Strategic Employee Relations: Case Studies and Recommendations

Running head: STRATEGIC EMPLOYEE RELATIONS
STRATEGIC EMPLOYEE RELATIONS
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1STRATEGIC EMPLOYEE RELATIONS
Introduction
Developing effective employee relation strategy has become one of the important
initiatives taken by the organization. It helps to bring the creativity and innovation in
organizational environment. Rate of productivity as well as the cultural diversification are
being maintained by introducing an effective employee relation strategy. In order to deal with
the organizational issues as well as external problems, it is very effective. In this study 5 case
studies have been discussed in which the emerging issues have been highlighted. At the end
of the study, it has provided the measurable recommendations that can be beneficial in order
to deal with the challenges.
Discussion
The first case study named “should we fire him from that post?” has described
about importance of social media uses in an organization. After analysing the case study, it
has been identified by me that the person named James Kenton, who is the important sales
person in the company name Downcity Motors (Watson and Lopiano 2016.). Due to
inappropriate uses of Facebook, company reputation has got hampered. It has been identified
that James Kenton had posted few pictures in Facebook, which has increased big question
regarding the relationship between the company and its stakeholders and partners. As per my
opinion, I believe, the major issue which has been aroused in this case the employee named
James Kenton was not concerned about the reputation of the company. In this case I believe,
lack of communication among the employees, has aroused such situations. The second
issue which has been identified me is related to the management practices. The management
has not taken any drastic step after facing such issues repeatedly, as its result, the person has
not taken the issue seriously. The third issue, which has been identified by me is related to the
termination of the employees. I believe, firing an employee cannot be the ultimate solution.

2STRATEGIC EMPLOYEE RELATIONS
This may increase the legal challenges for the company. As per my opinion, in order to deal
with the situation, the HR manager of the company should be more active towards informing
the employees regarding their role and responsibilities. It is also true that “freedom to
speech” of an employee cannot be interrupted by the company. If management of Downcity
Motors will focus on introducing the effective social media policy, it can be beneficial.
Through this process the good behaviour can be encouraged. It has been also identified by me
that if the organization will adopt effective social media policies, this will help in the case of
dealing with the reputation related issues. On the other hand, developing effective employee
relation, different motivational strategies can also be adopted by the organization.
The second case study named “Possible Demotion Of A Long-Time And Faithful
Employee” has mentioned about the important role of department head for identifying the
issue in the ABC company. It has been discussed in this study that the employee named
Lucas, who have been working near about 8 years in an organization, is found unable for the
post in which he had been appointed. As a general clerk in ABC Company, the role of Locus
is to prepare the financial reports and various financial statement of the company. After
joining as a departmental head, the new manager has easily identified that Locus is not able
to fulfil the responsibility of a clerk. After few audit process, it has been identified that the
mental capacity of the employee named Locus is fifth grade however he is fifty years old.
During the enquiry it has been also identified that the co-workers of Locus in ABC Company
were fulfilling the job responsibilities of Locus from last 8 years. All kind of financial reports
were being maintained by the co-workers of Locus. After analysing the entire study, it has
been identified by me that the company is dealing with improper human resource
management practices related issues. If the recruitment and selection process of the
organization would have properly worked, Locus would not been appointed. On the other
hand, I have identified lack of monitoring practices in the organization. Due to this reason