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- 2. 2 Table of Contents Assessment 1............................................................................................................................... 3 Assessment 2............................................................................................................................. 11 Assessment Task 3 .................................................................................................................... 21 Part A ................................................................................................................................... 21 Part B.................................................................................................................................... 24 References................................................................................................................................. 26
- 3. 3 Assessment 1 Review safety traffic Co. Safety traffic Co. is the organization in NSW that supplies the services of traffic management all over the state. It is considered to be the most reputable as well as safest business in the industries. Their goals are to operate in the recent state as well as in other states as well, decreasing the staff attrition, reducing the facilities, and plan expenses. But recently they are having some issues with their workers about the employment condition that is dissatisfied, inconsistent, and pay roasters. Employees think that the management of the organization is not well managed. Analyze recent employee relation performance Training as well as performance management programs or not consistent as well as they are not successful in accomplishing the needs of the performance as well as they are not supporting the strategic plan. Experience a huge number of fatigue-linked problems due to the prolonged standing periods at the sites of traffic and manually handling the heavy equipment. Dissatisfaction with the manner to control the people- In this company, there is no formal grievance policy and procedure. It has been also analyzed that there are no formal employer's relationship policies or plans. Employers and management do not have strong connections between them. That is why the employees or not discuss their issues or give feedback because they know that their feedback would not be followed up (Ashkanasy et al., 2016). The teamwork and communication over the organization between the front line and office staff or very poor that lead to the failures and poor performance to meet the target of sales. The opportunities are not discussed by the employment problems by the management. Some of the traffic controllers believe that the higher authorities are not supportive and they are not interested in listening or taking their employee's views and how to improve the condition of the employment suggestions. The employees are not happy that how they are treated and this situation had led to an increasing number of disputes as well as conflicts.
- 4. 4 Employee relation objectives Train the supervisors, managers and HR managers to deal with the issues, how to apply the policies and processors of grievance Therefore they could be trained to decrease the number of recent complaints and they should solve the problems and also prepare the proper documentation for the training which had been given to them. Performance appraisal Break time and pay rate Appropriate consultation between the staff and employee Feedback Rostering Policy and procedure of performance management Updated recent training and material Dispute, conflict management, and resolution Meeting by employees and supervisors No formal agreements Harassment and anti-discrimination policies Work and life balance Option Stakeholder Train the supervisors, managers and HR managers to deal with the issues, how to apply the policies and processors of grievance Therefore they could be trained to decrease the number of recent HR manager, OM, executive assistant
- 5. 5 complaints and they should solve the problems and also prepare the proper documentation for the training which had been given to them. Performance appraisal Traffic controller, HR manager, employer representative, an officer of the accountant payroll Break time and pay rate HR manager, OM Feedback Employee representative, traffic controller, HR manager Rostering Executive assistant, HR manager, OM Policy and procedure of performance management OM, HR manager Updated recent training and material Traffic controller, executive assistant, employee representative, HR manager, OM Dispute, conflict management, and resolution Executive assistant, HR manager, OM
- 6. 6 No formal agreements OM, HR manager Harassment and anti-discrimination policies Traffic controller, HR manager, directors, employees representative, executive assistant, OM Work and life balance HR manager, traffic controller Legislative requirements Legislation Key entities Key consideration Fair Work Act 2009 Fair Work Ombudsman Solving the issues of the employees fairly as well as confirming the right of an employee to express their views and suggestions. Work Health and Safety Act 2011 (NSW) Safe Work NSW The programs of Training rely on the standards that had been made in this act. Anti-Discrimination Act 1977 (NSW) Fair Work Australia The policies, as well as processors of the grievance or issues, had been really on this act to ignore the issues
- 7. 7 in the organization and help the relationships in the organization, improve the teamwork as well. Identified long-term employee relations objectives meet the needs of the organization Keep excellence in work standards of health and safety- This objective accomplishes the organization requirement as the company aims to keep the excellent things in the standards of work health and safety and preserve the high-quality staff of traffic management. To be an organizational leader in the services of traffic management- Is the necessary objective of the organization. The recent environment in this organization is not so good. This option will grow the employee's productivity. Retain the management staff of high-quality- If the organizations could reach this objective then they could also recover the outcomes of their work as working as a Team would be more effectual that is the key contributor to their plan to be an organization leader in the services of traffic management (Rožman et al., 2017). Email To- Board of directors Cc- Stakeholders Subject- Regarding draft document Hello everyone, This is to inform you that the proposed employee and industrial relation policy and plan are prepared. The draft document is attached with this mail. Please look into it as soon as possible and give your feedback for the same. Thanks and Regards Email
- 8. 8 To- Board of directors Cc- Stakeholders Subject- Regarding changes Hello everyone, This is to inform you that the proposed employee and industrial relation policy and plan are changed according to the feedback. The feedback is given for policies and procedures to be changed. The final version of the document is attached with this mail. Please look into it as soon as possible so that we can take further steps and implement the same. Thanks and Regards Cost-benefit analysis and risk assessment plan template Option Cost versus benefit analysis Cost versus benefit analysis Cost Benefit Outcom e Associated risk/s Consequence Likelihood Risk level (monitor, low, medium, high, very- high) Risk control Programs and training development implement the action of the training to all the stakeholders $ 5,000 Modifyi ng by new industrie s solution s. Employ ee product ivity will increas e Do not cope with the ongoing changes. Decline to include in the program The performance will be impacted. Extends the training Likely Low Involvement of staff Giving chances for promotions or other advantages
- 9. 9 . Assist in the develop ment of skills. of developmen t. session. for best performers. The establishme nt of a new formal employee relationship policy would involve new cancellation policy formation, conflict management , dispute resolution, new grievance policy, performance management . $ 5,000 The new policy of grievanc es handling . A new way of getting their perform ance evaluate d. The issues could be located soon. It will grow the reactio ns of the employ ee. Objection and complexitie s Not take all policies acceptance It will be hard to understand all the policies appropriately. Likely Medium Give proper training Clarify every policy appropriatel y and its benefits. Developmen t of new collective enterprise $ 10,000 Complia nce by law Agree ments for employ Complexity and strike Lack of productivity Labor costs Unlikely High Accept little demand of employees.
