Manage Employee Relations

This document provides an overview of employee relations, including flexible work practices, benefits for employers and employees, legislative provisions, leave entitlements, handling grievances, conflict resolution, performance reviews, managing poor performance, legal requirements for resignation and termination, and more.

Manage Employee
Relations

What are flexible work practices?
Flexible working practices depicts the alternate arrangement from the traditional working Week
and day. It is provided as per the convenience of employees and they can choose their work
schedule in order to meet individual and family requirements (Jennings, McCarthy & Undy,
2017). In regard of this employer’s tends to initiate several schedules in order to meet their
customers’ requirements. Moreover, common flexible working practices include job sharing
compressed work weeks and telecommuting.
What are the benefits of flexible work practices for each, employers and
employees (list at least 4 for each group?
For employees:
 It can boost the morale of employees and improve their mental and physical wellbeing.
 Flexible working practices tends to increase productivity of employees by considering
their requirements.
 It is useful in retaining existing employees and attracting talented people.
 It needs to motivate employees that leads to increase their creativity.
For employers:
 Helpful for employers to recruit talented and fresh candidates in the organization.
 Extended opening hours becomes an opportunity for company to extend current business
hours of company.
 Retention of talented employees helps in increasing brand image and reputation of
company.
 It is helpful in earning more profitability and increase sales of an organization.
Provide three examples for different legislative provisions which underpin
workplace flexibility:
There are various legislative provisions considering the workplace flexibility which include:
 Pre-employment check which consider the working conditions and circumstances of
company.
 Training and development that helps in boosting the performance of employees.
 Performance management is useful in managing the overall performance of employees.

Common flexible work practices include:
Flexible working hours
From the perspective of employees, it is very important and convenient for them but from the
perspective of employers sometimes it becomes burden on them.
Part-time work or job sharing
From the perspective of employee’s job sharing helps in completing work within the given
period of time and tends to reduce workload. From the viewpoint of employer, it can make work
wrong and sometimes delay in the achievement of goals.
Home-based wok
Home based work is flexible and convenient for employees as they can work anytime as per their
convenience but it is not worth it for employers because everyone has their own personal work.
What are the various leave entitlements in place aimed at improving work
and family balance or to assist with caring responsibilities? How are these
legislated and what are the provisions?
Best practice which employer’s carry is the flexibility which is helpful to achieve better balance
among family and work responsibilities for the employees. It also tends to eliminate absent
regarding the enhancement of productivity and job satisfaction (Abdullah, 2017). Moreover,
there are prominent benefits for employees and employers in order to offer flexibility as per their
family and work balance.
What should you do as a manager if you receive a request for a flexible work
arrangement?
As a manager if I would receive the request of flexible working arrangements then I will
prominently offer the flexible working hours to the Employees as it helps in boosting their
performance and productivity that makes them stay in an organisation for the longer period of
time. For this I conduct property search and develop suitable strategies which is useful in
implementing flexible working practices effectively.

Which steps should be taken if a flexible working arrangement is approved
and introduced?
If the flexible working arrangements prominently approved and introduced in the organisation
then the manager need to keep record of the arrangements and convey Their employees
regarding their expectations. They also balance the flexible working arrangements as per the
convenience of customers and continuously communicate with them (Muller, 2020). Lastly
managers need to review and manage the performance of employees.
What is the importance of keeping staff motivated in the workplace? List two
strategies which can be used to retain, reward and recognise employees
who make a positive contribution to the overall performance of a business:
It is important to keep staff motivated within the organisation as it is helpful in increasing
reputation and profitability of company within the business environment. The two prominent
strategies include:
 Offering promotion and bonus to employees.
 Giving public recognition that helps in making them feel special.
List three negative impacts on a business as a result from absenteeism:
Absenteeism is the major problem within the business environment and large organisation as
well and it has negative impact on the performance of employees that are it tends to discourage
the moral of employees and develop stress among them that can increase health issues (Biggs,
Swailes & Baker, 2016). It leads to reduced productivity of other co-workers and motivate them.
Absenteeism has major impact on the financial condition of company.
Provide an overview of strategies which can be employed to reduce and
mange absenteeism:
There are various strategies which include:
 Proper incentive that helps in motivating them to perform within the organisation and
reduce absenteeism.
 The manager of company implements the attendance policy that helps in eliminating
absenteeism.

