BSBLDR502 Diploma of Leadership: Workplace Relations & Resolution

This report presents a dispute resolution guidance session between a Human Resource Business partner and a Rental Manager, addressing employee grievances related to company policy changes, job security concerns, and salary expectations. The HR Business partner suggests conducting a meeting to clarify the new policies, emphasizing employee retraining and job retention. The report further recommends improving internal communication through an intranet and social media platforms like LinkedIn, along with involving employees in decision-making processes to foster empowerment and prevent future conflicts. An action plan template outlines steps for implementing these strategies, including timelines and responsible parties, to enhance workplace relations and resolve employee concerns effectively. The solutions aims to resolve the issue from the root while avoiding negative impacts on revenue and reputation of the organization.

Running head: WORKPLACE RELATIONS
Workplace Relations
Name of the Student
Name of the University
Author Note

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Table of Contents
Assignment 3: Dispute resolution guidance session.........................................................2
Guidance Session role play...........................................................................................2
Workplace difficulties action plan template....................................................................5
Reference List....................................................................................................................8

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Assignment 3: Dispute resolution guidance session
Guidance Session role play
Participants of the role play: Human Resource Business partner (me) and Rental
manager of JKL Industry (Mr. X)
Me: Hello Mr. X, Nice to meet you
Rental manager: Same to you.
Me: Well, I have already been provided with a brief of your concern. However, I would
like to hear the issue to be discussed here in details from you. This will provide me a
better understanding of the problem.
Rental manager: Off course. So the problem initiated 2 weeks ago when I received a
grievance letter from one of our rental employee of the Brisbane branch. In his letter, he
had demonstrated several concerns about the new policy of the company.
Me: What exactly were his concerns?
Rental manager: According to him since the company has decided to stop operating its
business in the rental market, there prevails a risk for all the rental employees to loose
their jobs. Moreover, in his letter, he has also demonstrated the grievance that the
management has not given any opportunity to retain the rental employees. Their last
concern is that the management is paying them lesser than they should be paid.
Me: Well from the grievances stated by the employee, lack of understanding of the
procurement plan is highly evident. Don’t you think so.
Rental manager: I do agree to your opinion. However, the rental employee is taking the
situation too far. The employee is currently organising other rental and sales employees
for a possible strike. Their intention is to pressurize the union for supporting and
publicising the strike. This will impose a highly negative impact on the revenue as well
as reputation of the organization.

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Me: What are steps taken by you in order to deal with the issue?
Rental manager: We had tried to talk with the employee but he has refused to
communicate until and unless the management promises to restructure the policies and
eradicate the changes done.
Me: According to my opinion, this phenomenon has taken place due to deterioration of
the relationship between the management and the employees. In order to eradicate the
issue, firstly, the management needs to conduct a meeting with all the rental employees
of the JKL industry. In the meeting, the new policies and procedure of the company will
be introduced to them. They needs to clearly stated that the JKL Industries’ firm policy
and intention is to retrain rental employees to retain talent. Hence all the renal
employees who wants of continue with the company will be trained. It should be also
stated that there prevails no risk of loosing their job since the company considers
employees to be their major asset.
Rental manager: That is a great idea. However how to deal with their issue associated
with the salary structure?
Me: This issue can also be resolved in the meeting. The employees should be stated
that the company follows MA000089 Vehicle Manufacturing, Repair, Services and Retail
Award 2010 when it comes to making payment to the employees. However, according
to the policy of the company, any employee can negotiate for better pay and conditions
in upcoming enterprise bargaining.
Rental manager: Well I hope that this will solve the issue. But can you suggest me with
ways to prevent these types of phenomenon from further happening?
Me: As I have state earlier, the root of the problem lies in lack of effective internal
communication between the employees and the management. Hence the company
needs to implement an highly effective internal communication system in order to
prevent these types of situations for further happening.
Rental manager: what according to you will be the most effective strategies to ensure a
good communication between the employees and the management?

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Me: As per my opinion, the company should incorporate an internal network for
communication between the employees as well as the managers with the help of
intranet. The internal communication will help the employees to communicate with the
managers in case of any type of concerns regarding there tasks or any HR related
concern. Regular communication with the superiors will not only help them to execute
their task more effortlessly but will also enhance the relationship between them and the
superiors (Rogala and Bialowas 2016). The intranet facility will also provide the
managers with the opportunity to inform crucial information to every employee at a go
through intranet. Secondly, the management should introduce any social media sites
like LinkedIn to encourage both formal as well as normal communication within the
organization. Informal communication will enhance the emotional bondage between the
managers and the employees along with the job satisfaction and loyalty of the
employees towards the organization will also get enhanced (Quirke 2017).
Renal manager: WE will definitely incorporate an internal communication system and
social media platform as a internal communication tool.
Me: another action that should be tank by the management is to incorporate employees
in the decision making process. The management should conduct meeting with the
employees before making crucial design about the organization. This will not only help
the management to understand the views and concern of the employees but will also
enhance the responsibilities of each employee towards the organization. Moreover, this
will make the employees feel empowered which will act as a source of intrinsic
motivation for them
Rental manager: I can’t agree more. I will definitely place the opinions given by you in
front of the higher management. As per my opinion, your strategies will solve the issue
from the root. Thanks you.
Me: I am honoured, sir. It’s just a part of my job.

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Workplace difficulties action plan template

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Meeting date Time Attendees Brief description of
grievance or area of
concern
Issue identified by:
15.10.2018 11 AM HR meeting with
manager (Rental) and HR
Business Partner (role
played by training
candidate)
1. The new
amendment in
the policy and
procedure of the
JKL Industry
have resulted in
developing a risk
of termination of
the employees
from the
organization
2. Staffs are not
provided with
enough
opportunities to
get retrained.
3. Staffs are not
being the amount
of salary they
actually deserve.
A rental employee of the
JKL organization
Required action/activity Timeframe/deadline Person/s responsible Description of strategy/
tactic/rationale for action
Resources, if required
1. Conducting a
meeting with all
the renal staffs of
the JKL Industry
10 am-2 pm Rental manager, HR
manager
1. Employees will
be re-introduced
with the new
policies and
procedures of the
JKL industry.
2. In order to clear
the
misunderstandin
g, it will be
clearly stated
that each and
1 screen, 1 lazer pointer,
1 power point projector

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every rental
employees will
be retrained by
the company.
2. Internal
communication tools like
thee intranet and Linked
in will be implemented
for enhancing the
communication between
the management and the
employees.
2 months IT manager, HR manager An intranet connection
will be established within
the system. Employees
and managers will be
communicated with the
help of this system.
Internet and laptops
3. A LinkedIn profile
will be created in
order to
encourage both
external as well
as internal
communication
tools.
1 week IT manager and
professionals, HR
manager
A linked in profile will be
created by the It
professional and all the
employees will be kept
as 1st degree connection.
Employees will be able
to share their concern
Internet and laptops
4. Engaging
employees during
making effective
decision in future
Managers, CEOs and
Employees
Staffs will be able to
share their concerns as
well as point of views
during the decision
making process. This in
turn will develop
employee empowerment.
Not only this, this will
also prevent employee
attrition.
No

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Reference List
Quirke, B., 2017. Making the connections: using internal communication to turn strategy
into action. Routledge.
Rogala, A. and Bialowas, S., 2016. Internal Communication in an Organization.
In Communication in Organizational Environments (pp. 29-64). Palgrave Macmillan,
London.