,HRIOP87 Assignment 2 (COMPLETE ANSWERS) 2025
(640874) - DUE 23 May 2025; 100% trusted, comprehensive
and complete reliable solution with clear explanation
QUESTION 1 – Nel & Kristen (2025), Chapters 2 and 9
Briefly discuss the key ingredients of employment relations
dynamics and employee
involvement and participation. Use the following guidelines:
1.1 Introduction
Start with a critically discussing the shifting boundaries and
move beyond a strictly tripartite
perspective to a multipartite perspective.
1.2 Overview of the role-players and stakeholders in
employment relations.
Critically discuss the role-players and stakeholders in
employment relations by referring in
your answer to employer parties, employee parties and the State.
Also, identify and explain
which parties form part of the “actors”, role-players and
stakeholders in employment
relations systems, with particular reference to South Africa.
1.3 Conclusion
Critically discuss the challenges of implementing effective
employee voice practices and
, processes in South African organisations. (20)
1.1 Introduction: Shifting Boundaries in Employment
Relations Dynamics
Employment relations dynamics have undergone significant
changes over the past few decades, reflecting broader global
shifts in labour markets, economic structures, and societal
values. The traditional tripartite perspective of employment
relations—comprising employers, employees, and the state—
has evolved due to globalization, technological advances, and
shifting political and economic contexts. The tripartite model
traditionally focused on the relationships and negotiation
processes between these three parties. However, in today’s
increasingly complex work environments, there is a growing
recognition that employment relations must move beyond this
simplistic model to a multipartite perspective that
acknowledges the roles of other stakeholders such as trade
unions, civil society, professional organizations, community
groups, NGOs, and even global institutions.
This shift is influenced by the reality that employment relations
are no longer confined to a national context. For instance,
multinational corporations (MNCs) operate across borders and
subject workers in different countries to varying regulations.
Moreover, new forms of work (e.g., gig work, freelancing,
remote work) and digital platforms (e.g., Uber, Airbnb) have
added complexity to traditional employer-employee
relationships. As such, employee involvement and
participation practices must be viewed in light of these shifting
(640874) - DUE 23 May 2025; 100% trusted, comprehensive
and complete reliable solution with clear explanation
QUESTION 1 – Nel & Kristen (2025), Chapters 2 and 9
Briefly discuss the key ingredients of employment relations
dynamics and employee
involvement and participation. Use the following guidelines:
1.1 Introduction
Start with a critically discussing the shifting boundaries and
move beyond a strictly tripartite
perspective to a multipartite perspective.
1.2 Overview of the role-players and stakeholders in
employment relations.
Critically discuss the role-players and stakeholders in
employment relations by referring in
your answer to employer parties, employee parties and the State.
Also, identify and explain
which parties form part of the “actors”, role-players and
stakeholders in employment
relations systems, with particular reference to South Africa.
1.3 Conclusion
Critically discuss the challenges of implementing effective
employee voice practices and
, processes in South African organisations. (20)
1.1 Introduction: Shifting Boundaries in Employment
Relations Dynamics
Employment relations dynamics have undergone significant
changes over the past few decades, reflecting broader global
shifts in labour markets, economic structures, and societal
values. The traditional tripartite perspective of employment
relations—comprising employers, employees, and the state—
has evolved due to globalization, technological advances, and
shifting political and economic contexts. The tripartite model
traditionally focused on the relationships and negotiation
processes between these three parties. However, in today’s
increasingly complex work environments, there is a growing
recognition that employment relations must move beyond this
simplistic model to a multipartite perspective that
acknowledges the roles of other stakeholders such as trade
unions, civil society, professional organizations, community
groups, NGOs, and even global institutions.
This shift is influenced by the reality that employment relations
are no longer confined to a national context. For instance,
multinational corporations (MNCs) operate across borders and
subject workers in different countries to varying regulations.
Moreover, new forms of work (e.g., gig work, freelancing,
remote work) and digital platforms (e.g., Uber, Airbnb) have
added complexity to traditional employer-employee
relationships. As such, employee involvement and
participation practices must be viewed in light of these shifting
