Discuss about the Implementing Policy Include Communication.
Three long-term employee relations objective include job design which can be achieved through clearly defining tasks to be done, skills required for the work and how these tasks should be done. Organization culture is another objective which can be achieved through improved communication between the management and its workers. The third objective is workforce planning which should be achieved by involving the workers in planning roles (Radhakrishna & Raju, 2015).
Analyzing employee relationship based on the above objective would require that employees are examined on the basis of whether they are performing their roles according to their skills under job design (Seifert, Brockner, Bianchi & Moon, 2016). Analyzing existing employee relation under organizational culture would require examining absenteeism and days lost in industrial disputes. Employee relations under workforce planning can be determined by a positive picture while a non-existent involvement would lead to distrust between staff and management.
Evaluating options regarding cost benefit would be measured through productivity measures, days lost to industrial action, labor turnover and absenteeism.
Under risk analysis, five steps are used which include identification of risks, evaluation of the risks, developing a control plan, analyzing the budget and risk administration.
To abide by workplace laws, workers have to follow the rules of the organization as stipulated. Workplace health and safety can be followed by a set of procedures provided by the authority. Equal employment opportunity can be governed based on skills and requirements. One can abide by anti-discriminatory laws by ensuring workers are not punished for similar mistakes.
Higher management should be involved in developing the policy to ensure all aspects are covered through encouraging ideas and feedback from both the management and staff.
Skills and knowledge in implementing the policy include communication, listening and negotiation skills as well as knowledge in enterprise and workplace bargaining processes, relevant legislation and organization goals and objectives.
My documented objective for Colesworths industrial relations includes promoting a healthy relationship, increase productivity and ensuring the rules are well understood in the workplace. The methodology I will use is to analyze the risk in involved, ensure compliance with fair work and ensure sufficient training and development is offered. The time frame will take a month with weekly meetings.
The training and development for Colesworths will evaluate the existing skills, train different sets of skills that are required, ensure the training is based on national standards and train a team leader.
Create a committee from the team to ensure consultative discussions are agreed upon
Radhakrishna, A., & Raju, R. S. (2015). A Study on the Effect of Human Resource Development on Employment Relations. IUP Journal of Management Research, 14(3), 28-42.
Seifert, M., Brockner, J., Bianchi, E. C., & Moon, H. (2016). How Workplace Fairness Affects Employee Commitment. MIT Sloan Management Review, 57(2), 15-17.