Manage Employee Relations

This document discusses the importance of managing employee relations in a company and provides strategies, policies, and legislative requirements to improve employee relations. It also includes a timeline and activities for implementing these strategies.

Manage Employee
Relations

Contents
Contents...........................................................................................................................................2
Contents...........................................................................................................................................7
INTRODUCTION...........................................................................................................................9
Task 1...............................................................................................................................................9
TASK 2..........................................................................................................................................13
Risk Management and contingency Plan...................................................................................14
Training Implementation Plan...................................................................................................18
Monitoring Plan.........................................................................................................................19
TASK 3..........................................................................................................................................20
Part A.........................................................................................................................................20
Part B.........................................................................................................................................21
CONCLUSION..............................................................................................................................22
REFERENCES..............................................................................................................................24

INTRODUCTION
Manage employees relation is a very important factor in any company because that will make a
healthy environment and to have that the company should work really hard because that will
decide the employees loyalty towards the company. Long term employees are a very good
sign for the company and the growth of the company will be very good.
Safety Traffic Company is a company which has started 15 years back and is not doing so good
because they do not have much of experience and the company will have to gain a lot of
experience from the market so that they can grow and make the company have a good brand
name in the market. There are a lot of discrimination which are taking place in the company
therefore the company is not being able to grow to the fullest.
There further report will discuss the problems, issues, methods, measures, etc so that the
company can work upon those and improve the company's working so that they can gain
experience and become better in the market.
Task 1
A. Identification of three long term employees relations objectives for Safety Traffic Co. -
The major employee relation objective is to retain consumers for long term so that they
can maintain the quality service for company. Providing the award rate to employee which is
above the industry median salaries which motivates employees to work for the betterment of
company. The third obective of employee's relation is to implement current formal enterprise
agreement exists for traffic controllers (Ki, Kim and Ledingham, 2015). This is helpful for
Safety Traffic Co. to maintain the positive employee relationship among the company for further
growth and development.
B. Analysing current employee relations performance-
Currently there are no formal employee relation plans and policy which exist for the
company. The issues met by the employees are currently managed by Human resource manager.
The company doesn't have any formal procedures or grievances policy which taken in place. The
inductions are conducted are rarely and on-site documented. There is no team management
among the employees so there is no team work in the company.

C. Developing several employee relation strategy or policy operations for each of your
identified employee relations objectives-
 The employee relation strategies which can be used by Safety Traffic Co. can organizing
the staff engagement events will be helpful for company to retain their existing
employees for long term and motivates them to work for attaining company's objectives.
 They should develop the new collective agreement for traffic controllers which consists
of paying above industry median, flexible working roster and staff bonuses.
 Company will also hire additional scheduler so that they can manage the each and every
task properly and access with the better operation activities (Reilly and Williams, 2017).
 Mentoring program for new employee will also be developed so that they could go with
better training and development program for further work which is to be done by them in
job.
D. Identification of relevant Safety Traffic Co. stakeholders for each option and include a
description of how they will be consulted-
They relevant key stakeholders traffic controllers and human resource manager which are
consulted by company through a meeting so that they could get to know where they are lacking
behind. And further the strategies and polices will be implemented on the particular issues so that
they could be solved and further good employee relationship could be maintained they play a
major role in the implementation and growth of company (Kasemsap, 2017).
E. Evaluating each option-
 A cost benefit analysis and risk assessment-
 Determining of likelihood of risk preventing company meeting its objectives and
possible consequences of such event on organizational performance-
Cost benefit analysis Risk assessment plan
Option Cost Benefit Outcome Associa
ted Risk
Consequ
ence
Likelihoo
d
Risk
level
Risk
Control
Counselli
ng session
$2,50
0
It is
helpful
for
employee
There
will be
equality
among
the
Funding
risk as
there is
4
sessions
Employe
es are not
discrimin
ated each
Moderate Moder
ate
It can
be
controll
ed by
reducin

