Employee Relations at ENERGEX

This assignment analyzes the employee relations practices of ENERGEX, an Australian energy company. It examines their safety measures, collective employment agreements, HR services, disciplinary procedures, and offers recommendations for enhancing these areas. The analysis highlights ENERGEX's commitment to employee well-being and performance through various initiatives.

Running head: EMPLOYEE RELATIONS STRATEGY
Employee relations strategy
Name of the student
Name of the university
Author Note:

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EMPLOYEE RELATIONS STRATEGY
Table of Contents
Introduction......................................................................................................................................3
Overview..........................................................................................................................................3
Mission Statement...........................................................................................................................3
Employee Relations Strategy...........................................................................................................4
Employee Benefits...........................................................................................................................4
Employee Safety and Well Being....................................................................................................5
Performance Development and Training.........................................................................................5
Stakeholders in Employee Relations...............................................................................................5
Review of Diversity Policies...........................................................................................................5
Review of Employee Relations Strategy.........................................................................................6
Development of an Employee Relations Risk Management Strategy.............................................6
Review of Collective Employment Agreement...............................................................................6
Review of Organizational HR Services to Employees....................................................................7
Termination and Disciplinary Issues...............................................................................................7
Recommendations............................................................................................................................7
References........................................................................................................................................8

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Introduction
The following report is based on the determination of the employee relationship
procedures that are followed by a business organization to satisfy the employees. The researcher
has taken the example of ENERGEX Company which is an Australian electricity power
distribution company owned and operated by the Government of Queensland in Australia. The
report has the aim of studying the employee relation that is currently in place in the mentioned
company.
Overview
As mentioned earlier in the introductory part the mentioned Electricity corporation is
based in Queensland and owned and operated by the Government of Queensland. The company
is based in Brisbane. It was established in the year 1922 and was named as the City Electric
Light Co. (CEL). In the year 2006 the Government of Queensland announced its plans to
privatize the retail arm of the following corporation. It was sold to a company named Origin
Energy Ltd. for a whooping amount of A$1.2 billion. The company is engaged in providing a
round the clock electricity and emergency service for life threatening purposes and emergency
shutdowns in and around Brisbane and other major cities and towns of the Queensland region of
Australia (Park 2015).
Mission Statement
The Mission Statement of the company is to take up the challenge of maintaining a
proper capacity to supply constant electricity to every home and business on the particular days
when there is a demand for huge electricity. Therefore the main missions of the organization are;

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1. Engaging proactively with the customers to know their choices and meet the expectations
of the customers
2. Innovating new products and services
3. Strong commitment for the future network management
4. Ensuring sustainability and creating a perfect corporate social responsibility
Employee Relations Strategy
The research has pointed out to some of the main elements that constitute the employee
relation strategy. Some of them are;
1. Establishing a constructive workplace environment and ensuring proper relationships
among the employees
2. Recognizing the role of unions at a proper level
3. Promotion of a friendly and collaborative work environment
4. Involving employees in decision making process
Employee Benefits
Some of the main employee benefits of the organization are;
1. Safety reputation amongst the particular sector of business
2. Employee benefits program
3. A great social club and performance of other recreational activities
4. Well managed and efficient management system
5. Proper remuneration that is a benchmark of the industry

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Employee Safety and Well Being
ENERGEX is one of the best companies of Australia that follows the safety first policy.
The organization ensures the utmost protection of its employees by ensuring zero injuries (Gill
2015). The company also conducts a safety survey and demonstrates a safety leadership program
for the employees.
Performance Development and Training
The management of ENERGEX has appointed a professional development committee
that is comprised of senior manager and HR specialists (Shields 2013). The committee is
engaged in a timely review of the graduate engineer program and the training program that is
undertaken by the organization.
Stakeholders in Employee Relations
The stakeholders in the employee relations are the managers of the organization and the
employees themselves. The managers of ENERGEX are the people who have a vast amount of
experience in the organization. The managers employ the best possible strategies to ensure
maximum satisfaction for the employees (Ocampo 2015).
Review of Diversity Policies
The company has a fixed set of diversity policies which helps to avoid any forms of
discrimination or racial abuses in the workplace (Purce 2014). Some of the main policies of the
organization are as follows;
1. Equal Employment Opportunities for all people

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2. Strict action against any forms of racial discrimination like sex, relationship status, caste,
race, age and many more as such
3. Prevention of harassment of employees in the workplace
Review of Employee Relations Strategy
The employee relations strategy of the mentioned organization points to a well structured
one and it reflects a positive growth environment for the organization. The positive leadership,
working relationship and the presence of a well timed and purposeful consultation with the
different stakeholders of the company.
Development of an Employee Relations Risk Management Strategy
As mentioned earlier the mentioned organization takes ample measures to protect its
employees from any forms of hazards. Ensuring proper safety of its employees is the main
concern of the organization (Armstrong and Taylor 2014). The company is on the right track as
because it is involved in a high risk sector where any small mistakes or any small negligence can
be fatal for the employees. The concern of the organization towards the employees helps to build
a strong bond between them and improves the employee relationship.
Review of Collective Employment Agreement
The collective employee agreement consists of a number of different agreements that are
in place when an employee is employed in the mentioned energy company of Australia.
Enterprise flexibility agreements, consultative agreements are in place that is mainly formulated
to ensure the mutual trust between the employees and the organization (Griffin et al. 2015)
.

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Review of Organizational HR Services to Employees
The HR department of the organization is quite supportive and looks after every single
demand of the employees (Townsend 2014). The main tasks of the HR are to provide different
wellness program for the workers, provide them with recognitions and benefits, providing the
workers with attractive recreational activities and many more as such. This in turn helps to
increase the organizational performance and the employee performance as well.
Termination and Disciplinary Issues
The management of ENERGEX is strict in terms of any violation of rules and does not
tolerate any sort of unjust actions by the workers or any higher authority. The policy clearly has
provisions for judging the problem and if found guilty the responsible person will be terminated
with immediate effect.
Recommendations
Some of the recommendations are;
1. Improving the communication
2. The employees must be given challenging jobs
3. Sharing the vision of the company with the employees of the organization

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References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Gill, R., 2015. Why the PR strategy of storytelling improves employee engagement and adds
value to CSR: An integrated literature review. Public Relations Review, 41(5), pp.662-674.
Griffin, J.J., Bryant, A. and Koerber, C.P., 2015. Corporate responsibility and employee
relations: From external pressure to action. Group & Organization Management, 40(3), pp.378-
404.
Ocampo, C.L.P., 2015. Engagement and Retention: Essentials of Employee and Labor
Relations. Handbook of Human Resources Management, pp.1-22.
Park, R., 2015. Employee participation and outcomes: organizational strategy does
matter. Employee Relations, 37(5), pp.604-622.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance &
Reward: Concepts, Practices, Strategies. Cambridge University Press.
Townsend, K., Wilkinson, A. and Burgess, J., 2014. Routes to partial success: Collaborative
employment relations and employee engagement. The International Journal of Human Resource
Management, 25(6), pp.915-930.

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