Employee Relations: Plan for Settling Disputes and Agreements

This report provides a comprehensive plan for managing employee relations and resolving workplace disputes, specifically addressing issues like staff turnover, absenteeism, and workplace disharmony within Trans National Enterprises. The report outlines several methods for settling disputes, including hiring additional staff, offering overtime pay, and implementing motivational strategies. It details negotiation strategies, the importance of time frames, and advocating the organization's position. The report also covers the need for specialist advice from internal and external sources, documentation of resolutions, and options for addressing non-compliance. A draft training plan for conflict management and dispute resolution is included, along with a brief implementation plan for the proposed agreements. The report emphasizes the importance of creating a positive and effective workplace environment through various strategies.

Manage Employee
Relations

Table of Contents
MAIN BODY...................................................................................................................................1
1. Develop a plan outlining how the organisation settling dispute to everyone’s satisfaction.. .1
2. Plan should cover different aspects and best method of advocating the organisation’s
position in the negotiations to obtain agreement.........................................................................2
3. Provide details of any specialist advice need to obtain to do this (both internal and external
to the company.) What do expect from these providers?............................................................2
4. Explain how to document the resolution that aligns to organisations objectives and, if
necessary, certify the agreed outcomes within the relevant jurisdiction.....................................3
6. Advise the MD what the options are if an employee or group of employees fail to abide by
agreement (s) made to resolve the grievance/dispute.................................................................3
7. Briefly outline a draft training plan that addresses how to train key employees in conflict
management and dispute resolution techniques and procedures.................................................3
REFRENCES...................................................................................................................................5
APPENDIX .....................................................................................................................................6
5. Brief implementation plan to implement the agreement.........................................................6

MAIN BODY
1. Develop a plan outlining how the organisation settling dispute to everyone’s satisfaction.
There are several methods which Trans National Enterprises can adopt in order to settling
disputes that they are facing related to staff turnover due to availability of less staff at workplace.
Some methods are given below which management may adopt:- Hire more staffs: Respective company may hire more staffs so that all staffs didn't need
to do overtime as well as it will also improve quality of work (Conway and et. al., 2016).
This will also minimise staff turnover ratio which arise due to pressure of overtime and
overwork.
 Pay for overtime: Management of Trans National Enterprises must also develop policy in
which they will pay to those employees who work overtime as well as for that they must
consider pay policy of overtime.
 Motivate staffs: The respective dynamic telecommunication corporation can also conduct
practices in order to motivate employees, through this staffs feel connected to workplace.
This will also encourage them to do overtime sometime without any issues.
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Illustration 1: Overtime shift pay
(Source: Hours of work, 2009)

