manage industrial relations part a&b
Organisational Culture – employ competent and effective workers, decide what kind of organisation you want it to be and prepare and plan for change.
Workforce Planning – this will require the HR management to Retain highly skilled workers and develop the skills.
Employee Satisfaction and Commitment – provide the employees with a safe and efficient workplace where they can concentrate and feel safe. Try to allow flexible hours for the employees
Organisational culture – to analyse organisational culture, we look at the rate of absentees and the number of conflicts in the workplace. A good organisational culture will have good team work.
Workforce Planning – analyse the participation and competency of the workforce. Do they require training or skill development?
Employee Satisfaction – analyse whether the employees absenteeism has increased or dropped, getting feedback from the employees
Cost benefit – I will weigh the pros and cons to analyse the cost benefit of options. I want to choose the option that provides the greatest benefits in cost of low disadvantages.
Risk analysis – I must first identify the potential risks, then analyse and evaluate these risks. I will develop a risk control plan and identify the amount of funding needed. Finally I will implement the plan and monitor and review the progress.
Workplace laws – read all the laws for the workplace and make sure all employees follow the laws.
WHS – follow the WHS policies and procedures in order to maximise the health and safety of the workers. Train the staff to follow the policies and procedures.
EEO – provide an equal opportunity for all staff. Make decisions based on the skills competencies and experience.
Anti-Discrimination Laws – never discriminate against others. Promote diversity and treat everyone with fairness and respect.
It is important that I consult with higher management to receive feedback and certainty that the plan and policies will benefit the company the most. Higher management will have the knowledge and experience to know what plans/policies will perform best so they will help with the decisions.
I will clarify terms and conditions of employment, consult with employee representatives, ensure that all strategies, policies and initiatives have been legally accepted and seek advice from employer representatives.
Try to keep the grievances and conflict within the organisation. Let a manager or supervisors deal with the situation and negotiate. Only if the grievance or conflict gets uncontrollable, an external tribunal will be involved. To communicate procedures, we will use employee inductions, employee handbooks, policies and procedures manuals and staff notice boards.
I will use KPIs to establish whether the policies and plans are meeting the expected outcomes. KPIs can be used to set goals and indicators to monitor the performance. This is very effective for measuring the performance of the policies and plans....
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