- 10. 10 agreement that would extend to rostering, consultation s part, pay rate, and many more. Improve ment in working conditio ns ee will grow. Give them clarification regarding the documents in any session.
- 11. 11 Assessment 2 Implementation plan template Employee and Industrial relations strategy options: Option 1: New training and development policy Option 2: New employee relation policies and procedures Option 3: New enterprise agreement Activity (training, mentoring, enterprise bargaining, etc.) Timeline Description/Tactics/Rationale Resources/budget Person responsible For bargaining the new enterprise agreement the negotiation meeting had been made between the employer and employee. 35 days Initiating meetings for discussing the topics that would be conveyed and explaining them appropriately. $10,000 include additional payment for staff, lawyer payment, transportation cost HR Manager Making the draft for the agreement of enterprise 21 days Send the draft agreement before 30 days of voting $400 to print document HR Manager Conduct a meeting between stakeholders 20 days For discussing regarding the issues involved the employs in $5500 for employee and HR Manager
- 12. 12 and employees to locate the problems over the employees. the meeting. manager cost for hiring and participating and OM Distribution of draft policy 20 days First, discuss the draft policy by the employees and then open the final policy. $400 to print out draft papers HR Manager Introduce training as well as development programs in meeting 30 days For introducing the development and training programs met by the stakeholders. $500 for documents HR Manager The training session will be implemented. 30 days Give training to all the staff $10,000 for paper cost, equipment, cost of a trainer, and participated employees. HR Manager Risk management and contingency plan Employee and Industrial relations options Associated risk/s Risk likelihood Risk consequence Risk level (monitor, low, medium, high, very high)
- 13. 13 ER option 1: Programs and training development implement the action of the training to all the stakeholders. Programs and training development implement the action of the training to all the stakeholders. Do not cope with the ongoing changes. Decline to include in the program of development. Likely The performance will be impacted. Extends the training session. Low The establishment of a new formal employee relationship policy would involve new cancellation policy formation, conflict management, dispute resolution, new grievance policy, performance management. Objection and complexities Likely Not take all policies acceptance It will be hard to understand all the policies appropriately. Medium Development of new collective enterprise agreement that would extend to rostering, consultations part, pay rate, and many more. Complexity and strike Unlikely Lack of productivity Labor costs will grow. High
- 14. 14 Risk mitigation strategy or contingency plan: Risk- Decline to include in the development program Modifying by new industries solutions. Assist in the development of skills. ER option 2: The establishment of a new formal employee relationship policy would involve new cancellation policy formation, conflict management, dispute resolution, new grievance policy, performance management. Risk mitigation strategy or contingency plan: Risk- objection The new policy of grievances handling. A new way of getting their performance evaluated. The issues could be located soon. ER option 3: Development of new collective enterprise agreement that would extend to rostering, consultations part, pay rate, and many more. Risk mitigation strategy or contingency plan:
- 15. 15 3) Training plan Training task Student group Objectives Required competencie s Training methods Number of session s Proposed timefram e Industrial relations and employee implementatio n strategy is to be implemented It must be site supervisors Managers Schedulers Business developmen t manager Operations manager The strategy of industrial relations is to be reviewed for implementin g the same (Ashkanasy, et al., 2016). . Employee’s skills development and performance management Workshop s are to be conducted and meetings are to be organized and employees are to be educated 5-6 It must be 2weeks Risk- Strike Compliance by law Improvement in working conditions
- 16. 16 Conflict management skills and techniques Site supervisor Potential risks are to be analyzed and appropriate mitigation measures are to be taken for overcoming that Solutions are to be found for problems that can affect the performance. Workshop s are to be conducted and the meeting is to be organized and employers are to be educated 5-6 It must be 2weeks 4) Monitoring and review plan Description of output/outcome/a ctivity Measure ment Baseline mark Target Datacollectionandanalysi smethods Steps have been Communic Data analysis has been done
- 17. 17 included in the communication plan ation to be done with employees associated with the grievances which gets provided by employees Compensation and benefits are to be monitored which is on data quarterly Reviews must be checked for negative Data of compensation
- 18. 18 The number of resolved cases is to be monitored in the month. Cases number is to be increase has resolves Data which is regarding the total cases Trends is to be checked and benchmark s are to be set CompensationData Compensation is to be reviewed for trends and a benchmark is to
