(Solution) PWC 5HR01: Employment Relationship Management Solution Task- Written Answers to Following 1.1 Employee involvement and participation Employee Involvement Employees involvement is defined as a process of engagement in making decisions in workplace and practices with management having final say (ACAS, 2021b). As part of involvement, they initiate ideas, suggestion and participating in undertakings involving plans for day-to-day workplace operations. According to (REF), th...

(Solution) 5HR01 AC 3.3 Advise on the importance of handling grievances effectively Solution As a best practice, management of the employees grievances is a core area of achieving fairness, transparency and support-based workplace. In the new merger, leaders and managers lack understanding of relations in the public sector. By enhancing appropriate management of grievances, this could enhance trust-based relations, increased in overall morale and performance increase. The rationale of this...

(Solution) 5HR01 AC 3.2 Analyse key causes of employee grievances Solution Inequality of Employees Treatment This can be manifested by issues linked with promotion characterised with bias, unequally granted rewards and unfairness in disciplinary procedures. In the merger undertaking, the employees would end up gaining a feel of side lining them when new management are favouring to newly recruited employees and ignoring conventional initiatives. The outcome of this is eroding of the trus...

(Solution) 5HR01 AC 3.1 Explain the principles of legislation relating to unfair dismissal in respect of capability and misconduct issues Solution Capability- In line with the stipulations of Employment Rights Act 1996 (CIPD, 2025d), the capability factor include lack of capacity by employees in executing their functions to satisfactorily levels. This is owing to issues of productivity, ill-health and lower-level qualification. In the merger, these would be manifested with being absent for...

(Solution) 5HR01 AC 2.3 Distinguish between third-party conciliation, mediation and arbitration Solution Third-Parties Conciliation This is defined to be informally pursued and voluntarily with a conciliator who is independent (example is ACAS Body or other accredited) could resolution of disputes in their workplaces with no involvement of tribunals in employment sector (ACAS, 2025c). For disadvantages, the made decisions are not forcefully imposed by the conciliators with their pri...

(Solution) 5HR01 AC 2.2 Assess emerging trends in the types of conflict and industrial sanctions Solution Strikes number and days out of work In UK labour market, the popularity of the industrial injunctions/activities have substantially increased identified as a common current trend. In Hodder and Mustchin (2024) report, approximately 3.5 million days are spent out of work owing to increased labour disputes in one year from 2023. These are enormous comparative from the last decade. Maj...

(Solution) 5HR01 AC 2.1 Distinguish between organisational conflict and misbehaviour Solution Organisation Conflicts Adopting the definition in ACAS (2025), the organisation conflict entails “prevalence of disputes/disagreement pitting employees, various teams and management in organisation setting”. The source of this includes a sense of conflict on their interests, ineffective communication, change in organisation and views of being unfairly treated. For the new merger, conflic...

(Solution) 5HR01 AC 1.4 Explain the concept of better working lives and how this can be designed Solution In CIPD (2025), it is defined as “initiating positive and appropriate workplace experience for staff apart from only prioritising on their rewards and jobs security”. The outcome of this is initiating an environment facilitating employees gaining a feeling of high-value, facilitation and guaranteeing opportunities for professional and success. For the merger context, better working liv...

(Solution) 5HR01 AC 1.3 Evaluate the relationship between employee voice and organisational performance Solution Employee Voice and Organisation Performance Employee voice is defined in CIPD (2024a) as “chance presented for staff to highlight their thoughts, issue prompt feedback and raise suggestions on issues relating their workplace”. Further, CIPD (2024) define organisation performance as “scope of organisations success in line with their initially set objectives (market dominance, ...

(Solution) 5HR01 AC 1.2 Compare forms of union and non-union employee representation Solution Trade Unions Trade unions works independently on behalf of their employees in regard to rewards, workplace issues and policy. In UK for example, Bertolini and Dukes (2021) note that they operate on the grounds of statutory rights having a right for negotiations which pit employers and employees for collective bargaining and taking part in grievances. For public sector organisation under merg...