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Colesworths Employee Relations

   

Added on  2019-10-30

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Running head: COLESWORTHS EMPLOYEE RELATIONS1Colesworths Employee RelationsNameInstitution
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COLESWORTHS EMPLOYEE RELATIONSPart A1. 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).2. 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.3. a) Evaluating options regarding cost benefit would be measured through productivity measures, days lost to industrial action, labor turnover and absenteeism. b) 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.4. 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. Onecan abide by anti-discriminatory laws by ensuring workers are not punished for similar mistakes.
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