- 19. 19 be used 2) Email To: Stakeholders and board of directors Subject: Regarding submission Respected sir, This mail is created to inform you about the review and monitoring plan template, training plan template, and contingency and implementation plan template which has been attached to this mail. Kindly find it and please review it. Thanking you Kindest regards 5) Role-play Student- Hello Good morning Assessor- Hello
- 20. 20 Student- so this meeting is conducted to discuss the conflict management procedures and techniques as per the training plan. Assessor- Yes please go-ahead Student- There is a need for conflict management techniques so that any problems which are being faced in the organizationare to be solved. It is really necessary as it helps the employee has better relationships at work. Some conflict management techniques which do include are 1) Accommodating 2) Avoiding 3) Competing 4) Collaborating 5) Compromising Using these techniques helps the employees have better relationships at the workplace and an efficient work environment. Assessor- Yes that is good so this helps the employees in making comfortable while working Student-Yes sir, thank you so much
- 21. 21 Assessment Task 3 Part A Appendix5:PolicyandprocedurelayoutPolicy/proceduretitle Purpose This policy offers standards for Safety Traffic Co. in order to build and maintain productive, professional, and helpful relationships in the workplace with all employees. Everyone must speak with each other in an open and polite manner. Any disagreement provides individuals and administration with opportunities to study from processes and regulations that really need to be addressed. Conflict and complaints, if left unaddressed, may create a tense workplace. Scope This policy includes the employees and representatives of the management team. This strategy can then be used to address abusive behavior, harassing, and discriminating concerns. Suspected criminal behavior, presumed impropriety, and known or suspected behavior are not covered by this policy. Such incidents must be investigated by the police as soon as possible. Background The primary purpose of this method is to provide information to management, workers, or other stakeholders in resolving conflicts and grievances when they arise (Wood, et al., 2020). Definitions This section must include all language used, particularly acronym definitions. • Dissension: A short-term conflict. • Discord: A condition of discord that may last a long time. • Negotiation: A conversation aiming at reaching an agreement or building consensus. Legislation
- 22. 22 The Civil Disagreement Management Legislation promotes individuals and authorities to make sincere efforts to address disputes before filing a lawsuit in the Federal District Court or Appeal Court. 6. Policy Safety Traffic Co.'s policy is to develop and maintain a good atmosphere in which everyone may work and communicate productively together. Safety Traffic Co. developmental patterns, workers, and others to address any dispute or complaint concerns or questions directly with one another, to their complete pleasure. A formal dispute and complaint management procedure should be conducted in an informal dispute and grievance settlement between the parties is undesirable to individuals concerned and could be addressed to the term job satisfaction refers. A formal dispute and grievances management request must be made in writing. If a person needs Independent assistance in putting affairs in order, such assistance will be provided. All official requests for dispute and dispute settlement will be properly reviewed. The formal dispute and complaints resolution processes that are available must be clearly recorded and made publicly available to all parties concerned. The interests of all participants will therefore be considered while selecting the processes that are appropriate for the situation. As far as practicable, Safety Traffic Co. will respect confidentiality. In the investigations and solution methods, only the appropriate parties will also be engaged. Confidentiality shall be promoted among all parties involved in the dispute and complaints resolution process. Apersonraisingaconflictorgrievanceissuemay,atanytime,withdrawinwritingfrompursuingthem atter (Wils, 2019). 7. Procedure/s Employees must report any problems or questions to their immediate supervisor. The individual should meet with his or her supervisor to explain all of the issues that led to the allegation. Within four days following the meeting with the worker who submitted the issue, the controller shall reply to the dispute in writing
- 23. 23 If the supervisor's dialogue does not solve the disagreement to both parties' satisfaction, or if the superior fails to react to the complaint, the employee may file a formal dispute with the department manager. Workers can also ask the HR department for help in drafting their grievances. The program director must give a general guideline to the worker who complained within seven days after the conversation. If the employee is dissatisfied with the departmental head's judgment, the employee may file a written appeal with both the Human resources department. To assist a settlement, Human resources will conduct a meeting with the individuals involved. The Human resources may seek additional information from concerned parties. 8. Verification/authorization/approvalby If HR considers the complaint involves major concerns of truth or policy interpretation, the matter may be referred to an advisory committee. The Human resources may seek out information first from concerned parties. (Dunbar-Gaynor, et al., 2020). Email To: Board of Directors Subject: Attaching a draft policy Respected sir, I am writing this mail to inform you that I am attaching the draft policy the government has developed several new policies, which must be adhered to in the letter. Even though a notice has already been displayed on the signboard, the company sends you the current policy provisions through email to ensure that almost everyone reads it. The provisions listed below are included in the agreements. Our company's atmosphere is warm and comfortable, thus these regulations are in place to make it an even good career place every one to be pleased to be a part of. Everyone is
