1.1 Analyse the indeterminate nature of employment relations.
DER assessment briefThis assessment is made up of three parts, assessment activity 1, assessment activity 2 and assessment activity 3.
CIPD learning outcomes and assessment criteria
The following table sets out the CIPD learning outcomes and associated assessment criteria:
1.1 Analyse the indeterminate nature of employment relations.
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Learning outcomes
The learner will:
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Assessment criteria
The learner can:
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1 Understand the nature and context of employment relations.
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1.1 Analyse the indeterminate nature of employment relations.
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1.2 Compare and contrast unitarist and pluralist approaches to employment relations.
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1.3 Assess a range of factors which impact on employment relations.
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2 Know about employment relations legislation.
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2.1 Describe and critique the essential features of the contract of employment.
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2.2 Identify and analyse the main sources of UK and EU employment relations law-making.
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2.3 Explain the main developments in individual employment law.
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2.4 Assess and advise on the purpose and scope of statutory trade union recognition.
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3 Understand contemporary developments in employee involvement and participation.
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3.1 Explain the differences in employee involvement, participation and partnership.
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3.2 Compare and contrast union and non-union forms of employee representation.
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3.3 Assess the link between employee voice and organisation performance.
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4 Know about different forms of conflict behaviour and dispute resolution.
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4.1 Distinguish between conflict and misbehaviour, and between official and unofficial industrial action.
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4.2 Assess contemporary trends in the type of conflict and industrial sanctions.
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4.3 Explain what is required to advise, coach and guide line managers in the skills for effective grievance- and dispute-handling procedures.
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4.4 Distinguish between third-party conciliation, mediation and arbitration.
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You are required to prepare a briefing paper for newly appointed managers in Globex that provides the key information they need to know about employment relations legislation:
- Briefly introduce why line managers need to understand employment relations legislation 1.1 Analyse the indeterminate nature of employment relations.
- Explain the main legal requirements around the contract of employment including what the minimum requirements are, what employers may choose to include and wider influences on contractual working arrangements. (2.1)
- Identifies and explain at least two sources (one of which should be the EU) of where UK employment relations legislation originates from (2.2)
- Review two recent developments in individual employment rights and comment on their impact on employers and employees (2.3)
- Explain the statutory trade union recognition and derecognition processes and consider why an employer may or may not want to recognise a trade union (2.4)
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