Employee Relations Strategy Report

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Details of Assessment
Term and Year 4, 2020 Time allowed
Assessment No 1 Assessment Weighting 100%
Assessment Type Employee Relations Strategy Report
Due Date Room Online
Details of Subject
Qualification SIT60316 Advanced Diploma of Hospitality Management
Subject Name Human Resources
Details of Unit(s) of competency
Unit Code (s) and
BSBHRM604 Manage Employee Relations
Names
Details of Student
Student Name
College Student ID
Student Declaration: I declare that the work submitted is my

own and has not been copied or plagiarised from any person Student’s
or source. I acknowledge that I understand the requirements Signature: ____________________
to complete the assessment tasks. I am also aware of my
right to appeal. The feedback session schedule and Date: _____/_____/_________
reassessment procedure were explained to me.
Details of Assessor
Assessor’s Name Labib Sharfudddin
Assessment Outcome
Assessment
Competent Not Yet Competent Marks / 50
Result
Feedback to Student
Progressive feedback to students, identifying gaps in competency and comments on positive
improvements:
Assessor Declaration: I declare that I have conducted

a fair, valid, reliable and flexible assessment with this
student. Assessor’s
Signature: ___________________
Student attended the feedback session.
Date: _____/_____/________
Student did not attend the feedback session.
Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 1

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Purpose of the Assessment
The purpose of this assessment is to assess the student in the following Competent Not Yet
learning outcomes: (C) Competent
(NYC)
1.1 Ensure employee relations strategy is consistent with organisational strategic
objectives
1.2 Develop strategies and policies through the application of a risk
management approach and extensive consultation and participation by relevant
groups and individuals
1.3 Ensure strategy and policies take account of equal opportunity, family/work
relationships and promote the absence of discrimination and/or harassment
1.4 Develop risk management strategies which take account of the withdrawal of
labour and other potential outcomes of disputes
1.5 Identify any potential areas of conflict and ensure strategies and policies take
account of the objectives of relevant groups and individuals
2.1 Negotiate awards, agreements, and contracts which balance organisational
objectives and employee rights and obligations
2.2 Identify and meet all legal and organisational requirements within the
conditions of employment
2.3 Undertake regular and timely consultation and communication with
individuals and relevant groups
2.4 Develop policies and practices to facilitate employee recruitment & retention
2.5 Provide induction programs and training to develop competence and
confidence and to ensure work is performed safely and effectively
2.6 Provide opportunities for employees to understand their role and how it
contributes to the achievement of organisational objectives
2.7 Develop, regularly review and update individual and team development plans
2.8 Evaluate and revise employee relations policies regularly
3.1 Establish processes for early intervention to identify and minimise problems
or grievances
3.2 Communicate problem solving processes to, and obtain support from, all
relevant groups and individuals
3.3 Provide training to develop competence in conflict management, negotiation
and dispute resolution
3.4 Obtain specialist advice where appropriate or where formal hearings are
required
3.5 Ensure processes are fair, equitable and consistent with all relevant awards
agreements and legislation
3.6 Ensure problem solving processes provide for external mediation and
conciliation, and arbitration where appropriate
4.1 Develop plans for the promotion of diversity within the organisation
4.2 Openly promote diversity and its benefits within the organisation
4.3 Develop education & communication plans to promote & encourage diversity
4.4 Develop and implement processes to deal with events which inhibit the
organisation from meeting its diversity objectives
Assessment/evidence gathering conditions
Each assessment component is recorded as either Competent (C) or Not Yet Competent (NYC). A student
can only achieve competence when all assessment components listed under “Purpose of the assessment”
section are recorded as competent. Your trainer will give you feedback after the completion of each
assessment. A student who is assessed as NYC (Not Yet Competent) is eligible for re-assessment.
Resources required for this Assessment

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 Computer with relevant software applications and access to internet

 Weekly eLearning notes relevant to the tasks/questions
Instructions for Students
Please read the following instructions carefully
 This assessment has to be completed In class At home
 The assessment is to be completed according to the instructions given by your assessor.
 Feedback on each task will be provided to enable you to determine how your work could be improved.
You will be provided with feedback on your work within two weeks of the assessment due date. All other
feedback will be provided by the end of the term.
 Should you not answer the questions correctly, you will be given feedback on the results and your gaps
in knowledge. You will be given another opportunity to demonstrate your knowledge and skills to be
deemed competent for this unit of competency.
 If you are not sure about any aspects of this assessment, please ask for clarification from your assessor.
 Please refer to the College re-assessment for more information (Student Handbook).

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EMPLOYEE RELATIONS (ER) STRATEGY REPORT

Note: The organisational details used in this assessment have been sourced (and to some extent
paraphrased) from the organisation’s website and other relevant external sources. The information
used here is solely for educational purpose.
BRIEF
The Employee Relations (ER) unit of competency has focussed on key issues in employee relations.
In this assessment you are required to review, develop and recommend some components of
employee relations strategy and report it to your manager (who in this case is your trainer). You can
either choose to use your own organisation for this assessment if you are currently working but will
need to ensure that you cover all aspects of the structure and the marking table. If you are not
currently working, use the case organisation to complete this employee relations report.
THE ORGANISATION
The organisation in this context is an Australian electricity company named ENERGEX. The company
website is at https://www.energex.com.au/.
ENERGEX is a subsidiary of Energy Queensland Limited, a State government-owned corporation.

