Support Employee & Industrial Relations Procedures

This report discusses employee and industrial relations procedures and provides suggestions for resolving conflicts within an organization. It explores the role of human resource management in optimizing employee effectiveness and productivity. The report also includes tools, mechanisms, policies, and procedures that can help in maintaining a healthy work environment and avoiding conflicts. Additionally, it highlights the importance of effective communication, open discussions, and feedback mechanisms in resolving issues. The case study presented in the report focuses on encouraging employees to work overtime and provides possible solutions for constraining conflicts.

SUPPORT EMPLOYEE &
INDUSTRIAL RELATIONS
PROCEDURES

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
CASE STUDY.................................................................................................................................1
Employee / industrial relationship conflicts within the organisation ..........................................1
David can adopt the possible suggestions for constraining the possible conflicts. ....................1
Tools, mechanism, policies and procedure that can help David..................................................2
Use of the above mentioned tools and practises..........................................................................4
Meeting with employee unions and lawyers................................................................................5
Keeping senior management aware and informed of situations..................................................5
Role for assisting the resolution of conflicts................................................................................5
Source for specialised advice.......................................................................................................6
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management refers to the formal system used for managing people within the
organisation. Role and responsibilities of human resource manager is mainly focused over
staffing, employee benefits and compensation, and designing/ defining work. HRM has the role
of maximising productivity of organisations by optimizing the effectiveness of the employees.
The present report is based on a case study where employer requires suggestions for encouraging
employees to work overtime by resolving their issues. It is focused over the human resource
fundamentals.
CASE STUDY
Employee / industrial relationship conflicts within the organisation
In the given scenario Bruce is an employee who works within the organisation. David is
the supervisor of Bruce. In the present case company has received an order for preparation of
special windows. The order is on urgent basis that requires the complete staff to work for project
including overtime. But in the present case only half of the employees are ready to work
overtime and on weekends. Also the notice was given only a week prior. STAR industries was
not able to fulfil its order on deadline due to insufficient time and employee hours. Garry the
plant manager of NSW met David and required him to pay rewards for increasing the overtime
so that it can meet the project on time. Garry asked the report of labour hours where he saw that
employees are doing very little overtime and Bruce is not doing any overtime at all. The possible
conflicts that will be arising in this situation that employees may go on strikes, trade unions may
bring the situation of other governance provisions that may further waste the time of employees.
The employees may not work overtime due to their family or other genuine reasons (Koch and
Manzella, 2019). When company will force them to work overtime it will be causing a situation
of resistance that will impact the relations between employees and their supervisors and
managers.
David can adopt the possible suggestions for constraining the possible conflicts.
This is the case where both the parties have valid and strong reasons for supporting their
arguments. As industry requires its employees to support company when required over some
specific orders or task. This is a valid base and worker do favours in these situations for
supporting the company. On the other hand, it may not be possible for the employees to wprk
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more than the usual working because of their other personnel reasons or issues. Company cannot
force its employees to work overtime for completion of their work project as this will be causing
resistance. Bruce have to give time to his children as wife is suffering from cancer. This situation
is serious and Bruce cannot leave his family to suffer because of the work.
David for avoiding the possible conflicts should talk personally to Bruce for knowing the
reason why he is not able to work overtime. On knowing the reason David could tell the manager
about the critical situation where it is even hard for him to work in usual hours. Likewise
employee issues should be understood and dealt accordingly so that there are no conflicts. David
can announce for rewards and incentives for working overtime and motivate them by personal
counselling. Rewards and incentives are very powerful source of motivation that encourages
every employee to work harder (Jennings, McCarthy. and Undy, 2017). It is required by the
company to ensure that the issues to the extent possible are resolved so that they can work for
company. Creating an understanding and trustworthy relationship is important for company for
avoiding conflicts within the organisation.
Tools, mechanism, policies and procedure that can help David.
Human resource policies & procedures establish frameworks for helping the management
of people. These policies cover everything from business criteria like recruitments of staff for
ensuring that employees are all clear about the procedures, practices, rules and expectations. It is
the responsibility of human resource departments of resolving the issues of employees so that the
productivity of company is maintained. HR policies can help David in achieving its targets and
resolving the issues.