s in
understan
ding the
sexual
harassme
nt among
the
employee
s at the
work
place.
employee
s.
for
counsell
ing
being
met.
others. g the
number
of
counsell
ing
sessions
.
Cost of
training
$8,00
0
This is
helpful
for the
developm
ent and
helping
employee
s to
develop
new
skills.
Helpful
in
working
with
positive
attitude
and
extra
skills
(Al
Mehrzi
and
Singh,
2016).
Skill
talent
risk
All
people
have
their
different
skills
and
weaknes
s in
them
they
must be
solved
at one
level.
Low
level
Low
level
It can
be
control
by
providi
ng
specific
training
to the
individ
ual
Cost of
meeting
$1,50
0
The issue
which is
being
faced by
the
Issue is
being
sought
and the
compan
Fundin
g risk
The
compan
y had to
pay that
female
Moderat
e
Mode
rate
It can
be
controll
ed by
balanci

female
controller
can be
sought
out
y had to
pay the
amount
to her.
controll
er
amount
of
overtim
e which
is being
done by
her on
Sunday.
ng it
with p
&l
account
F. Summarizing legislative requirements and key entities in industrial relations system-
Safety Traffic Co. must follow the legal requirements and laws so that they can maintain
the employee relation. Anti-Discrimination Act 1977 must be followed by company so that they
can remove discrimination among the employee and thus employee can equally work for
attaining objective of company. Work Health and Safety Act 2011 can be followed to provide
healthy and safe working environment to workers so that they could work for attaining objective
of company. Workplace Gender Equality Act 2012 all employee must be treated equally under
this law at Safety Traffic Co. so that there is no gender discrimination among the employees at
workplace all male and female staff are treated equally so that they could work in the team with
same spirit.
G. Discussion of how your identified long term employee relation objectives meet the needs
of company and how they address current employee relation issue-
The long term employee relation objective can be identified by company in many ways.
But it can be identified by estimating the number staff retention which is being raised or not if it
is arisen then they can estimate that the employee relation objective has been achieved by Safety
Traffic Co (Al-Emadi, Schwabenland and Wei, 2015). They can also take feedback from the
company's employee that is traffic controller that they are satisfied with the company's new
strategies and policies or not if yes then they are right tack and their goal has been achieved.
2. A formal email for scheduling meeting for relevant stakeholders with Safety Traffic Co.
for discussing the draft proposal-

To:
Cc:
Bcc:
From:
Subject: New policies and regulation for staff members.
To the staff members,
New policies and regulations developed for all staff which is to be followed by them-
 There will be no further no discrimination among the employees by anyone employers
or co-workers.
 Each and every employee must take part into the team work.
 Training and development program must be attended by every staff members.
Thank You!
TASK 2
Activity Timeline Description Resource Person
Responsible
Time
management
5 months There are a lot of
employees who are felling
that there is a huge
pressure on them because
of the work force on them
which is why they are
leaving the company
because they are not being
able to utilize the time they
have in hand. That is one
of the reasons why the
employees in Safety
Activities have
to be held so
that the
company will
be able to
analysis those
factors so that
they can make
the employees
understand the
importance and
make them
Human resource
manager

Traffic Co. are having a
high turnover of the
employees. (Holland,
Cooper and Hecker, 2016)
work for the
betterment for
the company
and the personal
goals and
objectives.
Mentoring 3 months There are a lot of
employees coming in the
company therefore there
has to be mentoring of the
employees because in one
year there are 50% of the
employees who are leaving
the company. It is very
important to have a healthy
environment in the
company so that the people
can work in it.
Interactions and
introducing the
work and the
other employees
in the company
so that the
employees can
feel welcomed
so that they can
make the most
in the industry
and the
environment of
the company
remains
healthy.
Human Resource
Department
Training 3 months There are a standard which
every company has in any
industry therefore
maintaining those factors
in any company is very
important and this can only
take place when the
employees are having a
good environment. The
Off the job and
on the job
training will
help the
employees to
increase the
knowledge and
also provide the
better
Department heads
and the human
resource
managers.
(Chandani and
et.al., 2016)

managers are also
responsible to provide the
required skills and
knowledge so that they can
increase the efficiency of
the employees and increase
the workforce performance
effectively.
knowledge.
This will also
provide the
required skills
and personality
growth of the
employees.
Risk Management and contingency Plan
Employee
relations
options
Associated risks Risk likelihood Risk
consequence
Risk level
involvement It will increase the
expectation of the
employees to get
promoted and also
increase the
incentives and bonus
for their efficiency
in the task.
It can be occurred
when the company
changes the
objectives and
distribute the new
task to the
employees.
This risk can
also decrease the
efficiency of the
employees and
discourage them
to do the work
on time with the
optimum
potential. This
will also
decrease the
productivity of
the organization
and make the
company
decrease the
profit margins.
(Lewin, 2018)
Low

