Manage Employee Relations: Overview, Long-Term Plans, Recent Issues, And Course Of Action

Long-Term Plans

Discuss about the Manage Employee Relations.

The strategic plans of the organization are dependent on the analysis of the internal as well as external factors. The internal environment of Fynntown City Council is analyzed by SWOT analysis and the external environment is assessed by a PESTEL analysis (Shabanova et al., 2015).

The internal factors such as strengths, weakness, opportunities and threats are analyzed by this tool. This tool gives an in-depth analysis of the internal scenario of an organization.

Strengths

The Fynntown City Council serves a large number of customers. It has a huge customer base. It has a young workforce who can adapt to new skills easily.

Weakness

The customer satisfaction level of Fynntown City Council is low, whereas it is the duty of the council to provide better support to the citizens. There is no evaluation of the human resource practices. The attrition of the older employees has created a knowledge gap for the organization.

Opportunities

There are advanced technologies that help in better management of the human resources. The council can create an integrated network for better customer service. 

Threats

There are constraints with the full time employees and budget constraints of the organization. The Government is increasingly moving towards privatization.

Pestel Analysis

This tool would help Fynntown City Council to assess the potential influence of the external factors on the overall functioning of the firm.

Political

The government policy, stability, education policies and others shape up the organizational strategies. The organizational policies as well as the employment relation policies would be impacted by local government rules (Yüksel, 2012).

Economic

The world economy as well as the local economy plays a major role in the organizational policies. There are factors like inflation, unemployment, interest rates and others that affect the human resource decisions of an organization, such as job cuts (Mankiw, 2014).

Social

The social factors like health, lifestyle, social mobility, education levels, attitudes to work and others determine the organizational policies (Shabanova et al., 2015).

Technological

The operational plans are made in accordance to the technological advancements such as new discoveries, research, new IT tools and others.

Environmental

The organizational regulations should also consider the waste disposal, resource consumption, energy consumptions and other environment related factors (Shabanova et al., 2015).

Legal

The employee welfare laws, employee protection laws and other statutory compliances should be considered while formulating human resource policies (Walsh, 2015).

Recent Employee Relations Issues

The employee relations of Fynntown City Council have not been good in recent times. The firing of the employees of the Council has led to serious malfunctioning of the organization as a whole. The elderly employees having vast experience levels are being terminated. There was a lack of proper documentation of the processes. The employees who were terminated did not get an opportunity to transfer their knowledge to the existing employees. This created a knowledge gap in the organization. The existing junior employees are facing anxiety and stress. This has led to a reduction of the productivity of the employees.

The organizational policies regarding termination of the employees should be revised. The wrongful dismissal of the employees should be avoided. The organization should give sufficient reasons to the employees before terminating them (Mowday, Porter & Steers, 2013). The employees should be allowed to share their knowledge prior to the termination process so that their knowledge is preserved within the organization. There should not be partiality in the firing process. It is wrong to dismiss all the senior employees and retain the junior ones (Mowday, Porter & Steers, 2013). There should be motivational sessions for the existing employees after the layoff process is over. This would help them concentrate on their work and avoid any negative emotions.

The workforce objectives of Fynntown City Council conform to the organizational objectives. It states that the employees should be provided a suitable work environment so that they can deliver their best performance. There is increasing absenteeism rates in the Fynntown City Council. This is because of the lower motivational levels of the employees. They are having an inferiority complex as they felt that they do not possess sufficient knowledge to do the job. This hampered the performance of the employees, which in turn did not fulfil the organizational objectives.

The employee strategies in Fynntown City Council include coaching of the managers, development of the training solutions, organization of recreational as well as social events and others (Cummings & Worley, 2014). There are, however, no suitable policies regarding the termination and absenteeism. The employees are not attending offices due to the lack of organizational policies. This is hampering the performance of the employees, which is affecting the organizational functioning. 

There are strategies of employment relations that are interconnected with the strategic plan of the organization. There is an interconnection between the employee relation strategies and the labor relations strategies of the organization (Armstrong & Taylor, 2014). The salary structure of the organization is directly related to the satisfaction level of the employees (Armstrong & Taylor, 2014). An increase in the salary structure would definitely lead to better employee relations. The operational plan that appreciates the performance of the employees is directly linked to the motivation of the employees (Armstrong & Taylor, 2014). The employee relations would be enhanced, if they are happy with the way, the management rewards their hard work (Dobre, 2013). The relationship between the employees and the organization should be honest, open, frequent and supportive (Armstrong & Taylor, 2014). The employee friendly strategies regarding the termination process would imply maximum employee satisfaction.