ENERGEX builds, operates and maintains the electricity distribution network in the growing region of
South East Queensland which includes the major urban areas of Brisbane, Gold Coast, Sunshine
Coast, Logan, Ipswich, Redlands and Moreton Bay. Our electricity distribution area runs from the
NSW border north to Gympie and west to the base of the Great Dividing Range. The organisation
claims to have world-class energy products, services and expertise that allowed it to provide electricity
to homes and business for more than 100 years.
During this time ENERGEX have transformed from operating under the Brisbane City Council, the
South East Queensland Electricity Board (SEQEB) and in 1995 as a Government Owned Corporation.
When the company changed its name to ENERGEX in 1997 it signified the entry into the emerging
competitive national energy market. In 2007, the Queensland Government sold the ENERGEX Retail
business to allow for full retail competition. In July 2016, ENERGEX merged with Ergon Energy under
a new parent company Energy Queensland Ltd.
Today, the organisation provides distribution services to almost 1.4 million domestic and business
connections, delivering electricity to a population base of around 3.4 million people. This large
responsibility brings with it the challenge of maintaining sufficient capacity to supply every home and
business on the days when electricity demand is at its maximum, no matter where they are connected
in the network. To meet these expectations, Energex has built a high-performing network that consists
of property, plant and equipment assets worth about $12 billion.
These assets include in excess of:
 52,800 km of total overhead and underground lines

 670,000 poles (including both customer and streetlight poles)
 355,000 streetlights
 48,500 distribution transformers

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All of this is underpinned by technological innovation and advanced management systems which drive
efficiency, quality and safety. Many of these are nationally or internationally certified or benchmarked
to international standards. A strong commitment to future network management and enhancement
has ultimately contributed to Energex’s 40 per cent improvement in network reliability. Becoming more
resilient and better performing, its network is continuing to provide customers with a safe, efficient,
affordable, sustainable and reliable energy supply.
ENERGEX also places sustainability and corporate responsibility high on its corporate agenda
through contemporary environmental and social practices and community support. ENERGEX has
developed a strong reputation for our network asset management capabilities including specialised
engineering services, metering applications and energy solutions.
ENERGEX Vision
To set a new standard of excellence in delivering customers’ energy needs.
ENERGEX Employee Relations Vision
To create a positive employee relations climate that supports workforce safety, workforce capability,
staff engagement and a high performance customer service culture.
Purpose and Reason for Employee Relations (ER) Strategy
The purpose of the “Employee Relations Strategy” is to support the ENERGEX Vision and Values by
providing the underlying principles to employee relations within ENERGEX. The Employee Relations
function is an integral component of business operations and must be managed having regard to
corporate priorities and potential risks, costs and impact on customer service.
The ENERGEX Employee Relations Strategy must adopt an integrated management approach to
addressing employee relations issues. This approach should support employee relations options that
encourage supervisors to lead and employees to actively participate and engage in positive,
productive and safe work practices.
The principles of positive leadership, constructive relationships and meaningful consultation are
fundamental to the Employee Relations Strategy. All people management activities within ENERGEX
should align to the four key elements of the Employee Relations Strategy.
They are
1. Alignment with strategic direction

2. Governance and compliance
3. Focus on business outcomes
4. Constructive workplace relationships
The four key elements are explained in more details in ENERGEX website.

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SCENARIO AND CONTEXT

You are recently appointed as a Human Resources Manager within the HR department of ENERGEX.
The management and board of directors have asked you to prepare a new employee relations
strategy report to present in front of the directors and management. To do that you will need to
review the organisational profile, goals, mission and vision, stakeholders, annual reports, current
employment practices and strategies, and a few other policies and procedures of the organisation.
These organisational documents are provided in subject e-learning page.

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TASK INSTRUCTIONS, REQUIREMENTS AND MARKING CRITERIA
The Employment Relations Strategy Report the must follow the structure below that contains 18
tasks. Each task carries 5 marks that equals to 90 marks. Report formatting and referencing
carries the remaining 10 marks.
1. Company introduction, overview and description

