- What are the key long-term employee relations objectives for Safety Traffic Co.?
- What are the key features of the grievance policy proposed for Safety Traffic Co.?
- What are the consequences of ineffective team management at Safety Traffic Co.?
INTRODUCTION
The process of managing employee relations is considered as a very significant aspect of an organization as it helps in creating a healthy working environment. Effective and healthy working environment allow people to work harder as it decides employees loyalty towards business. Maintaining employee relations helps in retaining the manpower that is a positive indication for an organisation which helps it in its growth (Asumah, 2022). This project is based on Safety Traffic Company that started 15 years before and is not performing well as it do not has much experience. It has to gain more experience from market for its business growth and having good brand name within marketplace. Different discrimination practices take place within organisation and hence business is unable to achieve growth and success in future. Current report discusses about problems, measures, methods, etc. in relation to respective company for improving its business performance and gaining more experience to become effective in market. Get assignment Help from Instant assignment Help
TASK 1
1. PROCEDURE
a. Three long-term employee relations objectives for Safety Traffic Co.
Key objective of managing employee relations is customer retention for longer period for maintaining high quality of organisational services. Another objective is rewarding employees which is above industry median salaries motivates manpower to work harder for business betterment. Third objective is to implement existing formal enterprise agreement that exists for traffic controllers (Du Plessis, 2022). It helps Safety Traffic Co. in maintaining effective employee relations within workplace that helps in further growth and development.
b. Analysis of current employee relations performance
Presently, there is no formal employee relation plan and policy that exists for organisation. The problems faced by Safety Traffic Co. is currently managed by HR manager of company. Respective organisation does not possess any formal procedures or grievance policy that taken in place. Inductions are conducted on vary rare basis and on-site documented. There is in effective team management among the human resources of company that resulted in no team work within workplace.
c. Employee relations strategy or policy operations for identified employee relations objectives
â—¦ Employee relation strategies that can be utilised by Safety Traffic Co. can organise employee engagement programs which will facilitate organisation in retaining its existing workforce for long-term as well as motivates them to work to achieve organisational aspirations.
- Company should also evolve new collective agreement for traffic controllers that includes paying above industry median, employee incentives and flexible working.
- Organisation will also hire extra scheduler so that they can manage all tasks appropriately and access with effective operations.
- The respective company should also conduct mentoring program for its new manpower so that they could go with effective training as well as development program for further work that is to be performed by them within their job role.
d. Safety Traffic Co. stakeholders for each option and description of how they will be consulted
The stakeholders of Safety Traffic Co. include traffic controllers and HR manager who are consulted by the organisation through conducting a meeting so that they can be able to understand where they are lacking (Fathima and Umarani, 2022). In addition to it, the strategies as well as policies will be executed on specific issues so that they could be solved. Along with it, this will also facilitate in maintaining effective and better relationship among employees which is very significant for the purpose of execution and achieving organisational growth. Get Free Samples of assignment from Us to achieve A+ Grade in your assignment.
