Participants of the role play: Human Resource Business partner (me) and Rental manager of JKL Industry (Mr. X)
Me: Hello Mr. X, Nice to meet you
Rental manager: Same to you.
Me: Well, I have already been provided with a brief of your concern. However, I would like to hear the issue to be discussed here in details from you. This will provide me a better understanding of the problem.
Rental manager: Off course. So the problem initiated 2 weeks ago when I received a grievance letter from one of our rental employee of the Brisbane branch. In his letter, he had demonstrated several concerns about the new policy of the company.
Me: What exactly were his concerns?
Rental manager: According to him since the company has decided to stop operating its business in the rental market, there prevails a risk for all the rental employees to loose their jobs. Moreover, in his letter, he has also demonstrated the grievance that the management has not given any opportunity to retain the rental employees. Their last concern is that the management is paying them lesser than they should be paid.
Me: Well from the grievances stated by the employee, lack of understanding of the procurement plan is highly evident. Don’t you think so.
Rental manager: I do agree to your opinion. However, the rental employee is taking the situation too far. The employee is currently organising other rental and sales employees for a possible strike. Their intention is to pressurize the union for supporting and publicising the strike. This will impose a highly negative impact on the revenue as well as reputation of the organization.
Me: What are steps taken by you in order to deal with the issue?
Rental manager: We had tried to talk with the employee but he has refused to communicate until and unless the management promises to restructure the policies and eradicate the changes done.
Me: According to my opinion, this phenomenon has taken place due to deterioration of the relationship between the management and the employees. In order to eradicate the issue, firstly, the management needs to conduct a meeting with all the rental employees of the JKL industry. In the meeting, the new policies and procedure of the company will be introduced to them. They needs to clearly stated that the JKL Industries’ firm policy and intention is to retrain rental employees to retain talent. Hence all the renal employees who wants of continue with the company will be trained. It should be also stated that there prevails no risk of loosing their job since the company considers employees to be their major asset.
Rental manager: That is a great idea. However how to deal with their issue associated with the salary structure?
Me: This issue can also be resolved in the meeting. The employees should be stated that the company follows MA000089 Vehicle Manufacturing, Repair, Services and Retail Award 2010 when it comes to making payment to the employees. However, according to the policy of the company, any employee can negotiate for better pay and conditions in upcoming enterprise bargaining.
Rental manager: Well I hope that this will solve the issue. But can you suggest me with ways to prevent these types of phenomenon from further happening?
Me: As I have state earlier, the root of the problem lies in lack of effective internal communication between the employees and the management. Hence the company needs to implement an highly effective internal communication system in order to prevent these types of situations for further happening.
Rental manager: what according to you will be the most effective strategies to ensure a good communication between the employees and the management?
Me: As per my opinion, the company should incorporate an internal network for communication between the employees as well as the managers with the help of intranet. The internal communication will help the employees to communicate with the managers in case of any type of concerns regarding there tasks or any HR related concern. Regular communication with the superiors will not only help them to execute their task more effortlessly but will also enhance the relationship between them and the superiors (Rogala and Bialowas 2016). The intranet facility will also provide the managers with the opportunity to inform crucial information to every employee at a go through intranet. Secondly, the management should introduce any social media sites like LinkedIn to encourage both formal as well as normal communication within the organization. Informal communication will enhance the emotional bondage between the managers and the employees along with the job satisfaction and loyalty of the employees towards the organization will also get enhanced (Quirke 2017).
Renal manager: WE will definitely incorporate an internal communication system and social media platform as a internal communication tool.
Me: another action that should be tank by the management is to incorporate employees in the decision making process. The management should conduct meeting with the employees before making crucial design about the organization. This will not only help the management to understand the views and concern of the employees but will also enhance the responsibilities of each employee towards the organization. Moreover, this will make the employees feel empowered which will act as a source of intrinsic motivation for them
Rental manager: I can’t agree more. I will definitely place the opinions given by you in front of the higher management. As per my opinion, your strategies will solve the issue from the root. Thanks you.
Me: I am honoured, sir. It’s just a part of my job.
|
Meeting date |
Time |
Attendees |
Brief description of grievance or area of concern |
Issue identified by: |
|
15.10.2018 |
11 AM |
HR meeting with manager (Rental) and HR Business Partner (role played by training candidate) |
1. The new amendment in the policy and procedure of the JKL Industry have resulted in developing a risk of termination of the employees from the organization 2. Staffs are not provided with enough opportunities to get retrained. 3. Staffs are not being the amount of salary they actually deserve. |
A rental employee of the JKL organization |
|
Required action/activity |
Timeframe/deadline |
Person/s responsible |
Description of strategy/ |
Resources, if required |
|
1. Conducting a meeting with all the renal staffs of the JKL Industry |
10 am-2 pm |
Rental manager, HR manager |
1. Employees will be re-introduced with the new policies and procedures of the JKL industry. 2. In order to clear the misunderstanding, it will be clearly stated that each and every rental employees will be retrained by the company.
|
1 screen, 1 lazer pointer, 1 power point projector |
|
2. Internal communication tools like thee intranet and Linked in will be implemented for enhancing the communication between the management and the employees. |
2 months |
IT manager, HR manager |
An intranet connection will be established within the system. Employees and managers will be communicated with the help of this system.
|
Internet and laptops |
|
3. A LinkedIn profile will be created in order to encourage both external as well as internal communication tools. |
1 week |
IT manager and professionals, HR manager |
A linked in profile will be created by the It professional and all the employees will be kept as 1st degree connection. Employees will be able to share their concern |
Internet and laptops |
|
4. Engaging employees during making effective decision in future |
|
Managers, CEOs and Employees |
Staffs will be able to share their concerns as well as point of views during the decision making process. This in turn will develop employee empowerment. Not only this, this will also prevent employee attrition. |
No |
Reference List
Quirke, B., 2017. Making the connections: using internal communication to turn strategy into action. Routledge.
Rogala, A. and Bialowas, S., 2016. Internal Communication in an Organization. In Communication in Organizational Environments (pp. 29-64). Palgrave Macmillan, London.
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