2. Company’s mission statement and organizational objectives
3. Brief on the existing “Employee relations strategy Statements” and develop TWO new
strategy statements for the company
4. Brief on existing “Recruitment and Selection strategy” and develop TWO new strategies for
the company
5. Brief on existing “Employee Benefits of the organisation” and develop TWO new strategies
for the company
6. Brief on existing “Employee Safety and well being” and develop TWO new practices for the
company
7. Brief on existing “Performance development and training Strategy” and develop TWO new
development and training strategies for the company
8. Develop TWO new employment related “Risk Management Strategies” for the company.
Use risk analysis matrix
9. Discuss strategies for collective employment agreements, contracts and Awards
10. Highlight on TWO “existing conflict and negotiation situation” that you have identified. You
may need to do research for this Task. Provide solutions to both situations
11. Based on the conflict and negotiation suggestions that you created for the company, create
an internal advertisement poster for all employees and management
12. Brief on existing of diversity policy and develop TWO new policy points of diversity for the
company
13. Develop a “communication plan to promote diversity” and its benefits. Consider creating an
internal poster advertisement for employee awareness
14. Brief on existing “work-life balance practices” and develop TWO new practices for the
company
15. Develop an “Induction Program” for new employee on-boarding for the company
16. Develop an “Individual Development Plan” and an “Team Development Plan” for employees
of the company
17. Brief on existing “external party mediations and arbitrations” and develop TWO new ideas
for arbitrations for the company using the existing legislation
18. Brief on existing “Termination and disciplinary process” and develop a new process for fair
disciplinary and dismissal decision making

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ENERGEX
E M P L O Y M E N T R E L AT I O N S ( E R ) S T R AT E G Y R E P O R T
REPORTED BY

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TABLE OF CONTENTS
CONTENT PAGES
Company introduction, overview and description
Company’s mission statement and organizational objectives
Existing “Employee relations strategy Statements” and develop TWO new strategy
statements
Existing “Recruitment and Selection strategy” and develop TWO new strategies
Existing “Employee Benefits of the organisation” and develop TWO new strategies
Existing “Employee Safety and well being” and develop TWO new practices
Existing “Performance development and training Strategy” and develop TWO new
development and training strategies
Develop TWO new employment related “Risk Management Strategies”
Discuss strategies for collective employment agreements, contracts and Awards
Identify TWO “existing conflict and negotiation situation” and solutions to both situations
Create a communication process ( as an internal advertisement poster) for all

employees and management
Existing of diversity policy and develop TWO new policy points of diversity
Develop a “communication plan to promote diversity” and its benefits. Create an

internal poster advertisement for employee awareness
Existing “work-life balance practices” and develop TWO new practices for the company
Develop an “Induction Program” for new employee on-boarding for the company
Develop an “Individual Development Plan” and an “Team Development Plan” for

employees of the company
Existing “external party mediations and arbitrations” and develop TWO new ideas for
arbitrations for the company using the existing legislation
Existing “Termination and disciplinary process” and develop two new ideas for fair
disciplinary and dismissal decision making
APPENDIX 1 (references and external resources)
You are required to update and adjust the page numbers and topics based on the amount of their content and
the responses made to each task. Actual tasks follow after this page. Use a heading/title for each of the elements
of table in your report.

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INTRODUCTION
This section should provide information on company background, description, stakeholders and
current vision and mission statements.
Background: ENERGEX is an electricity company. It is an Australian company. The company is a

subsidiary of a state government owned corporation called Energy Queensland Limited. The major
function of the company is to make, operate and balance the electricity distribution in the areas like:
Moreton bay, Redlands, Logan, Gold Coast et cetera. The company has already been operating for
more than 100 years and are one of the leaders in this market. From its inception around 100 years
ago, the organization has grown leaps and bounds. The company has transformed multiple times to
match the market scenarios. First and foremost, the organization used to operate under the city
council of Brisbane. Then, they started operating under the wings of South east Queensland electricity
board also known as SEQEB. The company then started operating as a government owned
corporation in 1995. The company then changed its name in 1997 in order to entry into the emerging
competitive market. In July of 2016, the company merged with Ergon Energy under a new parent
company Energy Queensland Ltd.
Description: Apart from its background, the company has a lot of expertise in terms of electricity
market. The electricity distribution of the company runs from the northern border of New South Wales
to Gympie and west to the base of the Great Dividing Range. The world class energy expertise along
with products and services, make the company one of the best in the segment. Discussing about the
current scenario of the company, the organization has a vast network of distribution to around 1.4
million business and domestic houses. However, with this amount of network, comes both risks and
opportunities. To withstand this amount of distribution, the company has invested heavily in high
performing network with property, plant and equipment. The company has said to have spent around
$12 billion.
Stakeholder: The stakeholder of the company consist of a lot of different entities. The stakeholders of
the company are all the distribution networks, home, and businesses. Similarly, the government, state
government and shareholders are also the stakeholders of the company. Finally, the employees are
also one of the most important stakeholders of the ENERGEX.
Current vision and mission statements: The current vision and the mission statement of the
company is to set an excellent customer service in terms of delivering the energy needs. Similarly, the
organization also wants to focus on the technological aspect and innovation of the company. The
improvement in the innovation and management system will help the organization to grow even more.
The company is also setting up its goal in terms of sustainability. The organization has already been
part of a lot of international and national standards but is striving to be more sustainable. The
company is 40% reliable according to the recent data but improving on it is a challenge which the
company is facing. They want to improve on this number. Becoming a better performing and resilient
network is what the company is looking for apart from introducing a newly prepared employment
relation strategy.

