Work Place Relations Business Operations

Question: Discuss about theWork Place Relationsfor Business Operations. Answer: Areas in Industrial Relations Law that Affect Business Operations To begin with, the workers' compensation act stipulates the remunerations that organizations are supposed to give to their employee's failure to which litigation costs may be incurred. It is imperative to note that that the working conditions act also affects the smooth running of the operations of the company(Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samar did, A., Mc Lean, P., Plimmer, G., 2015). The law demands that the working conditions should be those that are favorable so as to boost the morale of the workers. It is also crucial to identify that the employee protection act also affects the way the business deals with the health and safety of the employees. Also, the employee liability act deals with the accountability strategies of the employees(Fossum, 2014). Employees are called upon to practice due care in their duties, and this affects the way business operations are carried out. Moreover, there is the discrimination act that dictates that no worker should be treated differently from another because of his race, country of origin or culture. Lastly, traineeship act dictates that employees should be trained in their areas of specialization from time to time this affects the business operations for it is a major determinant of the expected performance. Alignment of Organizational policies and the Strategic Objectives For an organization to be guaranteed that its objectives blend with its policies it must carry out continued reviews of the objectives and the policies so as to me assured if the policies are helping the organization to meet its objectives(Farndale, E., Pai, A., Spaarrow, P., Scullion, H., 2014). Also, the set objectives should be those that are measurable so that at the end of a specific duration, the level of achievement can be quantified against the policies implemented. For instance, if the objective of the organization is to have competent employees and has the policy of ensuring that they should always be high performing to be retained then, to validate this company can involve an analyst who can use say the MBO methods in measuring the performance of the employees. In another scenario, the company can quantify the sales to ascertain if the company is in pursuit of its goals. Implementing of Risk Management The implementation of the most viable risk management will involve the incorporation of the interests of the potential groups such employees. For instance, the company may choose to ensure that it adheres to the provisions of the Equal Employment Opportunities where every employee is given a fair chance in factors such as salaries, training, and promotion (Poole, 2013, p. 211). When implementing the act, the company should also ensure that the employees of the company are not discriminated in regards to factor such as their race, gender or religion. When such factors are implemented the strategies are aligned with the objectives of the parties incorporated. How an Organization can Attract, Retain and Motivate Employees The first stage for the organization would be to provide a conducive working environment which will automatically attract employees to the business because they are guaranteed of say health and safety(Rebelo, M., Santos, G., Silve, R., 2016, p. 101). The next step is to identify and reward performance. At this juncture, employees are promised that their hard work will be fruitful. It is also a sign of motivation to the employees. The last step is to incorporate the employees in the decision making process. When employees are involved in coming up with the policies and the objectives of the organization, they tend to own the strategies, and thus most of the employees can easily be retained. The Induction and Orientation Timeline First Week before the 1st Day Making sure that everything that the employee will need regarding the equipment is present. Such as desks, protective garments, gadgets Before First Day Availing of company information to the employees Communicate the expectations of the company during the employment session. Disseminate information to the head of the department and the members of the department regarding the job description of the new employees. First Day Identifying the new employee to the colleagues in the department. Communicating the job specifications of the employees Dedicate a mentor to each new employee so that the employee can be guided in aspects such as the mission, vision and the objectives of the company. Within the first two weeks Orientation of the just recruited employees to the work surroundings Explanation of the mission, objectives and the business structure of the organization. Discussion of the health and safety regulations that apply to the organizational setting. To familiarize the employee with the policies of the specific department that the will be engaged in. The offering of documents that contain all the information concern the orientation process. Finalizing of the orientation process with the new employee. In a period of 9 Months The introduction of training programs and the credentials that are required for one to qualify for the development programs. Adding the new employees in coming up with their specific learning plans. Provision of the precise feedback. Evaluation of the performance of the process. Identification of how employees are fairing and recognize their achievements. The induction schedule aimed at aiding in making the employees to be conversant with the operations of the company and its specific objectives that aids in a universal move towards achieving performance both in the long and short term(Saeed, I., Arif, M., Gul, H.,Ayaz, B., Khan, Q., 2013). The effectiveness of the induction process is that new employees will be assimilated into the company within a very short period. In the bid to abide by the employee rights the organization will ensure that the employees are availed the most conducive working environment and that they are aware of all the policies that appertain to them. The organization will still be able to achieve its goals of having competent staffs that are aware of its operations and the culture. Strategies that Promotes Diversity At the Workplace Training and Development It is imperative that the organization should embrace the training and development programs that impact employees with skills that give them a competitive edge in the market and also make them operate effectively(Guillaume, Y.R.,J.F.,Otaye-Ebede,L.,Woods,S.A.,West,M., 2015). It also aids in making the employees robust when it comes to the dynamics of the market more so those appertaining to the changes in technology. Mentoring of Employees Belonging to Minority Group It is evident that the organization world is now diversified regarding the employees that work in them. There are different categories of employees that may be viewed as inferior, and thus they may fall victim to discrimination that makes their working environment to be unbearable. Mentoring of the employees will make the minority groups more conversant on how to handle themselves in the face of vices inflicted upon them. Managing Conflicts Emerging from Diversity The best way to manage conflicts is to create an avenue where employees can report the problems they have concerning diversity problems. Also, the organization should have policies that address the diverse cultural issues that may face employees at the workplace. Employees should be encouraged not to conceal their problems whenever they occur but instead report them. Addressing Grievances There should be policies in the organization that addresses various expected grievances that may emerge in the course of business. Also, the employees should be conversant with policies and the procedures of the organization so that they are more informed on powers of the management(Bond, M.A. Haynes, M.C., 2014). The organization should have a platform where the employees can access every time that they have an issue of concern. The management should ensure that the instructions that are given to the employees are clear and projected through the most effective media. Bibliography Bond,M.A. Haynes,M.C. (2014). Workplace diversity; A Social-Ecological Framework and Policy Implications. Social Issues and Policy, 8 (1), 167-201. Farndale, E., Pai, A., Spaarrow, P., Scullion, H. (2014). Balancing individual and organizational goals in global talent management: A mutual-benefits perspective. Journal of Business, 49 (2), 204-214. Fossum, J. (2014). Labor Relations. Mcgraw Hill Higher Educat. Guillaume, Y.R., J.F., Otaye-Ebede, L., Woods, S.A.,West, M., (2015). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity? Journalof Organizational Behaviour. Poole, M. (2013). Industrial Relations: Origins and Patterns of National Diversity (Vol. 4).Routledge. Rebelo, M., Santos, G., Silve, R. (2016). Integration of Management Systems. Journal of Cleaner Production, 127 (2016), 96-111. Saeed, I., Arif, M., Gul, H., Ayaz, B.,Khan, Q. (2013). Employee Induction and Orientation at public sector Organization: A case of Pakistan. IJCBS. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samar did, A., Mc Lean, P.,. Plimmer, G. (2015). Managing Employee Performance Reward: Concepts, Practices, Strategies.Cambridge University Press.