Strathfield College: BSBHRM604 Employee Relations Strategy Report

This report outlines a comprehensive employee relations strategy for Kingfisher Company, addressing various aspects of employee management and workplace policies. The strategy encompasses equal employment opportunity (EEO), family/work relationships, and policies against discrimination, harassment, and bullying. It also covers diversity initiatives, conflict resolution mechanisms, grievance and complaint procedures, and appeals processes. Furthermore, the report details recruitment practices, employee induction processes, training programs, performance management systems, performance development and improvement strategies, and termination of employment procedures. The strategy incorporates continuous improvement and risk management plans, along with the Nursery Award 2010. The report also answers specific questions from the assignment brief regarding communication, consultation methods, unfair dismissal risks, underperforming employees, specialist assistance, and training for employee relations skills. The research task involved locating a copy of the Nursery Award 2010, providing a complete overview of employee relations management within the context of the Kingfisher Company.

BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
EMPLOYEE RELATIONS
STRATEGY
Date prepared
Author’s name

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
Kingfisher business complies with equal employment opportunity through its diversity
policy. This is so because with the help of the same policy, the organization ensures
that there is no discrimination in the recruitment and selection process and also career
development options within the organization. This further helps in creation of an
unbiased organizational culture (Colgan & McKearney, 2011).
2. Family/work relationships
Kingfisher Company provides for flexible working schedule to its employees such as
making arrangement for work outside the traditional working culture. Moreover the
company also allows its employees who need to take care of their children to opt for
part time work. The employee needs to make a request to his manager and the
approval to their requests will be done by the HR (Noon & Ogbonna, 2000).
Making a request and Approving a request
The employee needs to make a request to his manager and the approval to their
requests will be done by the HR.
3. Discrimination, harassment and bullying
A policy that complies with anti-discrimination, harassment and bullying legislation
includes the diversity policy of the company
Any type of inappropriate behavior that may have a negative impact over the ability of
the employees to perform their duties.
The employee should first try to resolve the complaint themselves and if they are
unable to solve the same then they need to report it to HR. Warnings will be given to
the accused employee and if their behavior does not change then they can even be
terminated.
4. Diversity
Policy aim
The aim of the diversity policy is to create a workplace culture that is inclusive by
removing any kind of workplace prejudice and bias thereby reducing barriers to entry.
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
Policy scope
This policy is applicable to all employees and staff member whether they are employed
directly or on a casual basis and also includes individual on a contract basis.
Diversity strategies
The diversity strategies includes- recruitment and selection strategies, strategies for
employees promotion and career development, diversity bodies and diversity practices.
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
5. Conflict resolution
In case of any conflict between the employees then they should try to first try to solve
the same within the organization through discussion between the employees and the
employers. Then next if the conflict is still not resolved then they should disc the same
with the senior managers and finally the unresolved conflict can be referred to fair work
Australia.
6. Grievances and complaints
Once the nature of the complaint or grievance has been identified by the employees
then they are required to try to resolve it themselves. For this purpose the employees
needs to be informed that they are carrying out an inappropriate behavior. However,
when the employees see that their compliant is still not being resolved then they need
to inform the same to HR.
7. Appeals process
In case of any grievance and complaint the employees are required to make an appeal
before the HR who will further investigate into the issue. For this purpose a written
statement needs to be submitted to the opposing party and the parties concerned may
also decide to contact the other party for mediation. The remedies include- training,
demotion, written warning and others.
8. Recruitment
Kingfisher Company recruits people from different social and cultural backgrounds and
moreover it offers for two scholarship program. These programs includes- One for the
young women and another for the aboriginal groups.
9. Induction
Kingfisher Gardens company values diversity and in therefore aims at achieving an
inclusive culture and hence the employees are handed over the diversity policy
handbook at their induction only. And moreover the company also provides a diversity
training to its employees.
Procedure
The employees are handed over the diversity policy handbook and they are provided
proper training in order to understand the concept of workplace diversity.
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
10. Training
Employees of the Kingfisher gardens company are provided mentoring in order to help
them with their professional development and for development of their knowledge and
skills. Moreover this program also helps in developing the relationship between the
mentors and the mentee through sharing of knowledge and experience.
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
11. Performance management
Employees at Kingfisher Gardens Company are provided with an opportunity to
develop their careers within the organization through internal recruitment processes.
Hence any job vacancy is first published within the organization such that a suitable
candidate can be selected from within the organization. Moreover employees are
promoted on the basis of their merits and every employee gets an equal opportunity for
development within the organization.
Phase 1: Performance development plan
The employers prepare a career path after discussions with employees.
Phase 2: Performance review
Then employees performance is reviewed on a fair basis.
Reward and retention
In order to reward and retain the employees the company uses career development
practices.
12. Performance development and improvement
The company offers career development opportunities through advertisement about
different job vacancies in its internal intranet portals. Moreover the employees can
select and plan their career paths with the help of their department manager. The
employees are promoted on the basis of their merit(Syed et al., 2013).
13. Termination of employment
Termination of employees will be done based on the policies laid down in the Nursery
award 2010. A notice of termination needs to be given in a period 4 weeks either by
the employer or the employee and an agreement at the end of the notice period stating
about the cease of operations (Sang & Powell, 2013).
14. Continuous improvement
The company aims at continuous, improvement with the help of its best quality of
human resources and also through its mentoring program. The main aim of the
program is to provide professional development of the employees.
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
15. Risk management
A risk management plan is carried out by the company after taking into considerations
its stakeholders, different locations and also other people who may be affected by any
type of risk (Lerman et al., 2012).
Internal training program
Program name
Training coordinator
Purpose of training
Training goals
Duration of program
Participant(s)
Number / Names
Internal facilitators
External facilitators
Date(s) and time(s)
Location / Room
booking
Type of delivery  Training  Simulation  Workshop  Presentation
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BSBHRM604 MANAGE EMPLOYEE RELATIONS – Employee relations strategy
Equipment required
Specialised training
needs
References
Colgan, F., & McKearney, A. (2011). Equality, diversity and corporate responsibility. Equality,
Diversity and Inclusion: An International Journal.
Noon, M., & Ogbonna, E. (Eds.). (2000). Equality. Diversity and Disadvantage in Employment.
Springer.
Sang, K., & Powell, A. (2013). Equality, diversity, inclusion and work–life balance in
construction. In Human Resource Management in Construction (pp. 187-220). Routledge.
Syed, J., Pio, E., Jauhari, H., & Singh, S. (2013). Perceived diversity climate and employees’
organizational loyalty. Equality, Diversity and Inclusion: An International Journal.
Lerman, S. E., Eskin, E., Flower, D. J., George, E. C., Gerson, B., Hartenbaum, N., ... & Moore-
Ede, M. (2012). Fatigue risk management in the workplace. Journal of Occupational and
Environmental Medicine, 54(2), 231-258.
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