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ORGANISATIONAL OBJECTIVES FOR EMPLOYEE RELATIONS
This section should objectives for employee relations. In other words, the section should explain why
the organisation needs to have a detailed employee relations strategy.
The organizational objectives set by the company for employee relations are as follows:
 To instil a positive climate with respect to the employee relations.

 To make a strategy which helps the workforce in every step of way like safety, quality,
engagement and productivity.
 Supporting the ENERGEX vision through the provision of underlying principles to employee
relations within the company.
 Adopting an integrated approach to solve and address the employee relation issues.
The organization needs to have a detailed employee relations strategy because the main purpose
of it is to support the vision and the values of the organization. Supporting the vision and values of
the organization helps the firm in number of ways. First and foremost, it aligns the company with
the strategic direction. This increases productivity and efficiency within the organization because it
sets a clear path for everyone. Secondly, the employee relations strategy will help the company in
terms of compliance with the government or state laws. Similarly, the alignment with strategic
direction also helps the company to focus on business outcomes. Finally, the workplace
relationships will improve in the organization which will aid the company in terms of increasing its
reliability and enhancing the environment of the work. Similarly, it will also assist the company in
regards to its productivity.
EXISTING “EMPLOYEE RELATIONS STRATEGY” AND DEVELOP TWO NEW STRATEGIES
This section should brief on the existing “employee relations strategy statements” that the ENRGEX
currently have in place and you are also required to develop two new strategies for the company.
Existing: The existing employee relations strategy consists of various statements. The company
has provided the purpose of the strategy and has determined several fundamental principles
regarding the employee relations strategy. Having said that, The four key elements set by the
company are related to alignment with strategic direction, governance and compliance, increased
focus on business outcomes and Constructive workplace relationships. All of these are the
statements provided by the ENERGEX.
New Strategy 1: The first strategy developed by me in terms of the employee relations strategy is
under the constructive workplace relationship. Since, the workers are under the stress of work
throughout the year, it is important for an organization to have a mental wellness program. With the
inclusion of this section in the organization, the workers will have access to mental health
professional. This can improve the employee’s mental health and also enhance the productivity of
the workers.
New Strategy 2: The second strategy developed by me in terms of the employee relations strategy
is under the focused business outcomes. The strategy developed by the organization covers
majority of the point but lacks in several areas. The organization should enhance its reliability of
distribution networks. The company only has around 40% reliability in terms of its distribution
network. This may pose a huge problem for the company as the competitors become better. So,
the enhancement in the quality of distribution and reliability should be thought well by the
organization.

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EXISTING “RECRUITMENT AND SELECTION STRATEGY” AND DEVELOP TWO NEW

STRATEGIES
This section should brief on the existing “recruitment and selection strategy” that the ENRGEX
currently have in place and you are also required to develop two new strategies for the company.
Existing: The company has a competitive recruitment and selection strategy and process in place.
The candidates are selected or recruited based on written application, reference checks and
interviews. The written application contains all the necessary information about the potential
employee along with his/her aspirations for the future and so on. Secondly, the reference checks
are done to check the authenticity of the candidate’s previous work experience. Thirdly, interviews
are taken with the potential employee. After getting selected through these process, the employee
is then selected by the organization.
New Strategy 1: The first thing that I would propose the organization is to introduce another
process to the recruitment process. First and foremost, I think we should introduce a practical
session for the potential employees. This is only for those who will be in a practical or technical
areas. Instead of teaching everything and letting the employees figure out in some time, I think this
will be better for the company. If the potential employees already know it or have the slightest of
ideas about how it functions, this will be good for the organization and it can save a lot of time for
the supervisors.
New Strategy 2: The second thing that I would recommend or develop is to introduce an online test
which will comprise of various type of aptitude questions along with the questions relevant to the
organizational process. This will be a new way of recruitment and selection process but it will be
better in terms of time management and evaluation. The machine evaluation can show us various
different parameters which cannot be shown by a human. Different underlying variables and stats
can be measured using machines.
EXISTING “EMPLOYEE BENEFITS” AND DEVELOP TWO NEW STRATEGIES
This section should brief on the existing “employee benefits” that the ENRGEX currently have in place
and you are also required to develop two new strategies for the company.
Existing: There are various employee benefits while working in the company. Some of the
employee benefits are diversity, positive work environment, safety first environment, healthy work
life balance, professional development and positive employee relation.
New Strategy 1: The first strategy I have developed is around mental health assistance. The work
life balance of the organization is good but the pressure is inevitable while working for an
organization like ENERGEX. Since, the workers are under the stress of work throughout the year, it
is important for an organization to have a mental wellness program. With the inclusion of this
section in the organization, the workers will have access to mental health professional. This can
improve the employee’s mental health and also enhance the productivity of the workers.
New Strategy 2: The second strategy that I have developed is to introduce a health insurance
benefits. The inclusion of health insurance benefits can help the employees to work without an
ounce of responsibility over their shoulder in terms of both their and the family’s health. All the big
name American companies have this policy. This can provide an incentive boost for the workers.

