Managing Employment Relations 7MER

The unit Managing Employment Relations 7MER deals with the comprehension with exploration of the versatile interaction between employees and employers and the legislation Framework governing the connection within the setting of the organisation. It deals with the landscape intricating of the relationship of employees, emphasising the practices, policies and strategies to poster useful relationships in the workplace at the time of certifying legislation fairness and compliance. The main purpose of the unit is to investigate the multiple natures of the relationship of employees, in compasses with versatile aspects such as negotiation process, employment contracts, resolution of conflict and the influence of the relationship of industry on the performance of the organisation. Students can increase the detail in the theoretical basics of the relationship of employment, finding out the versatile models and perspectives that are connected with the Dynamics of the contemporary workplace.

The unit Managing Employment Relations 7MER also finds out the role played by the versatile stakeholders including professionals of HR, government bodies, and Managers in preparing the influence of the relationship of employment. It also focuses on communication, conflict resolution negotiation significance and management skills at the dispute of the workplace, providing harmony in the work environment, and dealing with potential conflicts. in addition, the unit also provide security to the legislation dimension that govern the relationship of employment by providing a recognition of the employment legislation and rules and regulation which provide shape the relationship between employer and employee. it also include the aspects in terms of the disciplinary procedure, fair dismissal, obligation and employee rights that certify the grasp significance among the students for sticking to the legal Framework at the time of managing the relationship of employees effectively.

In the whole unit Managing Employment Relations, 7MER the case studies are real-world, contemporary and scenarios can be added as examples to define the practical applications of concepts and theories in the management of employment relations. Students are provoked to critically analyse the development scenario with detailed recognition of the complexities included in the versatile situations handling employment relations. In the end, the unit Managing Employment Relations 7MER provides the equipment to the student with the competencies, skills and knowledge that are crucial for the useful navigation of the entry gate employment relation landscape. Additionally, it makes the learners able to pay their character optimistically in the product Foster, the unbiased and harmonious environment of the workplace while certifying upholding rights of the employee and legal compliance.

Objectives of unit

Here are some important objectives of the unit Managing Employment Relations 7MER.

  • The potential among the learners to comprehend recognise, evaluate and analyse the versatile perspectives and theories which help them to complete the employment management relations and their influence on the organisation management, climate and employees.
  • The unit Managing Employment Relations 7MER will provide the chances to apply behaviour activities and knowledge critically and increase the potential among them to manage the relations of employment categories of the organisation from the public sector, private sector or large or multi-national Organisation.
  • Generate the ability among the learners to analyse critically and review the roles and functions of the versatile stakeholder in the relationship and process of employment with structures that are mandatory for employment relationship management.
  • The ability of learners to check out critically the influence of the changes in the context of the employment relation with practice and Organisation performance. It will be completed with the perspective of managerial make them able to increase the detail on the way through which the implement and generate affective relationship procedures and policies of employment.
  • The learners can be able to reflect critically on the practical and theory from the professional and ethical aspects to render the chance for the ongoing development and learning of the profession.

Learning outcomes

The learning outcome of the unit Managing Employment Relations 7MER will make the learners capable of recognising, evaluating and analysing the concept of the unit explicitly. Here are the learning outcomes:

LO1: The versatile perspectives and theories on the relationship between employments.

LO2: The influence of global, national and local contexts preparing the climate of employment relations.

LO3: The versatile functions and roles played by versatile parties in the management and control of the relationship of employment.

LO4: The importance of the level of Organisation in the relationship of employment procedure in implementation and supporting the performance and Organisation practices and policies.

LO5: The way through which the employment relation procedures are significant in mitigating risk in the areas of organisation including grievance, dismissal, redundancy, discipline, etc.

LO6: The versatile employment relation and its integration process and the way through which it affects the organisation`s policy and practice outcome including engagement and performance of employees.

Assessment criteria

The assessment criteria of the complete caterer all the significant and complex areas of the unit Managing Employment Relations 7MER that are demonstrated in the learning outcomes. Here are the assessment criteria which student can cater to and increase their marks.

LO1: The versatile perspectives and theories on the relationship between employments.


The main goal of employment relations is to deal with multiple perspectives rather than theories.

  • Theory of pluralists check out the workplace as a competing interest battleground among the stakeholders.
  • Theory of unitarist considers the common goal and harmony between the employees and employer.
  • The theory of Marxist pays attention to the exploitation and class conflict
  • The theory of human relations emphasizes the satisfaction and social needs of the employee
  • The theory of systems considers the organisation as a complex entity impacted by the versatile employment relations factors.

LO2: The influence of global, national and local contexts preparing the climate of employment relations.


The influence of Global National and local contact has a relationship with climate. The factors that are local including industry law and culture practice combine global trends and national policies as the advancement of Technology and dynamics of trade, design of the relationship of workplace, regulations and practice.

LO3: The versatile functions and roles played by versatile parties in the management and control of the relationship of employment.


Versatile parties have an important role in employment relationship management. Employers provide direction, drive strategy and certified compilers. The contribution of employees in feedback productivity and skills. The professionals of HR check out the conflict resolution, recruitment and policies. The Advocate of trade unions for the negotiation and rights of workers collect the agreement. The bodies of government regulation regulate the standards and laws of labour. Every entity plays a significant role, collect determining the outcomes and dynamics of the relationship of employment.

LO4: The importance of the level of Organisation in the relationship of employment procedure in implementation and supporting the performance and Organisation practices and policies.


The level of employment relation in the organisation processes the significant performance of bolster by practice and policies alignment within the foster engagement, requirement of workplace, commitment and trust, ultimate enhancement in the implementation success and effectiveness of the organisation.

LO5: The way through which the employment relation procedures are significant in mitigating risk in the areas of organisation including grievance, dismissal, redundancy, discipline, etc.


The procedure of employment relation generates an explicit Framework for dismissal, discipline, redundancy, and Grievance for decreasing the risk of reputation and legal. They certify unbiased treatment and adhere to law and policy applications that are consistent, minimising litigation and dispute likelihood.

LO6: The versatile employment relation and its integration process and the way through which it affects the organisation`s policy and practice outcome including engagement and performance of employees.


The employment relation integration phenomena harmonize the practices outcomes and policies of the organisation, providing increment in performance, enhance the engagement of employees, and a productive and cohesive environment of work.

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