David should adopt for developing a company culture where all the employees are
motivated and encouraged for working. The policies make them understand the importance of
their jobs and the expectations from them. They also reflect the standards of business by
providing guidance and the tools for assisting managers with employees.
Staffing required number of employees
This involves recruiting required number of staff in the organisation. A company must
have enough staff so that its work could be carried out without any disruptions (Brewster, 2019).
Management should new employees for the company so that existing employees are not
pressurised.
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Safe, healthy and happy workplace
It is essential for the business to create an environment that is safe, healthy and also
happier. This makes the employees comfortable to work within the organisation. Also the
employees stay long in the organisation, through this environment.
Open book management style.
This involves sharing information about the sales, contracts, clients, management
objectives, polices of company and such things. This ensures that business is also likely active
and enthusiastic about business management. It helps to make people interested of the strategic
decisions, aligning the business objectives.
Bonuses linked to Performance
When the employees are given bonuses on their performance they tend to increase their
performance further and tend to achieve the high bonus levels. This is beneficial for both the
business and employees as business will get the increased productivity and employees will
receive extra pay for their efforts and efficiency (Sikula Sr and Sikula, 2019). This may lead to
success of business achieving its targets.
Rewards
This is the most influential tool that helps organisations to achieve their targets.
Rewarding system for achieving the required target levels. Like paying rewards for completing
the work before time by working through overtime. Promotions of employees on performing
exceptionally with the organisation. This encourages employees to work more harder for
increasing their efficiency and productivity for company.
Open discussions and the feedback mechanisms.
The new ideas rule the world. Organisations that nurture, recognise and execute the ideas
achieve great success. In an organisation employees can be considered as biggest source of the
ideas. They can create an appropriate mechanisms for attracting ideas and resolving the issues.
The discussions give both employee and employer the ideas through which things could be
resolved (Taras, 2016). This also include grievance mechanism where the employees could
share their issues.
Effective communication channels
Effective communication plays an important role in an organisation. Problems and
conflicts occur when the adequate communication channels are not existing through which
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employees can communicate their issues with their supervisors and managers. Lack of
communication makes the situation go out of control.
Use of the above mentioned tools and practises.
The above mentioned practices will be helping David to resolve the issues existing within
the company. The issue in the present case is related to insufficient employees for carrying out
the work.
Staffing required number of employees
There should be sufficient staff available to the organisation so that it can complete its
work even in such situations. When David will be available with sufficient staff it will not be
requiring the workers to work overtime. In situations of urgent work there would be enough
staff, for completing the work even when some employees cannot work on overtime.
Safe, healthy and happy workplace
When employees have safe, healthier and happy environment they would be able to work
for much longer period of time. David will have the employees who are happy that means they
have higher efficiency of working. They would happily work overtime for company.
Open book management style.
This tool will help to make the employees of company and its situation. If the situation of
company is better explained to employees they tend to support company in such situations
(Forret, Balachandra and Anand, 2018). If the employees are aware of urgency and importance
of contract they would have supported the company in completing the work on time.
Bonuses linked to Performance.
Some employees may be working and giving their full efforts but are not benefited. This
decrease their productivity. This practice will help David to identify the employees who are
performing well by giving them bonuses. Also the efficiency of existing workers will be
increased.
Rewards
David is not having any rewarding policy for motivating the employees of company.
When employees do not see any motivating factors they do not work hard or increase their
efforts. David will rewards on completing the set target levels. Most of the employees will be
working overtime for achieving the targets.
Open discussions and the feedback mechanisms.
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This will be used by David for knowing the actual situations of the employees who are
not working or are not able to work overtime. Discussions will enable David to draw out
solutions for resolving the disputes (Sahoo and Sahoo, 2019). As he is not aware of actual
situation of Bruce and other workers, therefore he is unable to help them with alternative
solutions.
