The role of employer and employee as stakeholders

1. The role of employer and employee as stakeholders

2. The role of employer and employee as stakeholders • As stakeholders, employers and employees might have conflicting interests. • However a good working relationship is essential for business success. • Clearly defined roles, legally defined rights and responsibilities and awillingness to embrace change will help achieve this.

3. Defining job roles • For a business to be successful, everyone must know what they and othersshould be doing. • This can be achieved through the clear use of bothorganisation charts and job descriptions. • Understanding is needed of roles across job levels in terms of: • • manager; • • supervisor; • • operative; • • support staff.

4. Roles and responsibilities What is the difference between a role and responsibility ? • 5 minutes work with a partner to come up with the meaning of role and responsibility • 5 minutes – what is the main role of: • Teacher • Doctor

5. Job Roles • The person’s position in the business or their particular job dictates their role in the business • For example: • A teacher’s main role is the education of their students • A doctor’s is the looking after the health of their patients

6. responsibilities • The key responsibilities/tasks that a particular worker has to carry out • Teacher – teaching classes, marking homework, pastoral care, covering for absent colleagues, parents evenings etc • Doctor – holding surgery, diagnosing illnesses, treating illnesses, home visits, on-call etc

7. Exercise For each of the following workers detail their job role and list their responsibilities : • Plumber • Dentist • Builder • Nurse • Police officer • Accountant

8. Types of employees • All employees of a business can be grouped into either: • Manager • Supervisor • Employee/operative • Support staff

9. exercise • In pairs – 5minutes • What is a manager ? • What is a manager’s primary role ? • What are a manager’s main responsibilities ?

10. managers • Main roles: planning, organising, monitoring and evaluating, reporting • Responsibilities – take responsibility for an area within the dept/function they work e.g. training in HR • Job security – FT permanent contracts, high pay • Important decisions often made and can be complex

11. directors • Elected by shareholders of the business • Role is mainly strategic • Can be a manager and a director i.e. a managing director • Can be voted out at AGM of a business

12. supervisor • Provide a link between management and staff • Supervisors monitor rather than manage workers & advise managers of any problems • Decision making is limited and restricted to day-to-day issues • Often FT, pay higher than operatives, lower than managers

13. Employees/operatives • Employees are the junior members of staff • Can be production-line staff, shop assistants, call-centre operators, support staff etc • Tend to have less skills, qualifications and experience • Job security is poor – often PT temps, pay is low

14. Support staff • Provide specialist skills eg IT, secretarial staff • Role – offer advice/assistance in specialist area • Decision making varies but tends to be routine • Job security – varies, can be FT • Pay – varies, can be very high in some areas such as IT

15. job description A typical job description could be analysed in terms of: • • key responsibilities; • • tasks or activities; • • job security; • • decision-making and problem-solving; • • skills, qualifications and personal qualities required; • • related pay and benefits.

16. Working arrangements The basis of the formal agreements are known as employmentcontracts which are agreed by employers and employees. Employmentcontracts cover: • • permanent and temporary, full and part-time work; • • hours of work, including shift work, flexitime, overtime, breaks fromwork; • • places of work, including offices, retail outlets, tele-working, mobile and home-based working; • • pay and benefits, including holidays.

17. the importance of flexibility and why workingarrangements may need to change Reasons for change may include: • • to increase productivity; • • to improve the quality of products; • • to be more competitive than other businesses; • • to introduce new technology; • • to introduce team-working and multi-skill practices.

18. the effects of these changes on both employers andemployees. For the employee: • More leisure time • More than one job • Working at home • The reduction or elimination of commuting time • Increase in heating and lighting bills • Footloose location

19. the effects of these changes on both employers andemployees. For the employer: • Reduction in cost of premises • Reduction in overheads associated with premises • Footloose location • Increase in total number of employees

20. what employersexpect of employees. Employers expect employees to: • • meet the terms of their contracts; • • co-operate in meeting the objectives of the business; • • follow health and safety regulations.

21. what employeesexpect of employers. Employees expect to be: • • fairly paid according to their contract; • • provided with a safe working environment; • • provided with an annual holiday entitlement: • • appropriately trained; • • permitted to join trade unions or staff associations; • • allowed access to any confidential computer records kept on them asemployees.

22. Resolving disagreements Disagreements at work can occur over the treatment of individual employeesor groups of employees. Measures are in place to resolve such situationsincluding: • • business grievance policy and procedures; • • negotiations with trade unions or other representative organisations; • • employment tribunals; • • arbitration services (like the Advisory, Conciliation and Arbitration • Service –ACAS - for England, Scotland and Wales); • • European Court of Justice