Workplace Relations: Communication and Consultation Strategy Report

This report, prepared for the BSBLDR502 unit, focuses on leading and managing effective workplace relationships within JKL Industries. It begins with an overview of the company's mission, vision, and objectives. Part A of the report presents a comprehensive communications planning portfolio, detailing communication and consultation strategies, including community, internal, and external communication plans. The report addresses issues such as inadequate consultation, lack of bottom-up approach, and slow response to external emails, proposing specific strategies to overcome these challenges. The report also outlines a grievance procedure, providing a step-by-step process for addressing employee concerns, along with an information email to employees, outlining new policies and procedures implemented to enhance workplace relationships, communication, and performance.

Running head: WORKPLACE RELATIONS
Workplace Relations
Name of the Students
Name of the university
Author note

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Table of Contents
Part A: Communications planning portfolio.......................................................................2
Communication and consultation strategy.....................................................................2
Community consultation Strategy...............................................................................3
Internal communication strategy................................................................................3
External Communication Strategies...........................................................................5
Grievance Procedure.....................................................................................................5
Information Email...........................................................................................................6
Reference List....................................................................................................................8

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ASSESSMENT 1
Part A: Communications planning portfolio
Communication and consultation strategy
Internal as well as external communication imposes a high impact on the brand
loyalty of an organization as well as its yearly revenue. An effective communication as
well as consultation strategy within an organization has the ability to enhance the job
satisfaction and loyalty of both the employees as well as the clients of the company.
Considering the fact that the JKL organization is suffering from several communication
and consultation related issues, an effective communication and consultation strategy to
eradicate the issues has been developed in order to eradicate the issues and enhance
the performance of the organization.
The mission of JKL industry
The mission of the organization is to deliver value to the consumers as well as investors
through their highly trained, motivated as well as expert workforce.
The vision of JKL industry
The organization believes in developing ad unlocking the potential of its employees in
order to allow itself to become the leading supplier of trucks and forklifts in Australia.
Chief objectives of the communication and consultation strategy:
1. To develop an effective external as well as internal communication with both the
clients and employees of the JKL Industry.
2. To build better community confidence and awareness within the organization
3. To develop as well as maintain a strong consumer service focus within the JKL
industry
The chief audiences of the strategy includes senior management as well as all the
employees of the organization

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Community consultation Strategy
Issues Strategies Responsible individual
1. Inadequate
consultation resulting
in risk to the
compliance. Poor
sense of employee
engagement,
empowerment as
well as accountability
for work
performance
In order to ensure effective
consultation between the
employees and the
management, the
management of JKL
industry will incorporate
employees in the decision
making process. Thus the
management will be able to
understand the employee’s
point of view. Apart from
that this phenomenon will
enhance the sense of
responsibilities within the
employees along with
empowering them.
Management, employees
2. Lack of bottom-up
inflow from
employees to the
management
A periodic monitoring of the
health and safety and work
process of the employees
will be done. Rapid action
in case of major issues
detected will be taken.
Hr manager, employees
Internal communication strategy
Issues Strategies Responsible individual
1. Lack of adequate
approach from the
management to
At least two meeting per
month will be organized
with the employees where
Hr manager, Hr employees

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ensure proper
understanding of
team goals as well
as organizational
values by the
employees
the organization goals will
be discussed. Apart from
that an induction session
will be conducted with the
new employees in order to
state them the goal and
values of the company
(Rogala and Bialowas
2016).
2. Ineffective as well as
slow usage of
modern
communication
technologies as well
as social platforms
An official page in LinkedIn
will be created for the
purpose of both internal
and external
communication. Apart from
that all the employees and
the management will be
connected with the help of
intranet.
Operational managers,
employees
3. Inconsistent
application by the
managers of
grievance
procedures that
poses risk to the
employee-manager
relationship
A new grievance procedure
will be developed. A
consultation meeting will be
conducted in order to
incorporate the views of
employees while
developing the grievance
procedure
Operational manager,
employees
External Communication Strategies
Issues Strategies Responsible individual

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Slow response to external
as well as internal
consumer requirements
An automatic respond
emails will be set up so that
consumer can understand
that their enquiry has been
acknowledged by the
company. Employees will
be given training to respond
to any internal and external
queries as soon
responsible.
HR manager
Lack of monitoring and
managing controversial
issues
A monitoring team will be
created who will look after
any types of controversial
issues (Alvesson 2013)
HR manager
Grievance Procedure
Company name: The JKL Industry
Address: 144 A Newland Lane, Sydney
1st step: A staff with a specific grievance should first raise the issue to his immediate
superior unless he or she is involved in the issue. Both verbal as well as non-verbal
methods are welcomed. The company is subjected to keep the identity of the
employees confidential.
2nd Step: The second step will involve a meeting of the employees with the
management. An investigation unit will be formed in order to carry out the investigation.
After investing, a formal report of the grievance will be submitted by the unit. This report

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will be reviewed by both the parties. If the grievances get resolved the process will end
there. Otherwise the process will led to the 3rd step.
3rd step: If the grievance remains informally unresolved, further investigation will take
place. A formal response from the investigation will be submitted to the unit after the
completion of investigation. The employee and his representative will receive the
program and if agreed, the process will end.
4th step: In case the grievance remains unresolved, the matter will be carry forwarded to
the management. The appeal process will be the same as above. However, this time
the higher level management as well as the senor committee member will be involved in
the investigation team.
5th step: The process will continue till the grievances of the employee and his
representatives have been resolved. Each and every step will involve the senior
managers progressively. A grievance record to keep the track of the number of
grievances by the employees of the JKL Company will be kept.
Information Email
To,
The employees of the JKL industries
Dear employees,
This is to inform you that the JKL industry have implemented a set of new policies and
procedures in order to enhance the effectiveness of both internal and external
relationship as well as performance of the company. A good number of issues
associated with both consultation and communication within the organization has been
detected by the management. This issue in turn is affecting the productivity as well as
performance of the company. Due to ineffective internal communication the relationship
between the employees and the management is deteriorating. Along with that, the job
satisfaction of the employees is also getting affected and thus the employee attrition
rate of the company is getting enhanced. The new policies and procedures have been
implemented in order to eradicate these problems.

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The major changes in the policies and procedure of the organization are as follows;
1. Considering the fact the retail market is expanding, certain changes have been
done in the organizational structure. The company has decided to exit the rental
market in order to completely focus sales and services. High competition in the
rental market is deducing the potential profitability of the company.
2. To keep accordance with the organizational values, the company will recruit
internally. All the rental employees will be trained. Rental employees who wish to
stay with the company will be providing with up-skill as well as re-skill training.
3. In order to ensure effective employee–management relationship, intranet has
been introduced in order to keep the management connected with the
employees.
4. In order to fasten up the communication process with the consumers and ensure
consumer satisfaction, a training session will be given to the employees in order
to develop their communication skill and ability to provide wift an effective
response to the consumer’s query.
All the employees are encouraged to give their feedback so that that management can
assess the views as well as issues of the employees. For posting their feedback,
employees can directly mail in the bellow given email address. Each and every
feedback is highly valuable for the progress of the organization
Thank you
Mr. Y
Communication consultant, The JKL Company

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Reference List
Alvesson, M., 2013. Communication, power and organization(Vol. 72). Walter de
Gruyter.
Rogala, A. and Bialowas, S., 2016. Internal Communication in an Organization.
In Communication in Organizational Environments pp. 29-64.