Furthermore, the term employment relationship targets both the collective and individual associations within the workplace. It provides knowledge about the study of the implementation of employment law within organizational settings along with the internal and external factors that affect the employment relationship. The internal factors include awards and pay which are meant to attract, encourage, and retain the talent within an organization. Secondly, employee rights count meaningfully since they create a healthy and strong organizational culture. In this manner, a positive environment cultivates higher chances of business outcomes and a high level of engagement in the employees.

You can also read CIPD Level 3 Recording, Analysing and Using Human Resources Information Foundation Award

Responsibilities of HR Managers in Managing Employment Relations

Introducing and applying effective strategies in managing employment relations is the sole responsibility of HR managers. They have to make sure that the employees are operating in safe and flexible office hours without any pressure intimidating them. Moreover, they also have to look after the employment law that is implemented on each employee equally and to provide all of them with the rights they hold. Also, they have to determine the relationship of the employees with the organization they are a part of, through feedback and performances.

On top of everything, employee engagement is a central component of controlling the employment relationship. When the employees are provided a convenient and friendly working atmosphere, they would mechanically showcase polished skills and knowledge to elevate the set business objectives and goals. Therefore, the CIPD Level 3 Supporting Good Practice in Managing Employment Relations Foundation Award covers the creation and application of HR practices in business settings that reinforce the employment relationship.