e. Evaluation of each option
- A cost benefit analysis and risk assessment:
- Determining of likelihood of risk preventing company meeting its objectives and possible consequences of such event on organizational performance:
|
Cost benefit analysis |
Risk assessment plan |
||||||||
|
Option |
Cost |
Benefit |
Outcome |
Associated risk |
Consequence |
Likelihood |
Risk level |
Risk control |
|
|
Counselling session |
$2500 |
This becomes helpful for manpower to understand sexual harassment among workforce at workplace. |
There will be equality among manpower. |
Funding risk because there are 4 sessions for counselling being met. |
Human resources are not discriminated one another. |
Moderate |
Moderate |
This can be controlled by minimising counselling sessions. |
|
|
Cost of training |
$8000 |
It becomes significant for development as well as assisting manpower to evolve new skills. |
Useful in working with favourable attitude and additional skills. |
Skill talent risk |
Each individual has its own skills and weaknesses which must be sorted at a level. |
Low |
Low |
This can get controlled by giving particular training to a person. |
|
|
Cost of meeting |
$1500 |
Issue that is faced by female can easily get sought out. |
Issue gets being sought out and the organisation had to pay amount to it. |
Funding risk |
The organisation had to pay amount to the female controller in reference to overtime which is being done by it on Sunday. |
Moderate |
Moderate |
This can get controlled by balancing it with P&L account. |
|
f. Summary of legislative requirements and key entities within industrial relations systems 110
Safety Traffic Co. should follow legal laws and requirements for maintaining employee relations within organisation. Anti-Discrimination Act 1977 should be followed by company for removing discrimination among workforce and hence manpower can work equally to achieve organisational aspirations. Work Health and Safety Act 2011 can be followed for creating healthy as well as safe working environment so that employees could work towards attainment of business objectives. Workplace Gender Equality Act 2012 ensures that all workers must be treated fairly under such law at workplace for removing gender discrimination among male and female employees in order to perform teamwork with same spirit.
g. Discussion on how long term employee relation objectives meet requirements of organisation and how it addresses current employee relations issue
Long-term employee relation objective can be identified through estimating employee retention that is increased or not (Ferri, Pedrini and Riva, 2018). If it got enhanced then company can estimate that staff relation objective has been attained by Safety Traffic Co. they can also seek feedback from organisational workers that whether they are satisfied with business' new policy and strategies or not. If satisfied the they are on correct track and their objectives have been met.
2. Formal email to schedule meeting for relevant stakeholders with Safety Traffic Co. for discussing the draft proposal:
|
To: Cc: Bcc: From: Subject: New regulations and policies for employees. To staff members, New policies as well as regulations framed for all manpower that are to be followed by them: · Every employee must participate into teamwork. · There will be no further discrimination among male and female employees by any employer or co-worker. · Training and development session must be attended by each worker. Thank You. |
TASK 2
Implementation plan template
|
Activity |
Timeline |
Description |
Resource |
Person Responsible |
|
Time management |
6 months |
The employees are leaving company due to work pressure as they are not capable to utilize time properly (Forret, Balachandra and Anand, 2018). It is a reason of high turnover of employees in safety Traffic co. |
To attain the personal goals and objectives the company is required to organise activities so that employees can understand importance of time management. |
Human resource manager |
|
Mentoring |
4 months |
In the company mentoring is very important as 50% of the employees leave the organisation. It helps in maintaining healthy work environment for employees. |
To make the employees feel welcomed interactions and introducing work & employees is necessary. |
Human Resource Department |
|
Training |
2months |
Training helps in increasing the knowledge and skills of employees to make them efficient in their working and performance of workforce is increased effectively. |
Training can be provided off the job and on the job as to increase the knowledge and enhancing of skills for having employees growth. |
Department heads and the human resource managers. |
Risk Management and contingency Plan
|
Employee relations options |
Associated risks |
Risk likelihood |
Risk consequence |
Risk level |
|
Involvement |
The employees expectations are increased to get promotion for their efficiency in task. |
Changing company objectives and distribution of task to new employees. |
The decrease in employee efficiency decreases the productivity & discouraging them to work efficiently. |
Low |
|
Encouragement |
The employees are dependent on managers to get assistance in task which help in increasing their efficiency. |
This arise when employee has knowledge to perform activity effectively (Heal, 2019) . |
The risk factor will increase the employee turnover rate due to dissatisfaction in the employees. |
Medium |
|
Task goals |
In the employees there can be rise of disputes which creates clashes and decrease the employees efficiency. |
