Emerging Trends in Employee Relation & employee Involvement (UK, India, Australia, Hong Kong)

Presented By: Shweta Sagar M.A.( HRM) - 4th semester

Australia

The statutory industrial law of Australia is called the Fair Work act 2009 The FW Act establishes statutory minimal conditions of employment.

Following are the provisions: maximum weekly hours; requests for flexible working arrangements; parental leave and related entitlements; annual leave; personal leave (which covers paid personal leave, unpaid career's leave and compassionate leave); community service leave; long service leave; public holidays; etc

Fair Work Act

IR system of Australia has 3 main actors these are: 1. The State 2. Employee Organizations 3. Employer Organizations
The

The State
The

state has a three-fold role in the industrial relations system Firstly, it is the legislator Secondly, it is also the regulator Thirdly, the state is also a major employer

Employee organization
employee

organizations are called unions trade unions have certain rights in relation to safeguarding their members industrial interests. The main trade unions recognized in the Northern Territory Public Sector are the: 1. Community and Public Sector Union (CPSU); 2. Liquor Hospitality and Miscellaneous Union (LHMU); 3. Australian Manufacturing Workers Union (AMWU); 4. Australian Nursing Federation (ANF); etc

Employer organization
Employer

organizations represent the interests of major groups of employers Two employer organizations operating in the Northern Territory are the: Chamber of Commerce NT; and Territory Construction Association

IR Process
There are two broad industrial relations processes: The first process involves the regulation of the employment relationship, in which the basic rules such as salary and conditions are set down. The second major process in industrial relations relates to dispute resolution.

Hong Kong

Employment law in the Hong Kong Special Administrative Region (SAR) is a mix of common law and legislative enactments known as Ordinances, together with supporting regulations. The main Ordinances include: the Employment Ordinance the Minimum Wage Ordinance anti-discrimination Ordinances, that is, the Sex Discrimination Ordinance, the Disability Discrimination Ordinance, the Race Discrimination Ordinance and the Family Status Discrimination Ordinance the Employees Compensation Ordinance the Occupational Safety and Health Ordinance, and the Mandatory Provident Fund Schemes Ordinance (MPF Ordinance).

Employer work rules

There is no statutory requirement in Hong Kong for an employer to establish work rules. An employer may choose to formulate work rules, company policies, employee handbooks, or similar documents.

Forms of employment

Hong Kong employment law is between continuous and non-continuous employees. Some protections under the Employment Ordinance are afforded only to employees employed under a continuous employment contract. Employees employed under a noncontinuous employment contract are still covered by the Employment Ordinance, although not all of the provisions of the Ordinance apply to them.

IR in Hong Kong
The Labour Department carries out several programs to promote harmonious labour-management relations. The important ordinance related to IR are: the employment ordinance The trade union ordinance The labour relation ordinance Role of trade union

Comparison
Australia Collective bargaining has statutory recognition Disputes are by and large resolved through collective bargaining State is the ultimate authority to set laws for industries Employees do not have a say in the rules & policies

Hong Kong Collective bargaining has no statutory recognition Disputes are resolved via tripartite negotiation Employment rules are set by the employer themselves Rules & policies can be amended as per the employer and employees requirement.

Employee Engagement
In Australia

the research revealed that the most important attributes that Australian employees value about their job were: The existence of opportunities for advancement, Training A clear path Leadership Organization culture values

Global trends in employee engagement

The key indicators in employee engagement are: Career development opportunities and training More opportunities to do what they are best at Effective leadership Enjoyment in day to day tasks More flexible job conditions More challenging work Greater clarity about work & career goals Relationship between management & staff

Global trends in Employee Engagement (Continued )

According to the survey conducted by ORC international shows the following trends: 'There is a positive relationship between management and staff in this organization', employees were only 43% positive in the UK (This compared to 56% in the US). When asked to respond to how well manage the organization is as a whole, UK employees were 48% positive (56% positive in the US). In relation to the enjoyment of day-to-day tasks, respondents were 54% positive in the UK (63% in the US). While scores relating to the general enjoyment of their jobs were in line with global averages.

Thank you!!!