 The also tends to develop clear attendance Expectations and provide support to
employees.
What is a grievance? List the key aspects which must be considered for
handling a grievance effectively:
Employee grievance include that it in an organisation worker also have complaint against each
other and towards employers as well considering the dissatisfaction from the job which is mode
of payment overtime working conditions transfer promotion quality of food and many more.
More about these types of complaints should not be allowed towards aggravate.
What are the key steps which should be followed when dealing with conflict in
the workplace?
In order to deal with conflicts and manage the effective performance of employees the manager
of company need to clarify the disagreement among two employees and also develop common
goal for both the parties (Sahoo & Sahoo, 2019). Manager also tends to discuss effective ways in
order to meet the common objective. Identifying the common barriers and lastly agree on the
best method to resolve the conflict.
Outline the steps of the performance review and provide details for
conducting a review effectively.
 Plan and prepare: It is considered as the major step as each and every manager need to
develop prominent plan for reviewing the performance of employees.
 Conduct the review: It represents that if employees are not satisfied with their job post
then manager need to conduct proper view in order to identify the personality and helps
in in analysing the overall performance of employees.
 Post review: It depicts that after conducting overall review manager need to conduct post
review in terms of cross checking the performance of employees.
Provide two examples for poor performance in the workplace. List three
reasons for poor performance:
Examples:
 Delay in achieving organisational objectives.
 Suffering from personal and mental issues.

Reasons:
 Because of the lack of proper training and development employees tends to perform poor
in that job.
 Rigid working hours and culture.
 No rewards recognition and performance appraisal in the organization.
Provide a procedure including steps which can be used to manage poor or
underperformance:
There are various strategies that helps in managing poor performance within the organisation by
the member of team. The managers need to maintain prominent conversation and relationship
with employees by which they tend to focus on the problems as well (Nura, 2019). Managers
need to offer prominent document that represent the score of the performance of employees.
What are the legal requirements to be observed where an employee wishes to
resign? What are the requirements for notice and timeframes required?
What are the requirements and timeframes required where an employer
intends to terminate an employment?
Laws and legislation stand to protect both employees and employers at the time of notice period
as employees has less than a month have no legal right to give notice as at least one-week notice
should be requiring for less than 2 years for the job. Moreover, employees tend to decide to leave
the organisation then they need to legally obliged their notice period for being a month or more
as per their working years.
Which requirements must be met before making an employee redundant?
An employer has the right to dismiss an employee when the employees’ rule is no longer
required and it is termed as redundant. As the genuine redundancy circumstances occur when the
employees are dismissed by the employer. It is considered as a defence claim for unfair dismissal
it is offered in order to carried out the fair and reasonable manner.

What is the redundancy pay periods which apply for staff made redundant?
Employee’s period of Redundancy continuous service with the pay period
employer on termination
Notice for the termination and redundancy pay is the part of national employment standards. It is
developed for the minimum entitlement to the notice period and also give to employee at the end
of employment. It leads to outline the redundancy pay for employee who receive at the end of
their employment and also applies employee coverage by the national workplace relations
system.
Which legal aspects must be considered when dismissing an employee? Which
variances do exist and what are the provisions for an unfair and an
unlawful dismissal?
Employers who decide to discuss their worker should have valid reason to terminate them as
without any valid reason they break the employment law and under this employer should be
punishable.
Explain how to determine key result areas of an organisation
The key result areas depend the short details and distort of the proper net goals and objectives
individual need to perform in the job and general achievement for the progress of objective for
the company for the particular division. It depends the scope of job and also define the prominent
result for the daily work.

REFERENCES
Books and Journals
Abdullah, A. B. M. (2017). Managing the psychological contract: Employee relations in South
Asia. Springer.
Biggs, D. M., Swailes, S., & Baker, S. (2016). The measurement of worker relations: the
development of a three-component scale. Leadership & Organization Development
Journal.
Jennings, C., McCarthy, W. E. J., & Undy, R. (2017). Employee Relations Audits. Taylor &
Francis.
Muller, D. (2020). HR is stepping up on EMPLOYEE RELATIONS. HR Future, 2020(Aug
2020), 20-21.
Nura, S. (2019). THE ROLES OF GOOD EMPLOYEE RELATIONS TOWARDS
ACHIEVING ORGANIZATIONAL OBJECTIVES. Journal of Business
Innovation, 4(1), 49.
Sahoo, R., & Sahoo, C. K. (2019). Organizational justice, conflict management and employee
relations. International Journal of Manpower.