Employee Relations Strategy Report

The purpose of this assessment is to assess the student in the following learning outcomes:

Competent

(C)

Not Yet Competent

(NYC)

consult with relevant stakeholders to develop, implement, monitor and review employee relations strategies and policies in regard to diversity, recruitment, induction, training and development, work life balance, performance management and termination

manage conflict and early intervention in respect to employee grievances and problems

determine key result areas of the organisation

develop an employee relations risk management strategy

describe the principles of relevant industrial agreements

negotiate employment awards, agreements and contracts

maintain high standards of performance in respect to equal opportunity and the management of diversity

Review organisational support services for employees

Assessment/evidence gathering conditions

Each assessment component is recorded as either Competent (C) or Not Yet Competent (NYC). A student can only achieve competence when all assessment components listed under “Purpose of the assessment” section are recorded as competent. Your trainer will give you feedback after the completion of each assessment. A student who is assessed as NYC (Not Yet Competent) is eligible for re-assessment.

Resources required for this Assessment

1. Computer with relevant software applications and access to internet

1. Weekly eLearning notes relevant to the tasks/questions

Instructions for Students

Please read the following instructions carefully

· This assessment has to be completed |X| In class |X| At home

· The assessment is to be completed according to the instructions given by your assessor.

· Feedback on each task will be provided to enable you to determine how your work could be improved. You will be provided with feedback on your work within two weeks of the assessment due date. All other feedback will be provided by the end of the term.

· Should you not answer the questions correctly, you will be given feedback on the results and your gaps in knowledge. You will be given another opportunity to demonstrate your knowledge and skills to be deemed competent for this unit of competency.

· If you are not sure about any aspects of this assessment, please ask for clarification from your assessor.

· Please refer to the College re-assessment for more information (Student Handbook).

EMPLOYEE RELATIONS STRATEGY REPORT

BRIEF

The Employee Relations unit of competency has focussed on key issues in employee relations. In this you are required to review, develop and recommend some components of employee relations strategy and report it to your manager (who in this case is your trainer).

ORGANISATIONAL CONTEXT

The organisation in this context is an Australian electricity company named ENERGEX. The company website is at https://www.energex.com.au/. Using their current strategy documents linked below, you are required to review and report on their employee relations.

Download the following files before conducting the review and reporting:

· ENERGEX Organisational Information – https://www.energex.com.au/about-us/we-are-energex

· ENERGEX Annual report – https://www.energex.com.au/__data/assets/pdf_file/0009/283680/Annual-Report-2014-15.pdf

· ENERGEX Employee Relations Strategy – http://careers.energex.com.au/getdoc/69023c90-625a-4aa7-87af-e23aaf58bb74/2-2_employee_relations_strategy.aspx

· ENERGEX Selection process – http://careers.energex.com.au/apply-today/selection-process.aspx

· ENERGEX Safety policy – http://careers.energex.com.au/about-us/ENERGEX-Values/Health-Safety—Wellbeing.aspx

· ENERGEX People Committee Charter Summary – https://www.energex.com.au/__data/assets/pdf_file/0009/266346/People-Committee-Charter-Summary.pdf

· ENERGEX employee benefits – http://careers.energex.com.au/your-career/ENERGEX-advantage—benefits.aspx

· ENERGEX Diversity policy – http://careers.energex.com.au/getdoc/ce4be0aa-2569-4c90-92a6-e46188a28fb2/EEO–Diversity-Policy.aspx

· ENERGEX Employment Agreement – http://careers.energex.com.au/getdoc/08fc19be-6f58-410e-a83a-a5adcc63baed/EUCA-2011.aspx

ASSESSMENT INSTUCTIONS

The review should follow the structure below (although some sections may not be applicable and some sections may need to be broken down into further sections):

1. Provides a Company introduction, overview and description

1. Company’s mission statement

1. A brief on the company’s employee relations strategy

1. Brief on Recruitment and Selection strategy

1. Brief on Employee Benefits of the organisation

1. Employee Safety and well being

1. Performance development and training

1. Discuss strategies for collective employment agreements, contracts and Awards

1. Highlight on conflict and negotiation

1. Review of diversity policy with recommendations

1. Highlight on work-life balance practices or otherwise suggest

1. Develop an employee relations risk management strategy. Use risk analysis.

1. Review of organizational HR services to employees

1. Termination and disciplinary issues. Include processes for unfair dismissal rules

1. Overall recommendations

REPORTING INSTRUCTIONS

1. The research report must address each of the above listed components or areas of employee relations for the case organisation.

2. If a component was not addressed, explain the reasons why it was not addressed. For example, you may say that the organisation did not have a “selection policy” and thus it could not be reviewed.

3. The report must provide an employee relations risk management strategy

4. The report is to be approximately 2,000 words in length however this benchmark is only a guide and is not mandatory in the overall context of the assessment

5. The analysis and strategy demonstrates a knowledge and understanding of relevant Human Resource Management principles, Risk Management, business, management or industry theory.

6. Evidence of review of organisational employee relations such as recruitment, selection, work health & safety, performance, union agreement, EEO & diversity, employee benefits and termination.

7. The strategy critically discusses and analyses the topic, performance and knowledge evidence of the unit descriptor

8. All sources are referenced consistently and comprehensively if

9. Overall presentation is professional including spell and grammar checked judicious use of headings, font size, layout etc.

ASSESSMENT CRTIERIA (For Trainer use only)

Assessment Criteria

Competent (C)

Not Yet Competent (NYC)

consult with relevant stakeholders to develop, implement, monitor and review employee relations strategies and policies in regard to diversity, recruitment, induction, training and development, work life balance, performance management and termination

manage conflict and early intervention in respect to employee grievances and problems

determine key result areas of the organisation

develop an employee relations risk management strategy

describe the principles of relevant industrial agreements

negotiate employment awards, agreements and contracts

maintain high standards of performance in respect to equal opportunity and the management of diversity

Review organisational support services for employees

Assessor comments

Human Resources, Assessment No.2 Page 1 v1.1, Last updated on 10/10/2017 by MM