Effective communication channels
It will allow David to be in direct contact with employees and management. This will be
avoiding conflicts and issues, if they are communicated properly within the organisation. This
helps in building healthy relations between management and employees.
Meeting with employee unions and lawyers
David should consult the employee association in the present case for helping with the
possible solutions that will avoid conflicts within the organisations. Employee associations deal
with number of such cases that give rise to conflicts between the management and employees.
Employees leader will be met for discussing the issue and coming out with possible solutions for
company. They may suggest to provide the facilities so that employees can work overtime, like
providing care taker of their children during the overtime work schedules (Poon, 2019. Lawyers
will give David the consequences of terminating or pressurising Bruce or other employees for
working overtime. So that he can consult with Garry and other management to deal accordingly
in the situations.
Keeping senior management aware and informed of situations.
Senior management should be aware of the internal working of the organisations. They
should have knowledge about how things are going and the issues that can affect its performance
or operations. They can keep themselves aware and informed by establishing effective
communication channels. Lack of effective communication do not allow the employees to share
their issues and management is not able to identify the key issues affecting employees and their
performance. Effective communication and reporting systems in the organisation will keep the
management informed about the situations of the workplace (Liang, Renneboog and
Vansteenkiste, 2018). Employees should report and communicate to their supervisors and
supervisors to their higher management and than to top management. The effective chain of
communication will keep the management to owners aware of the situation.
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Role for assisting the resolution of conflicts.
Role of Human resource manager can be taken for resolution of conflicts. Taking this
role proper assistance to the employees and management staff can be given. This role involves
taking the responsibility of resolving disputes of employees of organisation and establishing
healthy relationship and work environment within the organisation.
Source for specialised advice
There may be similar cases where the organisations have faced similar situations. The
special management institutes could be consulted for giving possible solutions. This will provide
with multiple options from which the best options can be selected by the company. The seniors
level executives could also be consulted as their experience will help company to deal effectively
n such situations (Trif and Paolucci, 2019). The suggestions will be implemented in the
organisation for effective management and dealing with such situation.
CONCLUSION
From the above research it could be concluded that there are situations where both the
management and employees are on right platforms with genuine issues. Company is required to
draw effective solutions that are beneficial for both company and its. They are required to deal
very carefully in such situations by new policies and procedures for maintaining the employee
and management relationship.
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REFERENCES
Books and Journals
Brewster, C., 2019. Comparative Employee Relations: An Overview of Contemporary
Developments and Scholarship. In International Comparative Employee Relations.
Edward Elgar Publishing.
Forret, M., Balachandra, L. and Anand, S., 2018. Labor relations, employee relations and
negotiation. In Teaching Human Resource Management. Edward Elgar Publishing.
Gosavi, A.A., Garud, A.S. and Bisen, K.B., 2018. “How is Employee relations in Industry and
Emerging Technology to sort out.
Jennings, C., McCarthy, W.E.J. and Undy, R., 2017. Employee Relations Audits. Routledge.
Koch, K. and Manzella, P., 2019. Introduction: The Language and Culture Perspective in
Employee Relations. In International Comparative Employee Relations. Edward Elgar
Publishing.
Liang, H., Renneboog, L. and Vansteenkiste, C., 2018. Cross-border acquisitions and employee
relations. Working Paper.
Poon, T.S.C., 2019. Independent workers: Growth trends, categories, and employee relations
implications in the emerging gig economy. Employee Responsibilities and Rights
Journal.31(1). pp.63-69.
Sahoo, R. and Sahoo, C.K., 2019. Organizational justice, conflict management and employee
relations. International Journal of Manpower.
Sikula Sr, A. and Sikula, J., 2019. Employee Relations Ethics: A Special Issue of ethics &
Behavior.
Taras, D.G., 2016. Voice in the North American workplace: From employee representation to
employee involvement. In Industrial relations to human resources and beyond: The
evolving process of employee relations management (pp. 305-341). Routledge.
Trif, A. and Paolucci, V., 2019. Employee Relations in Context: Globalization, Uncertainties,
and Dynamics of Change. In International Comparative Employee Relations. Edward
Elgar Publishing.
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