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Management Consultancy-Task 2
Table of Contents
Employee Relations Report:..................................................................................................................1
Staff Survey Analysis:.........................................................................................................................1
Solutions:...........................................................................................................................................2
References:............................................................................................................................................3

Employee Relations Report:

Grow management efficiency in regards to employee relations have been facing a critical issue. Due
to sudden expansion of the business and a large vacancy for jobs. The vacant posts were
immediately filled with applicants without any further planning gin regards to the procedure nor the
long-term repercussions. As, a result many of the employees were initially unaware, awing to the
lack of experience on the job, and due to a shortage of experienced staff the result was more harm
then good. Further issues such as lack of transparency, unqualifies supervisors and an inherent
absence of an efficient or premeditated communication mechanism only fuelled the flames.

Staff Survey Analysis:

The problems were also confirmed through the staff survey conducted and filled by all the staff
regardless of position or experience. Additionally, the identity of the staff members was kept
anonymous to ensure unbiased answers and reviews. A large portion of the results of said survey
made it effectively clear that the recent employees were very much confused or in certain cases
outright clueless. When asked questions regarding this such as;
What do you like least about working for this organization?

What problems are you facing as a new employee?

The answers received only served to further confirm the initial concerns and deductions.
Furthermore, the results survey is in direct agreement or contradiction with the company values and
goals stated in the strategy plan as mentioned:

 Experienced management team

 Continuous market research
 Planning system
 Organisation structure and systems
 Regular review of structure, systems and procedures
 External liaison
 Maintaining effective communication channels with all stakeholders
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Other problems that demonstrate a lack of an efficient communication within the system itself.
According to Rees (2002) in his article "Knowing the important communication skills for new
appointments is useful for identifying the skills to focus on in the accounting program." Knowing the
level of agreement with college training in important skills should help to focus on areas of
problems: for example, "listening effectively" may be a communication skill Is important, but if our
reporters are happy with the level of preparation of their newly recruited staff in this skill, perhaps
there will be no need for more emphasis in accounting approaches ",. For companies who have
steadily developed in a particular market a sustainable communicative mechanism can be developed
due to having enough time. That can be realized as for an establishment such as this is not the case.
The strategic coals do set goals for this as well as stated in the marketing strategy:

 Maintaining effective communication channels with all stakeholders to ascertain industry

requirements and then develop products and manage services accordingly
 Continually improving communication channels with all our stakeholders, ensuring a flow
of timely and accurate information to facilitate effective planning and decision making
 Targeting identified growth markets with planned, market appropriate campaigns
employing a variety of promotional strategies and advertising mediums
 Offering attractive fee structures to our clients
 Continually improving the skills, knowledge and effectiveness of Boutique Build Australia
through our commitment to training and development
So far, the company has been unable to fulfil several of the promises they made and have only
managed to achieve a very few of the goals while expanding in the process.

“Educating the project plan is a more operative management tool in dealing with high risk projects.
Finally, the paper presents the most common development tools currently used in high-risk
projects”, as stated by Sadeh et al (2007)

Solutions:
In order to solve the crisis at hand a long-term plan needs to be created which may cause further
financial losses but would ensure a stable and prosperous establishment in the future. For this
purpose:

 Any unnecessary branches that are causing loses should be closed down focus on improving
the beneficial ones.
 Though it might seem to go against company values and ethics, a large number of
employees have to be fired.
 Time an effort should hence be invested in training the remaining staff.
 Fired employees should also be allowed to join training sessions without charge and rehired
once the feasible
 Changes should be made in strategic plan to [prioritize goals and set deadline for aid goals to
avoid working on them haphazardly.

According to Wright et al (2017) they state the importance of long-term planning, “is that it is the
key factor that decides a company’s success”.

As the newly appointed manger of the human resources department it is the duty of the
manager to maintain and encourage a clear and efficient communication channels in the
work place with the upper management. The purpose of creating efficient channels of
communication in the hierarchy of the company is to establish transparency, quality and in
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certain cases clear any misunderstandings and unnecessary conflict within the workplace. In
most cases this task can be easily fulfilled by writing employee relations reports. Such a
simple yet essential task falls under the responsibility of the human resource department. If
not completed properly or delayed the efficiency as well as the workplace relations of the
employees can decrease drastically which is in most cases further causes a snowball effect
and the organization in question is unable to compensate, naturally to such consequences
Grow Management Consultancy is also no exception.

References:
 Christensen, D. S., & Rees, D. (2002). An analysis of the business communication skills
needed by entry-level accountants. Mountain Plains Journal of Business and Economics,
3(1), 1-13.
 Conrad, D., & Newberry, R. (2011). business communication skills: Attitudes of human
resource managers versus business educators. American Communication Journal, 13(1), 4-
23.
 Williams, T. R. (2005). Exploring the impact of study abroad on students’ intercultural
communication skills: Adaptability and sensitivity. Journal of studies in international education,
9(4), 356-371.
 Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
 Armstrong, M. (2006). Strategic Human Resource Management-A Guide to Action 3rd Ed.