Course of Action

There are strengths of a positive interconnection between the strategic plan of the organization and the employee relations. If the organization is capable of producing a justified operational plan, then it is obvious that the employees would be happy (Armstrong & Taylor, 2014). The satisfied employees would give their best output at work. This would lead to an increase in their work effectiveness (Armstrong & Taylor, 2014). The employees would have a feel good factor and there would be an increase in their motivation levels (Fernet, 2013). The weakness of this interconnection would happen if there is a lack of conformity between the strategic plan and the employee relations. This would also happen if the organization feels that their policies are inclined more towards the employees (Armstrong & Taylor, 2014).

The high rate of absenteeism in Fynntown City Council indicates that the employees are not satisfied or motivated. This has impacted the organization. The sudden dismissal of the employees demonstrates the ineffectiveness of the strategic plan of the organization (Berglund, 2012). If the employees have a fear that they are contributing nothing to the organization, then they would lose the zeal to do the job (Berglund, 2012). The employees who attend offices everyday are motivated and love their jobs.

There can be issues with the compensation, termination, workplace safety, work hours and other issues. The employees occupy a strategic place in every organization (Landy & Conte, 2016). They play a major role in the achievement of the objectives of the organization. There can be internal conflicts such as unfair policies of the organization such unfair dismissal of the employees (Saundry et al., 2014). There can be several categories of conflicts such as- wage demands, unsafe working conditions, unfair management policies, social concerns and political disputes (Saundry et al., 2014).

The employee relations should be improved in Fynntown City Council. There should be appropriate strategic plans of the organization. This would be highly beneficial for the organization. The employee friendly policies would delight the employees who can perform better in their job roles. The existing employees should be given trainings and self development techniques so that they can excel in their work performance. Their motivation levels should be increased by the senior management. The organization should conform to the statutory compliances and reduce the wrongful dismissal of the employees. The departments should function in close coordination with the senior management. There should be risk management strategies because the organization should not suffer. The employees should be motivated always so that their productivity doesn’t suffer. There should be contingency plans for improving the employee relations. The management team should possess skills such as flexibility, adherence to the organizational goals, eagerness to enrich the employees and others. They should keep a balance between the organizational requirements and the requirements of the employees.

Conclusion

The employees are the assets of an organization. The success or the failure of an organization depends on the performance of the employees. Adequate attention should be given towards improving the employee relations. The organization should make appropriate strategic plans which improve the employee satisfaction. The strategies should be made in such a way that it meets the employee demands as well as fulfills the needs of the organization. If the employees are enriched then the organization would prosper and there would be organizational success.

References

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Berglund, T. (2012). Transformations of Swedish Labour Market Institutions. Effects on Employees’ Turnover Cognitions. Revista Internacional de Organizaciones= International Journal of Organizations, (9), 91-120.

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.

Dobre, O. I. (2013). Employee motivation and organizational performance.Tabel of Contents.

Fernet, C. (2013). The role of work motivation in psychological health.Canadian Psychology/Psychologie canadienne, 54(1), 72.

Landy, F. J., & Conte, J. M. (2016). Work in the 21st Century, Binder Ready Version: An Introduction to Industrial and Organizational Psychology. John Wiley & Sons.

Mankiw, N. G. (2014). Principles of macroeconomics. Cengage Learning.

Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.

Saundry, R. A., Latreille, P., Dickens, L., Irvine, C., Teague, P., Urwin, P., & Wibberley, G. (2014). Reframing Resolution-Managing Conflict and Resolving Individual Employment Disputes in the Contemporary Workplace. Acas Policy Discussion Papers, 1-21.

Shabanova, L. B., Ismagilova, G. N., Salimov, L. N., & Akhmadeev, M. G. (2015). PEST-Analysis and SWOT-Analysis as the Most Important Tools to Strengthen the Competitive Advantages of Commercial Enterprises.Mediterranean Journal of Social Sciences, 6(3), 705.

Walsh, D. J. (2015). Employment law for human resource practice. Nelson Education.

Yüksel, I. (2012). Developing a multi-criteria decision making model for PESTEL analysis. International Journal of Business and Management, 7(24), 52.