P5.

Analyze the importance of employee relations in respect to influencing

HRM decision-making.
Employee relation is a significant tool for any organization as strong employee relation is
required for high productivity and human satisfaction. Strong employee relations depend on the
working atmosphere as well as working conditions. In order to build a strong employee
relationship, there needs to be a development and improvement in different HR practices as
employee relation has an influence HRM decision making. For instance, the HR managers should
keep in mind that that the employees need motivation every now and then, therefore, they
should provide numerous incentives by judging employee performance. HR managers will one be
able to do this if they already have a bonding with their employees or if the employees already
prefer them. Moreover, if the HR managers or the HR of any organization uses an autocratic
leadership style and applies a hostile work environment then there are unambiguous or definite
chances that the employees might feel insistent to ask or even talk to their employer which
could lead to the employees fearing their employer and this could also affect the output as the
employees might feel hesitant to ask relevant information from their bosses. Therefore, it is vital
to develop a strong relationship with the employees.

P6. Identify the key elements of employment legislation and the impact it has
upon HRM decision-making.
Key elements of employment legislation include equal employment opportunity for everyone
who is seeking or looking for the job, good working conditions for workers so that they feel safe
and so that they can focus on their work for instance air-conditioning is essential in warm
weather, sexual harassment prevention for better working environment, fixing working hours
that shouldn’t be too long, affirmative action that are in favor of everyone, trade unions and
other industrial relationships, safe and health care for all workers so they feel like they are an
asset to the business. Moreover, employment legislation also include that employees cannot be
fired or made redundant on the basis of gender, race or religion. All these legislations have a
positive impact the decision making of the HR as they ensure the rights of the employees and the
HR manager will feel that nothing can cloud their judgment. This is fair to all employees and
these legislations apply to majority of organizations in the world……….

M4. Evaluate the key aspects of employee relations management and

employment legislation that affect HRM decision-making in an organizational
context.
D3. Critically evaluate employee relation and the application of HRM
practices that inform and influence decision-making in an organizational
context.