2. Plan should cover different aspects and best method of advocating the organisation’s position
in the negotiations to obtain agreement.
There are numbers of factors which must be consider by Trans National Enterprises while
developing plan:- Negotiation outcome of the parties: In respect of employer's negotiation outcome will be
when staffs get ready to work for overtime by getting pay for it. On the other hand
negotiating outcome for employees will be when management get ready to hire more
staffs so that their working hours get reduce. Negotiating strategy: The best negotiating strategy which respective company may adopt
in order to resolve issues related to staff turnover, high staff absenteeism and increase in
workplace disharmony is give and take method (Debrincat, 2014). In which they can
accept some portion of employees proposal so that they feel satisfied. Time frames: Time frame refers to time duration which is required to accomplish a
particular task. In respect of respective company they may required approx 2 months so
that they can hire some employees and train them accordingly.
 Best method of advocating: For advocating employees Trans National Enterprises
management may conduct meeting in which first employer present the agreement and
then employee share their views.
3. Provide details of any specialist advice need to obtain to do this (both internal and external to
the company.) What do expect from these providers?
There are several internal and external people from whom management of Trans National
Enterprises need to take advice. Like in order to resolve issues respective company need to hire
some new employees as well as they also need to provide extra pay for overtime. Now in order
to implement this strategy they need to take advice from both internal and external people.
Internal people will include finance department in order to know about budgets, all staffs and
they also need to discussed with manager and owners too (Ledimo and Martins, 2014). On the
other hand external people with whom advice are needed are creditors, shareholders and
governments because these are those people who invest as well as have interest in firm
operations as well as functions. Respective company management may expect from that they
approve their budget and strategies of hiring new staffs and providing them extra pay of
overtime.
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4. Explain how to document the resolution that aligns to organisations objectives and, if
necessary, certify the agreed outcomes within the relevant jurisdiction.
Trans National Enterprises need to reduce staff turnover ratio and absenteeism as well as
they also need to minimise workplace disharmony because through it they can make positive and
effective workplace where all employees feel satisfied. For that they need to adopt some
practices like hiring new staffs as well as they also need to can offer extra pay to employees who
are doing overtime (Morris, 2012). This is so because through it they can gain positive outcomes
such as respective company able to reduce turnover ratio of staffs as well as it will also reduce
absenteeism ratio. Moreover through these strategies management may also help in improving
culture of company. On the other hand, it have some limitation which impact on implementation
of these strategies such as it will enhance expenses of company.
6. Advise the MD what the options are if an employee or group of employees fail to abide by
agreement (s) made to resolve the grievance/dispute.
At an organisation sometime situation arise employees are not ready to accept decision of
their manager in that situation management need to take some strict decision. In respect of Trans
National Enterprises are facing issues related to staff turnover, absenteeism and workplace
disharmony (Nikoloski and et. al., 2014). For that they are adopting strategies related to hiring
new staffs specially for night shift, they also need to provide extra pay for those employees will
do overtime as well as they can develop policies by considering legislations. After
implementation of these strategies there will be chance according to which some staffs may
refuse to adopt these decision. Then in this situation respective company may develop policies
according to if staff didn't follow the rule then they may face strict decision like deduction in
payment even if they came to office as well as they have to pay fine (in monetary term).
7. Briefly outline a draft training plan that addresses how to train key employees in conflict
management and dispute resolution techniques and procedures.
Training plan which is developed by Trans National Enterprises in respect of conflict
management is given below:-
Strategy Method Time duration
Collaborative In this management of
respective company provide
2 months
3

training to staffs so that they
can enhance their collaborative
skills which help in avoiding
conflict at workplace
Promote team work In this management will
develop training session
through which employees can
enhance team work skills
which help in minimising
conflict situation at work
place.
2 Months
Along with this there are several techniques and procedures can be adopt by Trans
National Enterprises in order to resolve dispute such as conduct collective bargaining, adopt code
of disciplines, implement grievance procedures and many more (Zheng and et. al., 2015). By
these methods respective company able to handle dispute situation effectively as well as
successfully.
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REFRENCES
Books and Journals
Conway, E. and et. al., 2016. Demands or resources? The relationship between HR practices,
employee engagement, and emotional exhaustion within a hybrid model of employment
relations. Human Resource Management. 55(5). pp.901-917.
Debrincat, G., 2014. The Effectiveness of Performance Appraisal Systems: Employee Relations
and Human Resource Management. Anchor Academic Publishing (aap_verlag).
Ledimo, O. and Martins, N., 2014. An audit of employee commitment to enable leaders to
manage roganisational talent.
Morris, T., 2012. Innovations in Banking (RLE: Banking & Finance): Business Strategies and
Employee Relations. Routledge.
Nikoloski, K. and et. al., 2014. From Industrial Relations to Employment Relations with Focus
on Employee Relations. International Journal of Sciences: Basic and Applied
Research. 18(2). pp.112-124.
Zheng, C. and et. al., 2015. Developing individual and organisational work-life balance strategies
to improve employee health and wellbeing. Employee Relations. 37(3). pp.354-379.
Online
Hours of work. 2009. [Online]. Available through:
<https://www.workingtoday.com.au/workhours1.html>.
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APPENDIX
5. Brief implementation plan to implement the agreement.
Strategy Method Time required
Hire new staffs In this company may hire new
staffs specially for the night shift.
For hiring staffs management
may required 3 months.
Pay for overtime In this respect respective firm may
offer extra pay to those employees
who work for overtime.
For this they need approx 1
months as in time duration
they can set the overtime rate.
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