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EXISTING “EMPLOYEE SAFETY AND WELL BEING” AND DEVELOP TWO NEW PRACTICES
This section should brief on the existing “Employee safety and wellbeing” practices that the ENRGEX
currently have in place and you are also required to develop two new practices for the company.
Existing: The organization has put in place a lot of strategy to ensure safety and well-being of the
employee. The company has a catchphrase “Take care, stay line aware”. It is important to be
mindful of the safety when you are working around the presence of an electricity. The organization
has published a set of guidelines for the workers to follow during the process of work in difference
conditions. The company has installed various shock-proof machines in the organization in order to
keep everyone safe from the bas side of the electricity. Finally, the protective gears are provided by
the organization and the workers should strictly use it during the working hours.
New Practice 1: The first practice that I have develop is to organize a monthly session on safety
instructions. The organization briefs and trains all the employees about the protective measures
and safety instructions. However, the provision of monthly session on safety will help the
employees to refresh their knowledge of safety and well-being in the organization. Similarly,
showing them footage of how people survived due to protective measures will also promote good
measures within the organization.
New Practice 2: The second practice that I have developed in relation to the employee safety and
wellbeing is the introduction of a technician every week to ensure that the system is functioning
correctly. The company has made a lot of efforts in ensuring safety in the workplace. The company
is compliant with the OSHA’S five workplace hazard principle and how to minimize it. However, the
regular supervision of the plants and machineries in the organization will help in terms of safety and
well-being of all the people associated with the company.
EXISTING “PERFORMANCE DEVELOPMENT AND TRAINING STRATEGY” AND DEVELOP TWO

STRATEGIES
This section should brief on the existing “performance development and training strategy” that the
ENRGEX currently have in place and you are also required to develop two new strategies for the
company.
Existing: The performance development and training strategy of ENERGEX is one of the best in the
sector. The performance development sessions of the company ticks majority of the boxes. The
company’s ability to design a professional development plan for every individual working in the
company is great. However, just like everything, there are certain areas where the company lacks. I
have designed two set of strategies that can fill the gap left by the current performance
development and training strategy.
New Strategy 1: The first and foremost strategy developed by me under performance development
and training strategy is the introduction of application which trains your mind. These applications
are prevalent nowadays and it possesses a lot of benefits for an individual. The working process of
these application is by using games and other interactive activities to sharpen or tune your brain.
This has a lot of benefits and can improve the functioning of the brain. This can enhance the
productivity of the employee. Similarly, this can also serve as an escape for the employees in their
monotonous work life.
New Strategy 2: The second strategy developed by me under the performance development and
training strategy is the introduction of hard skills. We all know that the organizations nowadays are
run everything through software and the use of soft skills are necessary. However, at an
organization like ENERGEX, it is important for them to use hard skills too. The incorporation of hard
skills along with soft skills will help the employees to be even better at what they do and will save
their time in a lot of ways.

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CURRENT ER RISKS AND DEVELOP TWO NEW “RISK MANAGEMENT STRATEGIES”
In this section you are required to identify two existing risks of employee relations (ER) that
ENERGEX have, analyse them and develop two new employment related “risk management
strategies” using the risk analysis matrix template below using the two guides provided after the
template:
The two ER risks of employee relations that the company have are as follows:
1) Workers making a union and starting protest for various demands and as a result closing all the
factory and business operations.
2) Serious accident due to the poor handling of plants in the factory settings, resulting in factory
damage or injuries to workers.
Risk Analysis Matrix
Likelihood Rare Unlikely Possible Likely Almost

Impact (1) (2) (3) (4) Certain (5)
Catastrophic (5) 1 2
Major (4)
Moderate (3)
Minor (2)
Insignificant (1)

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Risk Management Strategies for the risks
1. The first risk management strategy for the aforementioned risk is to have a direct line of
communication between the organization and the union. Meeting between the organizations’ Human
resource manager and the president of the union can sort out the differences and should be done in
regular interval. The face to face meeting will help both the parties to put forward their thoughts and
resolve the situation as soon as possible. Therefore, it is important to have a clear line of
communication between the union and the company.
2. The second risk management strategy for the risk faced by the company can be solved using the
strategy developed by me. Since, ENERGEX is a big company with a lot of workers, there is always a
chance of going something wrong during the work. In order to minimize it, supervisors should be kept
at sight for viewing the work of the employees. A simple mistake in handling some highly equipped
plants may result in serious issue. So, the power plants and their handling should be supervised
seriously during and outside the working hour.
Guides to Risk Analysis and Management
Rating Likelihood of Occurrence

Almost Certain 5 The threat is expected to occur within the target period
Likely 4 The threat is likely to occur within the target period
Possible 3 The threat may occur within the target period
Unlikely 2 The threat could occur some time in the target period
Rare 1 The threat may occur in exceptional circumstances
Then an appropriate
If the consequences would
consequence rating is
Threaten the survival of not only the program but also the agency,
possibly causing major problems for Clients and for a large part of Catastrophic
the Australian Public Service
Threaten the survival or continued effective function of the
program or project and require top level management or Major
ministerial intervention
Not threaten the program but would mean that the program could
Moderate
be subject to significant review or changed ways of operating
Threaten the efficiency or effectiveness of some aspect of the
Minor
program but would be dealt with internally
Negligible impact on the program or the reputation of the agency Insignificant