It occurs when company is focusing on high performance team for attaining the set objectives & making it more productive. |
The organisation can face decline in the efficiency of goals. To manage the traffic managers in company there is decrease in efficiency. |
High |
|
Risk mitigation strategy 1 |
|
For all the employees grievance policies is adopted by the company for increasing employee efficiency and to provide traffic safety to public. The system will be maintain by human resource manager top help employees in generating grievances along with responsible for providing all information to top level managers as to formulate policies (Karadas and Karatepe, 2018). The evaluation criteria will be adopted by the company in order to analyse the problem such as balance score card analysis that will help manager in analysing employee performance and developing of effective strategies for providing safety to public. |
|
Risk mitigation strategy 2 |
|
In order to understand the behavioural pattern of the employees, company is required to adopt strategy of Maslow's need theory so that manager can fulfil need & level of satisfaction can be increased. The need theory is comprises five level in form of pyramid such as psychological need, safety need, love and affection need, self-esteem needs and last self-actualization needs (Mahmood and et.al., 2019). It is required by traffic controller and other employees to have understanding of needs so that better strategy can be formulated by managers to increase company efficiency. It is also very essential to innovate new technological equipments & importance of safety due to increase in number of traffic causalities. |
|
Risk mitigation strategy 3 |
|
The aspect of training and development is adopted by the traffic safety co. for increasing the employee efficiency by offering them better knowledge and skills as per norms and regulations of government. On the job training is provided to employees for giving them practical knowledge as to make them understand of all task (Poon, 2019) . It will help in increasing the several skills such as communication skill, analytical skill, coordination skill etc. that will assist the traffic controllers to manage all the task effectively and efficiently. The understanding of laws and regulation is given to employees which is needed by traffic safety. |
Training Implementation Plan
|
Training task |
Learner group |
Objectives |
Required skills |
Training methods |
Number of Sessions |
Time frame |
|
Health and safety |
Traffic controller and human resource managers |
To ensure the public health & safety along with increasing safety of traffic controllers by giving training (Robinson, 2020) . |
The communication skill helps in ensuring the control of systems in which HR must have managerial skills |
Coaching, seminars, camps. |
6 sessions |
4 months |
|
Traffic management |
Schedulers |
To ensure the proper functioning of traffic management for having smooth running of traffic in the area. |
The schedulers requires the skills of decision-making, analytical, interpersonal skill. |
The knowledge will increase & develop in employees through off the job training. |
9 sessions |
6 months |
|
Legal norms |
All employees of company |
For the employees it is very important to increase the knowledge about all legal factors for traffic management. |
Work ethic skills, legal & mathematical skills (Sibil and Joy, 2021). |
The legal norms have to train on both on the job and off the job as to have better learning. |
12 sessions |
12 months |
Monitoring Plan
|
Activity |
Measurement |
Baseline mark |
Target |
Analysis methods |
|
Balanced score card |
The employee performance will be checked by maintaining the record of all activities. |
It will be decided on the basis of performance recorded in journal of every employees to help manager. |
To increase the employees efficiency (Tebetso, 2020). |
Primary data collection method will be used for increasing the accuracy to have company growth. |
|
Benchmarking |
Helping in measuring the effectiveness of employees by comparing with high potential or expected potential to fulfil requirement (Tebetso, 2021). |
The base well be market as standard and all further activities will be noted so that managers can analyses market trends and formulate the effective strategies. |
To increase the efficiency of employees which helps in attaining company objectives & increase of market share. |
The secondary data is used such as strategies as standard benchmark to attain the objectives and train the employees. |
TASK 3
Part A. Grievance policy and procedure for Safety Traffic Co.
Grievance policy and procedure will be applicable for those who are associated with company and will get impacted by organisational operations. Additionally, Safety Traffic Co. will be responsible for solving employees grievances for maintaining healthy relations.
Importance of Grievance:
- Manpower requires to apply for grievance when employees not understand task and also possess problems with combination of skills and require training for same to conduct task effectively(TSHUKUDU, 2020).
- Organisational workers can apply for grievance when they do not feel safe with working environment.
- Promotion as well as appreciation can also be a problem as it becomes typical for others to rise their efficiency and also feel responsible that they not got selected for promotions.
- Workload within business can influence health of manpower and gradually employees efficiency will get compromised.
