Analysis and Report on Colesworths Employee Relations Strategies

This report provides a comprehensive analysis of employee relations at Colesworths. It begins by outlining three long-term objectives: job design, organizational culture, and workforce planning. The report then details how to assess employee relations based on these objectives, including metrics such as productivity, absenteeism, and the impact of involvement in planning. It evaluates cost-benefit options and risk analysis within the context of workplace laws and equal opportunity. The report further discusses policy development, implementation, and the skills required. Part B outlines an industrial relations plan, including objectives like promoting healthy relationships and increasing productivity. It details a methodology focused on risk analysis and compliance, along with a training and development plan and procedures for resolving grievances. Finally, the report provides a checklist for policy implementation, including writing, publicizing, training, and regular reviews. References to relevant literature are included.

Running head: COLESWORTHS EMPLOYEE RELATIONS 1
Colesworths Employee Relations
Name
Institution

COLESWORTHS EMPLOYEE RELATIONS
Part A
1. Three long-term employee relations objective include job design which can be
achieved through clearly defining tasks to be done, skills required for the work and how these
tasks should be done. Organization culture is another objective which can be achieved through
improved communication between the management and its workers. The third objective is
workforce planning which should be achieved by involving the workers in planning roles
(Radhakrishna & Raju, 2015).
2. Analyzing employee relationship based on the above objective would require that
employees are examined on the basis of whether they are performing their roles according to
their skills under job design (Seifert, Brockner, Bianchi & Moon, 2016). Analyzing existing
employee relation under organizational culture would require examining absenteeism and days
lost in industrial disputes. Employee relations under workforce planning can be determined by a
positive picture while a non-existent involvement would lead to distrust between staff and
management.
3. a) Evaluating options regarding cost benefit would be measured through productivity
measures, days lost to industrial action, labor turnover and absenteeism.
b) Under risk analysis, five steps are used which include identification of risks,
evaluation of the risks, developing a control plan, analyzing the budget and risk administration.
4. To abide by workplace laws, workers have to follow the rules of the organization as
stipulated. Workplace health and safety can be followed by a set of procedures provided by the
authority. Equal employment opportunity can be governed based on skills and requirements. One
can abide by anti-discriminatory laws by ensuring workers are not punished for similar mistakes.

COLESWORTHS EMPLOYEE RELATIONS
5. Higher management should be involved in developing the policy to ensure all aspects
are covered through encouraging ideas and feedback from both the management and staff.
6. Skills and knowledge in implementing the policy include communication, listening and
negotiation skills as well as knowledge in enterprise and workplace bargaining processes,
relevant legislation and organization goals and objectives.
Part B
1. My documented objective for Colesworths industrial relations includes promoting a
healthy relationship, increase productivity and ensuring the rules are well understood in the
workplace. The methodology I will use is to analyze the risk in involved, ensure compliance with
fair work and ensure sufficient training and development is offered. The time frame will take a
month with weekly meetings.
2. The training and development for Colesworths will evaluate the existing skills, train
different sets of skills that are required, ensure the training is based on national standards and
train a team leader.
3. a) create a committee from the team to ensure consultative discussions are agreed upon
b) Ensure all the legislative requirements are followed to the best standards.
c) Have weekly meetings with Australian Retailer’s Association for consultative purposes
4. The procedure for resolving grievances and conflict would require discussions and
negotiation and seek outside assistance. This will be communicated through a set of rules or
guidelines that should be followed.

COLESWORTHS EMPLOYEE RELATIONS
5. Develop a checklist to ensure the terms of the policy, put the policy in writing and
publicize, train the staff regularly, implement the policies and have and review it regularly.

COLESWORTHS EMPLOYEE RELATIONS
References
Radhakrishna, A., & Raju, R. S. (2015). A Study on the Effect of Human Resource Development
on Employment Relations. IUP Journal of Management Research, 14(3), 28-42.
Seifert, M., Brockner, J., Bianchi, E. C., & Moon, H. (2016). How Workplace Fairness Affects
Employee Commitment. MIT Sloan Management Review, 57(2), 15-17.