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STRATEGIES FOR COLLECTIVE EMPLOYMENT AGREEMENTS, CONTRACTS AND AWARDS

In this section you are required to analyse ENERGEX practices to “Awards and Agreements”. To
analyse and identify current Awards and Agreements of the industry, you will need to visit FAIRWORK
Commission’s website at www.fairwork.gov.au. Discuss the strategies you are proposing in regards to
collective employment agreements, contracts and awards for ENERGEX. Your strategies must be fair
in regards to employee rights and obligations.
Collective Current: The current scenario of the collective employment agreement is not
Employment that used in the organization. The organization prefers to deal among
Agreements individuals in a fair way. However, the collective employment agreements have
not been used very much in the ENERGEX.
Proposed: The collective employment agreement can help the company in
some ways however, the lack in use of it has made it a difficult subject to
reintroduce. So, I would like to not propose anything for this subject matter.
Individual Current: The individual arrangements can referred to as the way of changing
Agreements certain clauses in the contract to make it in the favour of an employee. This is a
great way for an employee to manage their work balance.
Proposed: In terms of the individual agreements, the company has been good
and flexible to the employees. However, there have been instances where the
employees have used the benefits in rather unethical way. So, moving forward
I would like to introduce a 1 way policy. In this policy, an employee can only
make one change to the contract throughout the year. This will enable the
organization to deal with the changes along with making the agreement rigid.
Modern Awards Current: Modern awards are known as a legal documents which outline the
minimum pay rates and conditions of employment. The base pay of the
company ranges more than the average salaries. The salaries can differ from
position. The working hours of the company are 8 hours and has a great work
life balance.
Proposed: I would like to propose a 30 mins additional break for the
employees. The workers are only provided 30 minutes for eating and that is
about it. So, providing them additional 30 minutes break whenever they want
between the shifts will help them reenergize and function in a significantly
better way.
TWO “EXISTING CONFLICT AND NEGOTIATION SITUATIONS” IDENTIFIED AND SOLUTIONS

TO BOTH ER PROBLEMS
In this section you are required to research and highlight on two “existing conflict and negotiation
situations” (such as employee grievances, collective bargaining, pay issues, etc) that ENERGEX may
have. You may need to do research on Internet, newspapers, and industry magazines for this task.
Provide solutions and intervention methods to both situations using a communications process that
you will prepare. You must also consider employee concerns in the communication process. The last
part in this task includes a formal email to employees and union groups to obtain their support in this
communication process.
ER Problem 1: Autocratic management

One of the major conflicts in Energex is that the employees think that their management is
autocratic. The managers do not take opinion of the employees due to which the employees
do not get chances to express their issues and problems with the management. The

T-1.8.1_v3
employees are not allowed to give any suggestions and feedback to the management team
for making decisions and including innovation for change.
Negotiation: The management should formulate a policy of taking feedbacks and suggestions from
its employees before implementing change or solution to a problem.
ER Problem 2: Employee Grievances

Due to the autocratic management of the company, there are a lots of employee grievances in the
organization. The employee grievances of the organization ranges from salary cut to the working
hour’s issue. Therefore, the second issue in the organization is employee grievances. It is
important for the organization to design an ER report to address these issues.
Communications Process (Use bullet points in sequence for the process):
 The upper management
 Project managers
 The supervisors
 The workers
This is communication process used in the organization. The upper management communicates to
the project managers. After the communication, the project manager communicates to the
supervisors and finally to the workers. This is the communication process of ENERGEX.
Formal Email to obtain support from employees, union groups and specialists:
ENERGEX
<Date>
Subject: Requesting feedback and support for Employee Relations Strategy
To: All Union Members, Individually contracted employees and ER Specialists
Dear Employees, Teams and ER Specialists,
As all of you may know, the organization has made a new policy regarding employee relations
strategy. Employee relations strategy is made in order to ensure that the employees are aligned
with the organization. The employee relation strategy is to benefit the employees and we urge the
staffs to support this policy. Similarly, if you have any queries regarding the policy along with the
feedback, you can mail us at hr@energex.com.au.
<Insert your name>
<Insert your position>
INTERNAL ADVERTISEMENT POSTER FOR CONFLICT RESOLUTION
Based on the conflict and negotiation situations identified and the communication process that you
created earlier, create an internal advertisement poster for all employees and management
Paste Internal Advertisement Poster:

T-1.8.1_v3
EXISTING DIVERSITY PRACTICES AND DEVELOP TWO NEW DIVERSITY PRACTICES
This section should list some of the existing “diversity practices” that the ENRGEX currently have in
place and you are also required to develop two new “diversity practices” for the company. Also create
an internal poster advertisement for employee awareness.
List Existing Policy Practices: Energex has stringent rules on diversity. On the basis of caste,
gender, colour, religion, and so on, they discourage discrimination. Employees found guilty of such
charges are automatically dismissed in compliance with company legislation (Lawrence 2012). Yet,
far from ideal, the policies are. Diversity policies are not that successful, while Energex has a
minimum of such scenarios.
New Diversity Practice 1: The corporation should go ahead and hold separate workshops on the
company's diversity and instead of firing the workers at one go.
New Diversity Practice 2: Energex should develop a standard structure to promote positive
diversity-related behaviour among workers. Once again, workshops and initiatives on diversity
policies will help to prevent numerous disputes.
DEVELOP A “COMMUNICATION PLAN TO PROMOTE DIVERSITY” AND IT’S BENEFITS.