encouragement The risk involved in
the encouragement
of the employees are
that they will be
dependent on the
managers to get
assisted in the task
and the efficiency of
the employees will
only be effective
when the manager
will be present with
the employees.
It occurs when the
employees are old
and it has to be done
ion every activity to
make them effective.
The risk of
encouragement
can also lead to
the jealousy
factor in the
employees and
they will
increase the
employee
turnover rates
due to
dissatisfaction or
they feel as they
are mistreated
with the other
employees.
medium
Task goals The task goals can
also result into the
disputes in the
employees and also
create the clash in
the disputes of them.
As the clash of
perspective can
decrease the
efficiency of the
employees and also
create the health
problems to the
employees.
This occurs when the
company focus on
the high performance
teams to attain the set
objectives and make
them more
productive. (Ortiz‐de‐
Mandojana. and
Bansal, 2016)
The company
has to face the
decline on the
efficiency of the
goals of the
objectives of the
company. The
company will
also decrease the
efficiency to
manage the
traffic managers
in the company.
High
communication Language barriers The frequency of the The risks of low

can also create the
hindrance in the
communication of
the employees. It
can also decrease the
efficiency of
understanding the
rules and
regulations. The
vision of the
company can also be
misunderstood.
communication risk
is very low and it
will only happen
when the
management of the
organization is not
educated and also do
not have the proper
potential to
communicate with
the employees.
communicating
to increasing the
employee
relation in the
company is that
the employees
will not be able
to understand
and also feel
depressed due to
the inefficiency
it can also turn
into the mental
instability which
will harm the
work culture of
the company and
decrease the
efficiency of all
the employees.
Co curricular
activities
There are many
risks associated with
the co curricular
activities in the
company as it
distracts the
employees in doing
the work and also
lowers the potential
of the employees.
The employees also
The occurrence of
this risks are only on
the occasions when
the managers have to
organize the events
to celebrate the hard
work with the
employees to boost
them and also
increase their morale.
(Kaufman, 2018)
This risk
decreases focus
of the employees
and the work
stability will
also be
decreased due to
many employees
take time to
again come to
the same pace as
Medium

feel very energetic
about the activities
and not about the
targets of the
company which will
create the gap in the
expected target to
achieve the goals.
they were
before.
Risk mitigation strategy 1
The company will adopt the grievance policies for all the employees as it is very important for
them. The main role of the company is to provide traffic safety to the public and also increase the
efficiency of the employees. the Human resource managers will help to maintain a system which
will help the employee to generate their grievances and also expect to get them solved. And the
Human resource managers will be responsible to provide all the information to the top level
managers and all the directors of the company which formulate the policies. (Cates, 2016 The
department managers also have to take the feedback of the employees to know the level of
interests of the employees in the company and what is the issues and problems the employees
face in doing the work. The company also will adopt the evaluation criteria to analyze the
problems like the balance score card analysis which will help the managers to analyze the
performance of the employees and make the effective strategies to increase the efficiency and
make them more potential resource for the company to provide the safety to the public.
Risk mitigation strategy 2
The company will also have to adopt the Maslow’s need theory to understand the behavioural
patterns of the employees so that the managers can fulfil the need and increase the level of
satisfaction. The Maslow has designed the need theory which consists of five needs which are
basic or needs which is food and clothing. The second need will is safety y and security as every
person need to get secured in their life for their future the third need is the love and affection
need forth is self esteem needs which is very important for the employees in order to achieve the
goals and the last and very important need is self actualization need. The traffic controllers and

