Employee Relations Strategy for BSBHRM604

This article discusses the employee relations strategy for BSBHRM604, covering topics such as equal employment opportunity, family/work relationships, discrimination, harassment, and bullying, diversity, conflict resolution, grievances and complaints, appeals process, recruitment, induction, training, performance management, performance development and improvement, termination of employment, continuous improvement, and risk management.

BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
EMPLOYEE RELATIONS STRATEGY
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
Table of contents
1. Equal employment opportunity.........................................................................3
2. Family/work relationships.................................................................................3
3. Discrimination, harassment and bullying..........................................................3
4. Diversity............................................................................................................3
5. Conflict resolution.............................................................................................4
6. Grievances and complaints...............................................................................4
7. Appeals process.................................................................................................4
8. Recruitment.......................................................................................................4
9. Induction...........................................................................................................4
10. Training.............................................................................................................4
11. Performance management.................................................................................5
12. Performance development and improvement....................................................5
13. Termination of employment..............................................................................5
14. Continuous improvement..................................................................................5
15. Risk management..............................................................................................5
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
1. Equal employment opportunity
Massive recruitment and selection process that is conducted with openness and fairness
and the employees are selected on merit without discrimination. The recruitment and
selection procedure is done in accordance with the employment act
The employees are also issued with a policy brief and an induction training on how to
embrace diversity in the workplace (Johnson, 2015).
The work environment is also developed to be conducive as required by the National
employment standards to meet all the legal requirements.
The employees health and safety will also be upheld and all employes with health
conditions will have to be attended to without any discrimination.
The policy is done in conformity with the following legislations
Age discrimination act 2004, racial discrimination act 1975, workplace gender equality
act 2012, sex discrimination act 1984, workplace health and safety act 2011 and
Australian human rights commission act 1986
2. Family/work relationships
The business has the policy to accommodate the employee's work and family relations.
The call of duty in the family of an employee needs to be communicated to the
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
management which will make the necessary adjustment to ensure that the employee is
given the opportunity (Global. & Association., 2012).
The policy applies to all employees regardless of their position and status in the
organization.
Making a request
The request is made on a written form which includes a detailed description of the idea
and all the necessary information regarding the family duty. The request is then
submitted to the manager for approval.
Approving a request
The approval of a request is made upon considerations of all the factors surrounding the
request and the organization's position. The approval process takes two weeks which
indicates that the employee needs to request in advance. The request could, however, be
disapproved if it leads to adverse effects on the organization.
3. Discrimination, harassment, and bullying
All organizations need to ensure that the employees refrain from cases of bullying
discrimination and harassment of other employees to provide equal opportunities for all
(Global. & Association., 2012). This forms include any behavior that inflicts a negative
effect on other employees or their ability to perform. in case one is faced with the
situation the procedure is trying to solve it with the person and if it continues one is
expected to report to the human resource manager which could be written or verbal after
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
which investigations are done, and the outcome could be a warning, training, demotion
or even termination of the employment
4. Diversity
The policy is to allow all people from diverse backgrounds to take up positions in the
organization and utilize the differences in the development of Kingfisher garden center
Policy aim
Remove bias and prejudice for all employees
Policy scope
The policy covers all employees who have been engaged in kingfisher garden regardless
of their terms of involvement in the organization.
Diversity strategies
Abides by all the legislation regarding diversity, employing strategies such as open
communication, flexible working environment, mentoring programs and employee
education for all employees.
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
5. Conflict resolution
The employee identifies the conflicting source and warns the fellow employee about
their actions in a bid to solve the problem by themselves. In case the problem continues
the employee reports the case to the human resource personnel for mediation.
6. Grievances and complaints
Grievances are presented in a written form through the various avenues set by the
organization. The personnel involved then takes the concerns and presents them to the
administration which finds the possible solution and presents it to the employees.
7. Appeals process
The appeal process begins with dissatisfaction with the initial ruling which prompts one
into action. The process involves the presentation of a written document which states all
the details of the case and the reasons for dissatisfaction and then present to a higher
authority (Information Resources Management Association, 2012). The alternative
dispute resolution process that Kingfisher can use include arbitration by an external
party. Responding to appeals require careful consideration of the case facts and the
initial decision about the organization's procedures to arrive at a solution.
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
8. Recruitment
The policy requires the recruitment of people from diverse social settings regardless of
their status. The recruitment procedure includes a mass advertisement which attracts
different people from all settings and is selected based on merit
9. Induction
The induction policy demands that all the new members subjected to training after
which they are issued with the organization's policy.
Procedure
The new employees are chosen through the normal recruitment and selection process.
They are then subjected to the induction process which involves training on employees’
relations, their operations and the job they are to do in the institution. They are also
presented with a document containing the organization's policies for them to fit into the
new setting.
10. Training
All employees are subjected to training which begins with the induction training.
Subsequent training are organized upon communication with the members on their
training needs and designing the training that will address their concerns. The training
are organized by the human resource person
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
11. Performance management
A performance management policy and the procedure are essential for any organization
that needs to meet its employee’s motivation. The policy aims to encourage good
performance among the employees through rewarding successful people. The
performance development plan is documented based on the identification of the top
performing people in the organization and designing a reward system. The review for
performance is done at the end of the financial year based on individual employees’
performance. Successful employees are rewarded through promotion or monetary
compensation. Kingfisher provides a conducive work environment and has a proper
reward system and an employee development program that ensures it’s able to retain its
employees
12. Performance development and improvement
The performance development programs at kingfisher include the mental programs,
training in human resource and reward systems
13. Termination of employment
A policy that minimizes the risk of unfair dismissal includes the participation in
unionization program. In some cases however the employer can terminate the
employee's services without notice if the employee is found to commit actions that
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
cause harm to the organization or other employees. The lawful of this act is however
dependent on the type of employment.
14. Continuous improvement
Kingfisher is committed to continuous improvement through ensuring the employee's
welfare, using diversity for the organization's development and exposing themselves to
the mentorship program as well as frequent training and development that encourages
their improvement. The auditing policy is reviewed at the end of every year by the
human resource manager.
15. Risk management
Risk assessment is necessary in case of any occurrence that exposes the employees to
risk. The areas of human resources that need to be put into consideration in risk
assessment include the employees working environment, health, and safety (Boxall &
Purcell, 2015).
To identify the risk, one should make a keen observation of the working environment
and the extent of exposure to any risk factors. Potential concerns also should be raised
and addressed to ensure that the organization is safe for both the employees and
employers.
The policy is done in conformity with the following legislations
 Age discrimination act 2004
 Racial discrimination act 1975
 Workplace gender equality act 2012
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
 Sex discrimination act 1984
 Workplace health and safety act 2011
 Australian human rights commission act 1986
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
Nursery Award. (2018, July 27). Nursery Award 2010. Retrieved September 20, 2018,
from http://awardviewer.fwo.gov.au/award/show/MA000033#P241_22887
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