CONSIDER CREATING AN INTERNAL POSTER ADVERTISEMENT FOR EMPLOYEE
AWARENESS
Based on the diversity practices suggested earlier you are required to communicate those practices to
ENERGEX employees. In this task you are required to create an internal advertisement poster for
“creating awareness for promoting diversity” to all employees and management
Internal poster advertisement (Internal communications) for employee awareness:
EXISTING “WORK-LIFE BALANCE PRACTICES” AND DEVELOP TWO NEW PRACTICES
This section should list some of the existing “work-life balance practices” that the ENRGEX currently
have in place and you are also required to develop two new practices for the company.
List Existing Practices: The firm gives its staff ample breathing space. Energex offers various
services that help its workers manage their work and life, such as part-time jobs, maternal and
paternal leave, and other facilities. The organization frequently holds numerous workshops on the
value of mental health and supports it.
New “Work-Life Balance” Practice 1: Energex should make up a policy that gives ample amount of
maternal and paternal leaves to employees after their one year of employment in the organization.
New “Work-Life Balance” Practice 2: Energex should plan roster in such a ways so that employees
are subjected to minimum overtimes and can have enough time to spend with their family or loved

T-1.8.1_v3
ones.
DEVELOP AN “INDUCTION PROGRAM”
In this section you are required to develop an induction program for new employee on-boarding within
the organisation. Your induction program should list the employee induction activities in a sequence.
Add more rows to include more points.
Induction Element Name What is to be covered in this element?

Organization overview This element covers the history, philosophy, mission, vision
and management practices of the organization.
Nature of business This element covers the information regarding the products
and services, customer profile and products and services of
competitors.
Structure of the organization This includes the various departments within the organization,
people involved and respective designation.
Performance and behaviour It comprises of what the organization expects from its
expectation employees in terms of productivity and performance.
Company policies This portion includes circulation of brochures prepared by the
HR department which includes the policies and procedures of
the organization
Health and Safety requirements The new employees are supposed to provide the new
employees with safety rules and health requirements when
working in the organization.
“INDIVIDUAL DEVELOPMENT PLAN” AND “TEAM DEVELOPMENT PLAN” FOR ENERGEX

EMPLOYEES
In this section you are required to develop an “individual development plan” and a “team development
plan” for employees of the company. You are not supposed to copy paste a template here but to
prepare a process for individual and team development plan. You will need to sequence the points for
both the development plans.
Individual Development Plan:
Targeted skills Developmental Outcome Timeframe

activity
Conflict management Complete mediation and Increased skill of conflict management which 2 weeks
and dispute resolution certification program will allow for more assistance to serve the
clients
Crisis intervention and Training on crisis and stress Increased capacity to deal with work stress 1 week
stress management management and crisis in personal as well as work life
Facilitation and Attend meeting and Ability to facilitate others to effectively 2 days
meeting management facilitation enhancement manage meetings
training
Use of social media Search, find and use new Expert use of web-based tools and social 1 day
and web-based tools tools media to execute company missions
Team Development Plan:

T-1.8.1_v3
Team development plan of ENERGEX consists of several points. First and foremost, the organization
has developed several personal development plan for the team in general.
The sessions and programs of workplace safety has been designed by the organization. Furthermore,
the activities related to mental health, training of soft tools, meeting management et cetera. All of
these are planned by the organization to ensure a team development plan.
EXISTING “EXTERNAL PARTY MEDIATIONS AND ARBITRATIONS” AND DEVELOP TWO NEW
IDEAS FOR ARBITRATIONS
This section should list some of the existing “external party mediations and arbitrations” that the
ENRGEX currently may have in place and you are also required to propose two new “ideas for
arbitrations” for the company.
Existing External party Meditations: A party to the dispute may request Fair Work Australia if a
conciliation proceeding fails to fully resolve a dispute, in order to deal with the pending issue. If all
the parties to the conflict agree, proof will not be presented in the arbitration proceedings or
comments made that would reveal any admissions, compromises or proposals made in the
conciliation proceedings in relation to matters to be resolved in the arbitration proceedings.
Proposed idea of Arbitration 1: In the first volume to provide in the proposed idea of
arbitration is to a theoretical examination of arbitration is to be done effectively, which effects at it is
getting high in common and also especially in the various disputes between investors, states and in
the stakeholders of the organization. In this arbitration it states the unfamiliar behavior between the
employee of the organization which is internal or external.
Proposed idea of Arbitration 2. As we know the proposed idea of arbitration stage two focus on
the legal foundation for arbitration in the organization sectors to dissolve the disputes which is
called as the territorial and pluralistic approaches which is very essential also it concise and done
the straight forward explanation and explained through the use of various simple examples that
help find out the various strategies in the organization.
BRIEF ON EXISTING “TERMINATION AND DISCIPLINARY PROCESS” AND DEVELOP A NEW