- When workers have problem within salary or wages they can file a grievance.
Grievance Procedure
- Employers have to solve grievance through understanding problems directly and eliminating issues(Valentine, Hollingworth and Schultz, 2018). For instance, Controllers having grievance with schedulers. HR manager will make both manpower sit altogether for solving issue and making things normal.
- Company also evaluated that formal grievance procedure is also needed. Within this HR manager have to undergo formal grievance research and identify each facts through which problems have occurred.
- Informal grievance procedure can also be followed within which manpower go to employer with all issues and in this way, such problem will get sorted before becoming a major issue within organisational culture.
- All information collected and filed by manager in form of documents that assist them in examining issues and understanding problems that persist for workforce(Wang and Seifert, 2021).
- Manager will analyse documents with business policies for verifying grievance authenticity and permit future grievance evaluation.
- Employer will also check grievance degree, external or internal, legal or sue to change within governmental policies or because of any employee relations problems.
- If employees grievance justify then HR manager will alleviate grievance to greater level for ensuring policy change so that such issue cannot get repeated again and maintain employees efficiency as well as control all traffic policies for avoiding accidents and casualties.
- Dispute resolution means that there are multiple methods for solving organisational conflicts so that company like Safety Traffic Co. run its operations effectively(Wang, Albert and Sun, 2020). There are various differences through which dispute resolution process can be done and some of them are as under:
- Case Evaluation: Parties are asked to take out their adverse and favourable aspects for framing an effective decision of that situation after analysation of such factors. Seeking feedback after analysing can assist parties in reaching mutual decisions for solving conflicts.
- Collaborative Law: Lawyers and parties come to a shared ground for taking out solution to ensure that decision is fair for both sides.
- Facilitation: It covers a trained individual who will be able to facilitate two parties within situation for addressing and solving problems between two parties.
- Parenting coordination: It occurs between parents when there is a conflict between two and result in unhealthy environment within home. Conflicts between two have to be eliminated as children within house will have to face such harm.
- Negotiation: It is informal meeting includes that parties who have trouble come altogether and identify solution themselves for not taking anyone's help to perform business work. Safety Traffic Co. possess such factor due to which issues are not being considered as major for company(Yadav and Hazarika, 2021).
- Private judging: This includes a single individual as a judge who is a common factor for both of the parties so that the decisions that are undertaken for solving issues are fair for both parties. Get best accounting assignment help from Instant assignment Help to achieve A+ grade in your assignment.
Part B
Operations manager is accountable for resolving all the conflicts as well as grievances within the organisation and also provide assistance to the manpower for maintaining retention in company in order to minimise cost and increase profit margins. Safety Traffic Co. is efficiently providing safety to the public and also managing its traffic control system. The respective organisation have much experienced and skilled manpower that create the organisation so much productive in the process of providing its facilities. Operations manager has to resolve issues on their own level and keep it to them for resolving conflicts. Not all management levels are included in this because it can minimise business efficiency (Yinusa and Salman, 2021). If grievance nature is high and cannot be sorted the manager has to note all information of grievance and mention all strategies used by manager for resolving grievance. It will be then transferred to HR head who will address manpower personally and retain every data. Within 20 working days, HR head will try to resolve grievance and will also identify alternative for resolving grievances.
CONCLUSION
From above explanation of report, it has been concluded that organisation performs better through making interiors of city for making good as well as developed country. However, it has also been concluded that the respective organisation has multiple drawbacks. The company has just started 15 years back hence it would be required experience for getting into market and make a marge number of modifications as experience makes a person knowledgeable that is very good as well as effective for the organisation as a whole. Safety Traffic Co. has not been able to become fair with the manpower who are performing different job roles within the workplace and because of which the company is unable to generate profits. Human resources of organisation are not loyal towards business, therefore the company is engaged in providing training to new employees who are coming within organisation. In addition to it, it has also been concluded that there is a lot of discrimination within the organisation that takes place among the employees who are working for the company.