all the other employees need to understand the desires and needs so that the managers can
understand them effectively and formulate the better strategy to motivate them and increase the
efficiency of the company. Traffic safety company also analyzed that the employees will be
satisfied then they will be more mentally stable and also increase the safety criteria of the public.
As the company need the potential employees to understand all the factors of the traffic safety.
Due to the increase in the number of traffic casualties the importance of safety and innovating
the new technological equipments is also very essential(Gosavi, Garud and Bisen, 2018).
Risk mitigation strategy 3
Traffic safety co. have to increase the efficiency of the employees so the company have adopted
the training and development aspect to provide the employees better knowledge and skills
according to the norms and regulation of the government. The company have started the on the
job training which is practical on the field training where the employees have to understand all
the task and the working which will provide the practical knowledge and help the employees to
maintain the education. The on job training also help the employees to increase many skills like
communication skills, analytical skills, technical skills, coordination skills which will help the
traffic controllers to manage all the task effectively and efficiently. The off job training will help
the employees to gain all the knowledge outside the field and it will gain the better insight about
the details which the employees can miss in the practical training. It will also help the employees
to understand all the laws and regulation which the traffic safety should have and what all criteria
are required to understand the rules. Employees are trained in the coaching, seminars, lectures.
The questionnaires and the feedbacks are also the techniques of off job training which the
managers of Traffic safety Co. can adopt to increase the efficiency of the employees and which
will also increase the sense of coordination in all the employee and create a better work
environment. (Conway and et.al., 2016)
Training Implementation Plan
Training
task
Learner
group
Objectives Required skills Training
methods
Number
of
Sessions
Time
frame
Health and Traffic To ensure Communication Seminars, 6 4

safety controllers
and Human
resource
managers
the health
and safety of
the public
and also
increasing
the safety of
the traffic
controllers
by providing
them the
proper
training.
skills to ensure
the control of
all the systems.
Human
recourse should
have the
effective
managerial
skills to ensure
the human
relations skills.
awareness
camps,
coaching,
lectures.
sessions months
Traffic
management
Schedulers To ensure
the proper
functioning
of the traffic
management
process and
all the level
of company
to have a
smooth
running of
the traffic in
the area.
Schedulers will
require
analytical skill,
decision
making skill,
time
management
skill,
coordination
skills,
interpersonal
skills.
Off the job
training will
help to
increase the
knowledge
and develop
the
knowledge
of the
employees.
9
sessions
6
months
Legal norms All
employees
of the
company.
This is very
important
for all the
employees
to increase
the
Work ethic
skills, legal
skills,
mathematical
skills.
The legal
norms have
to be trained
both on job
and off job
which will
12
sessions
12
months

knowledge
about the
legal factors
for the
traffic
management
so that they
can ensure te
proper
safety and
health
guidance for
the public
and also
understand
to take the
proper
precaution
to safeguard
themselves
as well.
give a better
and detailed
learning
about all the
rules and
regulation of
the
government.
Monitoring Plan
Activity Measurement Baseline mark Target Analysis
methods
Balanced score
card
The employees
will; be checked
according to the
performance by
maintaining their
record of all the
The base will be
decide on the
performance
recoded in the
journal of every
employees which
To increaser the
efficiency of the
employees ands
maintain the
workforce
efficiency.
Primary data
collection
method will us
adopted to
increase the
accuracy and

activities they are
doing.
will help the
manager to
analyze the
performance.
(Abdullah, 2017) also provide with
better results in
the growth of the
company.
Benchmarking It helps to
measure the
effectiveness of
the employee
with the
comparison of
the high potential
or expected
potential
employee which
the company
need to fulfill the
requirement.
(Brewster, 2019)
The base of this
analysis will be
market as the
standard and all
the further
activities will be
noted so that the
managers can
analyses the
market trends
and formulate the
effective
strategies so that
the company can
perform
efficiently.
The main target
of this method is
to increase the
efficiency of the
employees which
will help the
company to
achieve the
competitive
advantage and
increase the
stakes in the
market.
The managers in
this method will
use the
secondary data
like the strategies
used from the
successful
organization as
the standard
benchmark to
attain the
objectives and
train the
employees
accordingly.
TASK 3
Part A
Grievance policy and procedure for safety traffic co.
The grievance procedure is only applicable to the employees of Traffic safety co. thses policies
will be applicable for those which are related to the company and will be affected by the actions
of the company, and the company is liable to solve the grievances of the people to maintain the
healthy relations. (Kim and et.al.,2017)
Importance of Grievance
 the employees of the company can apply for the grievance when the employees does not
feel safe in the work environment.

