Developing Effective Communication And Consultation Strategy For JKL Industry

The mission of JKL industry

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

1. 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

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 ensure proper understanding of team goals as well as organizational values by the employees	At least two meeting per month will be organized with the employees where 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).	Hr manager, Hr employees
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
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

1^st 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.

2^nd 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 will be reviewed by both the parties. If the grievances get resolved the process will end there. Otherwise the process will led to the 3^rd step.

3^rd 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.

4^th 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.

5^th 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

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.

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

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.