Employee Relations Strategy for Adept Owl Games Company Report

This report analyzes employee relations within the context of the Adept Owl Games Company, addressing key concerns raised by employees during a meeting. The employees prioritized welfare, work-life balance, and the elimination of harassment and discrimination. The report compares these needs to the company's strategic objectives, highlighting the alignment of anti-discriminatory policies and the company's commitment to a unified workforce. It proposes a comprehensive employee relations strategy based on equal employment opportunities, work-life balance, anti-discrimination measures, and a fair recruitment process. Furthermore, the report acknowledges the risks associated with the strategy, including negligence, employee discontent, and potential strikes, and outlines a risk management strategy to mitigate these issues. The report concludes by emphasizing the importance of addressing employee concerns to foster a positive and productive work environment.

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Introduction
Employee relations at the work place are one of the fundamental responsibilities an
organization should prioritize through their Human Resource Management. It
determines the working mood within the organization and boosts staff morale (Hussain
& Ahmad 2012). Most organizations that pay close attention to their employee relations
strategy, and implementing them to the latter; have a higher chance of benefiting from a
contented and determined workforce (Burma 2014).
Summary of the Meeting with the Employees
From the meeting with the employees of the Adept Owl Games Company, the
employees expressed their concerns regarding what they required from the company’s
management. At the top most of their wish list was their welfare that is, they needed the
company to be flexible in balancing their working hours and their personal life. That the
organizations should set specific working hours that should not interfere at any given
time with their personal lives. In addition, the meeting addressed the employees’
concerns about harassment at the workplace and discrimination issues. The employees
asked that, the company should treat them with dignity and avoid any measures that
may only harass and frustrate their efforts within the company. Discrimination according
to them involves any form unfair treatment to a section of employees and favoritism to a
section of the other. They advocated for equal opportunities for all in regards to issues
such as promotion and even hiring of the new recruits (Wright & Nishii 2007).
The Employees’ Needs as Compared to the Company’s Strategic Objectives
In relation to the strategic objectives of the Adept Owl Gaming Company, there is a
close connection as the company has adopted strict policies that address most of the
employees’ plights and their interests (Muller 2014). For instance, the company has
anti-discriminatory regulations that aim at unifying all of its employees, in terms of
various determining factors such as gender, age, relationship status among others.
Therefore, the sensitive needs outlined by the employees include:
Equality and Fairness
Anti-Discriminatory laws
Employee basic Welfare

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Employee Relations Strategy for Adept Owl Games Company
The company’s strategy will be based on the strategic objectives set out for the
company which includes the need to have a closely integrated work force and satisfied
with the provision of services towards them by the management (National Occupational
Standards n.d.). Therefore, on that note, this strategy will basically be based on the four
basic parameters:
Equal Employment Opportunities
The company will provide equal employment opportunities for the employees. The
employment opportunities include job promotions within the organization. Having a
harmonized field for the employment opportunities eliminates the bias in the recruitment
process and also increases the chances of having a better and qualified workforce free
from the influence of personal interests.
Flexibility and Work/Life Balance
Another better way of improving the employee-organization relationship is by
addressing the work balance and the personal life balance. On the flexibility agenda, the
company intends to have part time employees only report for their duties during the time
they are supposed to be at their work stations. The company understands that the
employees are social beings with other personal matters to run; hence their welfare
must not be compromised. However, all these will also be done in a way that does not
jeopardizes the organizational operations.
Anti-Discrimination and Harassment
This strategy aims at boosting the general relationship among the employees. All the
discriminatory actions based on gender, social status, sexual orientation, race, and
ethnicity among others shall be dealt with strict concern. Equality is on the top priority of
the company in increasing their close ties with their employees.
Fair Recruitment Process
The company has invested in a human resource department that recognizes fairness in
the selection criteria and ensuring that all the employees get an equal chance of getting
selected for new posts within the organization. And even for those who in the
recruitment process for the first time, ensuring equity in the selection process is one
sure way of promoting good relations with the company (Leat 2014).

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The Risk Management Strategy
The Adept Owl Gaming company understands the risks associated with the granting too
much freedom to their workforce. As much as it is a better strategy that aims at
improving and boosting the relationship between the company and the and the
employees, it is also fundamental to understand that the company needs to come up
with a risk management strategy, to regulate the process (National Consumer
Commission n.d.).
Negligence and at the Workplace
The risk that accompanies flourishing employee relations is the negligence at the work
places. The increased levels of freedom granted to the employees as one way of
improving their welfare may lead to the increased work negligence. Too much freedom
may lead to the misuse of the freedom granted. Therefore, effective measures are
necessary to be put in place address such cases. Penalty measures are required to
curb on the complacency and negligence of the employees.
Employee Discontent
The disgruntlement among the employees is a common occurrence. And while it is
widely recognized that theses may arise as a result of the management’s negligence
and poor management style, it may also arise from just an ever complaining labor force,
with a lot of demands. In such a case, careful address of the employee needs is
necessary. This risk requires a tactful way of approaching it as it may lead to damaging
results if not clearly attended.
The strike Risks
Dealing with strikes is a tricky moment for the organization. It may result in a lasting bad
impression on the management and also the organization. However, strikes are results
of cumulative management blunders over time. It is therefore necessary to curb this risk
by addressing pertinent issues that the employees raise, to avoid further unnecessary
damages (EEA & Norway Grants 2013).

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References
Burma, ZA 2014, 'Human Resource Management and Its Importance for Today’s
Organizations ', International Journal of Education and Social Science, vol I, no.
2, pp. 85-94.
EEA & Norway Grants 2013, 'Risk Management Strategy ', Adopted by the Financial
Mechanism Committee.
Hussain, M & Ahmad, M 2012, 'Mostly Discussed Research areas in Human Resource
Management (HRM) – A Literature Review ', International Journal of Economics
and Management Sciences , vol II, no. 3, pp. 10-17.
Leat, M 2014, 'Employee Relations', Edinburgh Business School: Heriot-Watt.
Muller, D 2014, '16 KEY PERFORMANCE INDICATORS FOR YOUR EMPLOYEE
RELATIONS STRATEGY', HRACUITY.
National Consumer Commission n.d., 'Risk Management Strategy and Methodolgy',
Annex B.
National Occupational Standards n.d., 'CFAHR11 Plan and implement employee
relations strategy', Overview.
Wright, MP & Nishii, HL 2007, 'Strategic HRM and Organizational Behavior: Integrating
Multiple Levels of Analysis ', Cornell University ILR School , pp. 2-24.