 The employees also need to apply for the grievance when the employees are not
understanding the task and also have problems with the set of skills and need training for
the same to perform the task efficiently.
 when the employees have the issues in the salary or the wages they can file a grievance.
 The promotion and appreciation can also be the part of grievance from the promotion or
appraisal of one employee it is very difficult for other to increase the efficiency of other
and they also feel obligated that they did not get chosen for the promotions.
 The workload in the company can affect the employee’s health and gradually the
efficiency of thee employees will be compromised. (Noe and et.al., 2017)
Grievance Procedure
 Managers have to solve the grievance directly by understanding the problems and
removing the obstacles. Like the Controller is having the grievance with the schedulers.
The HR manager will make both the the employees sit together in solve the issues and
make all the things normal.
 The informal grievance procedure can also be followed in which the employees go to the
manager with all the disputes and problems and by this the dispute will be solved before
becoming a big hindrance in the work culture.
 Traffic safety co. also analyzed that the formal grievance procedure is also required. In
this the Hr managers have to undergo the formal grievance investigation and find out all
the facts by which the issue have formed. The managers will collect the data
 Then the manager will accumulate all the data and file them in the form of documents
which will help them to analyze all the problems and make them understand all the issues
which are persisting for the employees.
 The manager will examine all the documents with the policies of the company so verify
the authenticity of the grievance and allow the future evaluation of the grievance.
 The manager will also check the degree of grievance, internal or external. Legal or sue to
the change in the governmental policies. Or due to any other employees relations issues.
 If the grievance if the employees are justifies then the Hr manager will alleviate the
grievance to the higher level which can ensure the change in the policies so that this

problems can not be repeated again and maintain the efficiency of the employees and
control all the traffic policies to avoid any casualties and accidents.
 Dispute resolution is a term which means that there are a lot of methods through which
the company can solve the conflicts in the Safety Traffic Company or disputes or claims
so that the company remains to run effectively and efficiently. There are a lot of different
types through which the dispute resolution process can be done and few of which are as
follows. (Ali, Lei and Wei, 2018)
 · Collaborative law- In this process the lawyers and the parties come to a common
ground so that the solution can be taken out so that the decision is fair for both the sides.
 · Case Evaluation- The parties are asked to take out there positive and negatives so
that after the analysis of those factors a decision can be taken out of the situation. Taking
the feedback after the analysis can help the parties to reach mutual decisions to solve the
conflict.
 · Facilitation- This process involves a trained person who will be able to help the two
parties in the situation to address and solve the issues between the two parties.
 · Parenting Coordination- This is between the parents when there are having a
conflict between the two and that will lead to a unhealthy atmosphere in the house. The
conflicts between the two have to be removed because the children in the house will have
to face the harm. (Noe and et.al., 2017)
 · Negotiation- This is a informal meeting where the parties who are having a trouble
come together and find out the solution themselves so that they do not have to take
anyone else’s help for making the company work. Safety Traffic Company is very good
with this factor and that is why the problems are not being a big issue for the company.
 · Private Judging- There is one person as a judge which is a common factor for the
two parties so that the decisions which is taken to solve the conflict is fair for both the
parties.

Part B
The operation manager is responsible to resolve all the disputes and grievances in the company
and also help the employees to retain in the company to decrease the cost and increase the profit.
The Traffic Co. is very efficient in providing the safety to the public and also maintaining their
traffic control system. The company have very skilled and experienced workforce which make
the company very productive in providing its facilities.
The operation manager have to resolve the problems on their level and keep it to them so that the
issue can be resolved and not every level of management is involved as it can decrease the
efficiency if the company. (Unsal, 2019)
If the nature of the grievance is extreme and cannot be solved then the manager will have to note
all the details of the grievance and mention all the strategies and techniques used by the manager
to resolve the grievance. The grievance will be then transferred to the head of HR which will
address the employee personally and retain all the information. Within 20 working days the head
of HR will try to resolve the grievance and they will also help to find the alternative to resolve
the grievances.
CONCLUSION
According to the above report we can come to a conclusion that the company is doing a
good job by making the interiors of the city good and developing the
country altogether but the company is having a lot of drawbacks. The company has
just started 15 years back therefore they will need experience to get into the market
and make a lot of changes because experience does make a person get a lot of
knowledge which is very good for the company. Safety Traffic Company is not being
able to be fair with the employees who are working in the company that is why the
company is not being able to make a lot of profit. The employees are not loyal so
the company is busy training the new employees which are coming in the company
and there are a lot of discrimination which are taking lace in the company.

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