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REFERENCES
Books and Journals
- Asumah, S., 2022. Relationship management and employee performance in non-profit-making organisations: empirical findings from Ghana and Nigeria. SN Business & Economics. 2(9). pp.1-16.
- Du Plessis, M., 2022. Working Remotely in the New Normal: Towards a Conceptual Framework for Managing Employee Well-Being. In Managing Human Resources (pp. 165-191). Springer, Cham.
- Fathima, M. H. and Umarani, C., 2022. Fairness in human resource management practices and engineers' intention to stay in Indian construction firms. Employee Relations: The International Journal, (ahead-of-print).
- Ferri, L. M., Pedrini, M. and Riva, E., 2018. The impact of different supports on work-family conflict. Employee Relations.
- Forret, M., Balachandra, L. and Anand, S., 2018. Labor relations, employee relations and negotiation. In Teaching Human Resource Management. Edward Elgar Publishing.
- Heal, A., 2019. Why employee relations now need to be led by L&D. Strategic HR Review.
- Karadas, G. and Karatepe, O. M., 2018. Unraveling the black box: The linkage between high-performance work systems and employee outcomes. Employee Relations.
- Mahmood and et.al., 2019. Specific HR practices and employee commitment: the mediating role of job satisfaction. Employee Relations: The International Journal.
- Poon, T. S. C., 2019. Independent workers: Growth trends, categories, and employee relations implications in the emerging gig economy. Employee Responsibilities and Rights Journal. 31(1). pp.63-69.
- Robinson, R., 2020. Public sector employee engagement initiatives and employee voice results. In Case Studies in Work, Employment and Human Resource Management (pp. 95-99). Edward Elgar Publishing.
- Sibil, B. and Joy, C., 2021. Strategies for Harnessing the Changing Nature of Human Resources With a Special Focus on Diversity. In Critical Issues on Changing Dynamics in Employee Relations and Workforce Diversity (pp. 1-17). IGI Global.
- Tebetso, T. T., 2020. THE ROLE OF BOTSWANA TRADE UNIONS IN PROMOTING EMPLOYEE RELATIONS IN AN ORGANISATION: THE CASE OF BOTSWANA EXAMINATION COUNCIL. Revue Européenne du Droit Social. (3 (48)). pp.118-126.
- Tebetso, T. T., 2021. CONFLICT MANAGEMENT SYSTEMS USED TO PROMOTE EMPLOYEE RELATIONS IN THE BOTSWANA EDUCATION SECTORTE. Revue Européenne du Droit Social. (2 (51)). pp.157-171.
- TSHUKUDU, T., 2020. THE ROLE OF BOTSWANA TRADE UNIONS IN PROMOTING EMPLOYEE RELATIONS IN AN ORGANISATION: THE CASE OF BOTSWANA EXAMINATION COUNCIL. European Journal of Social Law/Revue Européenne du Droit Social. 48(3).
- Valentine, S. R., Hollingworth, D. and Schultz, P., 2018. Data-based ethical decision making, lateral relations, and organizational commitment: Building positive workplace connections through ethical operations. Employee Relations.
- Wang, W. and Seifert, R., 2021. The End of Meaningful Work in the Not-for-Profit Sector? A Case Study of Ethics in Employee Relations Under the New Business-Like Operation Regime. Journal of Business Ethics, pp.1-14.
- Wang, W., Albert, L. and Sun, Q., 2020. Employee isolation and telecommuter organizational commitment. Employee Relations: The International Journal. 42(3). pp.609-625.
- Yadav, S. and Hazarika, L., 2021. Managing employee relations in multinational firms: challenges and opportunities. Critical Issues on Changing Dynamics in Employee Relations and Workforce Diversity, pp.18-44.
- Yinusa, O. and Salman, A., 2021. Employee Relation Practices and Organisational Performance in Nigeria. Journal of Management and Social Sciences. 10(3).
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