of the working conditions of the company help reducing the overall conflicts within the company and also help in betterment of the employee participation equally (Torrington, Hall and Taylor, Fundamentals of Human Resource Managemen t: Managing People at Work). c) Complaint systems and whistleblowers   A complaint system and whistleblower is important for every business and helps keeping the disputes at bay and even in a number of cases preventing the disputes. Different complaint systems like the employee grievance redressals, which work on ensuring that the employee grievances are looked into and taken care of and industrial disputes are

European Law assessment Essay Example | Topics and Well Written Essays - 2000 words

European Law assessment - Essay Example Essentially, if the national court has â€Å"any real doubts†¦it should ordinarily refer†.1 Sir Bingham’s interpretation is far too close to the duty imposed on the courts of final appeal. As determined by the ECJ in Srl CILFIT and Lanificio di Garvardo SpA v Ministry under Article 234 (now Article 267), a court of final appeal is required to refer to the ECJ unless the issue of Community law arising at the trial is irrelevant or had already been determined by the ECJ or the resolution is obvious.2 In other words, the court of final appeal is required to make a reference to the ECJ where there is a real doubt pertaining to an issue of Community law. The use of the word â€Å"may† in Article 267 is hardly coincidental. It could only mean that under Article 267, national courts do not have a mandatory obligation to refer questions of Community law to the ECJ.4 The duty to refer preliminary questions on the interpretation and application of Community law is only mandatory when a court of final appeal is hearing the relevant case and remedies at the national level have been exhausted.5 However, when Sir Bingham’s ruling is considered together with the wider objectives of Article 267, his interpretation of Article 267 is entirely compatible with Article 267. The provision of preliminary references under Article 267 of TFEU is often characterized as the main â€Å"procedural† nexus for linking national courts with the ECJ within the Community’s legal framework.6 It makes the procedural link between national courts and the ECJ by providing a method by which member states integrate their legal systems in that national courts can ensure that Community law are enforced throughout the Community.7 There are essentially two primary goals enshrined in Article 267 of TFEU. Firstly, the preliminary reference procedure within the ambit of Article 267 is aimed at preserving national courts’ independence. Secondly, it is aimed at facilitating consistency,