- 24. 24 expected to perform & behave by our laws and regulations. The goal of these policies is to develop workers' position " as well as our organization's competent capability. With regards. Part B The number of claims from air traffic control regarding inconsistencies in workplace conditions has risen, and pressure is building among front-line personnel. Wages that are below the average industry and inadequate rest periods are indeed the two most serious difficulties. Long hours, a paucity of personnel, and the continuous job requirements mean that air traffic control may not get the sleep and food intervals they are due to (Kowalski& Loretto, 2017). Day worker is entitled to a 10-rest period in the mornings, while night shifts are eligible to a 30-minute dinner break while subject to an extra thirty-minute rest period for long extra shifts, per the award. It has been heard that workers can call off the strike and seek help from the Fair work commission. This can impact negatively Safety Traffic Co. To assist employees in filing complaints and problems and resolving them, the complaint handling process should be implemented (Rožman, et al., 2017). It should be ensured that the complaint recording role is treated seriously. Employees should indeed be assured that grievances they register are kept anonymous, as secrecy is crucial in responding to employee complaints. The situation is kept from spreading by engaging the fewest number of people possible. It is vital to guarantee that worker concerns are promptly addressed. It's crucial to determine whether or not the complaint is legitimate. The circumstances should be investigated, and required info from on-site managers should be acquired. Following the investigation, a series of meetings should be scheduled. Job satisfaction questionnaires and performance evaluations are required to learn about the interests of workers. Knowing your workers' choices for specific judgment techniques can help them be more satisfied with the process and accept undesirable effects. Integrative Negotiations should be encouraged (Osborne & Hammoud,2017).
- 25. 25 The outcome of the discussion between these sides will be used by management to determine whether the complaint is genuine or not. A judgment should be conveyed to all concerned parties after it has been made. Parties should be kept in the loop about the investigation's status and the whole complaint resolution process. It helps to make sure that the complaint is addressed transparently. This should assist in determining the next steps that need to be taken about the complaints. Instead of providing a solution that will, more than feasible but the employees' grievances to rest, the major goal is to find a solution that would, more than possible, put the workers' grievances to rest. Instead of proposing a solution that will, more than possible, put the employees' grievances to rest, the major goal is to find a solution that will, as much now as potential, put the workers' grievances to rest. 2) Email To: Operations manager Subject: Regarding report submission Respected sir, This mail is created to inform you about the report which describes how grievance can be managed according to policies and procedures of the organization and how new collective agreement can be implemented and negotiated. This formal report has been attached to this mail. Kindly find it and please provide your reviews of it. Thanking you
- 26. 26 Kindest regards References Ashkanasy, N. M., Zerbe, W. J., & Hartel, C. E. (2016). Managing emotions in the workplace. Routledge. Dunbar-Gaynor, M., Zimmerman, E. P., & Liberi, V. (2020). An examination of policy and procedure practices of secondary school athletic trainers. Internet Journal of Allied Health Sciences and Practice, 18(2), 6. Kowalski, T. H., & Loretto, W. (2017). Well-being and HRM in the changing workplace. The International Journal of Human Resource Management, 28(16), 2229-2255. Osborne, S., & Hammoud, M. S. (2017). Effective employee engagement in the workplace. International Journal of Applied Management and Technology, 16(1), 4. Rožman, M., Treven, S., &Čančer, V. (2017). Motivation and satisfaction of employees in the workplace. Business Systems Research: International journal of the Society for Advancing Innovation and Research in Economy, 8(2), 14-25. Wils, W. P. (2019). Legal professional privilege in EU antitrust enforcement: Law, policy & procedure. World Competition, 42(1). Wood, L., Cook Heffron, L., Voyles, M., & Kulkarni, S. (2020). Playing by the rules: Agency policy and procedure in service experience of IPV survivors. Journal of interpersonal violence, 35(21-22), 4640-4665.