CIPD Level 3 Supporting Good Practice in Managing Employment Relations Foundation Award houses the concept of employment law that is applicable within all the organizations. This unit aims to provide the students with the nuts and bolts of how to introduce employment law within business contexts and maintain them effortlessly. To govern the employment relationship befalls in the central responsibility of the HR manager which he has to undertake skillfully. Moreover, the HR practitioner has to carry out a number of tasks while implementing employment law that encompasses multiple aspects such as administrative regulations, judicial decisions, the involvement of key parties, public benefits, pensions, legal practices, etc. In addition to this, since this is a broad and complicated area, it targets the fundamentals of employment relations so that the learners could gain a basic understanding of the HR area.
The organization is a dynamic combination of the employees and employers which is why to understand the different needs of both the parties is a necessity. This CIPD Level 3 Supporting Good Practice in Managing Employment Relations Foundation Award educates the students about the relationship that builds between both the parties within the business contexts. The employers are in pursuit of the accurate methods and strategies from which they could increase their sales and profits, whereas, the employees dream to maximize their salaries and think of ways of relishing the benefit plans and rewards. Therefore, the good practices that develop and sustain among them befall under the category of the employment relationship.
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 the 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.
On the whole, introducing and applying effective strategies in managing employment relations is the sole responsibility of HR managers. They have to make sure whether the employees are operating in a 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 would be provided a convenient and friendly working atmosphere, they would mechanically showcase polished skills and knowledge to elevate the set business objectives and goals. Therefore, CIPD Level 3 Supporting Good Practice in Managing Employment Relations Foundation Award covers the creation and application of HR practices in the business settings that reinforce the employment relationship.