PROCESS FOR FAIR DISCIPLINARY AND DISMISSAL DECISION MAKING
This section should list some of the existing “termination and disciplinary process” that the ENRGEX
currently may have in place and you are also required to propose two new ideas (one for each) on

T-1.8.1_v3
“termination and disciplinary process” for the company. Your proposed ideas must align with the
relevant Award, Agreements and the “FAIRWORK Act 2009”.
Existing termination and disciplinary process:

The existing termination and disciplinary process states that the firm gives its staff ample breathing
space. Energex offers various services that help its workers manage their work and life, such as
part-time jobs, maternal and paternal leave, and other facilities. The organization frequently holds
numerous workshops on the value of mental health and supports it.
Proposed idea for a Fair Disciplinary Process: Understanding the options gives the fair
disciplinary process to the employees and by following a fair disciplinary process to which it gives
the better decision and carrying out the investigation which gives the disciplinary hearing makes the
deciding the disciplinary outcome gives the proposed idea for a fair disciplinary procedure in the
organization regarding the employee.
Proposed idea for a Fair Termination Process: If the employee is doing the unethical behaviour
and leaking the data in the organization those employee should be given a proper notice according
to the law which gives the idea for fair termination process of the employees.

T-1.8.1_v3
APPENDIX 1 (EXTERNAL RESOURCES & REFERENCES)
ASSESSMENT CRTIERIA (For Trainer use only)
CONTENT Marks Mark

Allocated Received
Company introduction, overview and description 5
Company’s mission statement and organizational objectives 5
Brief on the existing “Employee relations strategy Statements” and 5
develop TWO new strategy statements for the company
Brief on existing “Recruitment and Selection strategy” and develop 5
TWO new strategies for the company
Brief on existing “Employee Benefits of the organisation” and 5
develop TWO new strategies for the company
Brief on existing “Employee Safety and well being” and develop 5
TWO new practices for the company
Brief on existing “Performance development and training Strategy” 5
and develop TWO new development and training strategies for the
company
Develop TWO new employment related “Risk Management 5
Strategies” for the company. Use risk analysis matrix
Discuss strategies for collective employment agreements, contracts 5
and Awards
Highlight on TWO “existing conflict and negotiation situation” that 5
you have identified. You may need to do research for this Task.
Provide solutions to both situations
Based on the conflict and negotiation suggestions that you created 5
for the company, create an internal advertisement poster for all
employees and management
Brief on existing of diversity policy and develop TWO new policy 5
points of diversity for the company
Develop a “communication plan to promote diversity” and its 5
benefits. Consider creating an internal poster advertisement for
employee awareness
Brief on existing “work-life balance practices” and develop TWO new 5
practices for the company
Develop an “Induction Program” for new employee on-boarding for 5
the company
Develop an “Individual Development Plan” and an “Team 5
Development Plan” for employees of the company
Brief on existing “external party mediations and arbitrations” and 5
develop TWO new ideas for arbitrations for the company using the
existing legislation
Brief on existing “Termination and disciplinary process” and develop 5
a new process for fair disciplinary and dismissal decision making
Report formatting, Structure, Language, Grammar and Referencing 10
Total 100

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T-1.8.

Student Declaration: I declare that the work submitted is my

Assessor Declaration: I declare that I have conducted

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 1

Purpose of the Assessment

2.8 Evaluate and revise employee relations policies regularly

Resources required for this Assessment

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 2

 Computer with relevant software applications and access to internet

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 3

EMPLOYEE RELATIONS (ER) STRATEGY REPORT

ENERGEX is a subsidiary of Energy Queensland Limited, a State government-owned corporation.

These assets include in excess of:

 52,800 km of total overhead and underground lines

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 4

To set a new standard of excellence in delivering customers’ energy needs.

ENERGEX Employee Relations Vision

Purpose and Reason for Employee Relations (ER) Strategy

1. Alignment with strategic direction

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 5

SCENARIO AND CONTEXT

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 6

TASK INSTRUCTIONS, REQUIREMENTS AND MARKING CRITERIA

1. Company introduction, overview and description

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 7

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 8

Company introduction, overview and description

Company’s mission statement and organizational objectives

Develop TWO new employment related “Risk Management Strategies”

Discuss strategies for collective employment agreements, contracts and Awards

Create a communication process ( as an internal advertisement poster) for all

Develop a “communication plan to promote diversity” and its benefits. Create an

Develop an “Individual Development Plan” and an “Team Development Plan” for

APPENDIX 1 (references and external resources)

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 9

Background: ENERGEX is an electricity company. It is an Australian company. The company is a

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 10

ORGANISATIONAL OBJECTIVES FOR EMPLOYEE RELATIONS

 To instil a positive climate with respect to the employee relations.

EXISTING “EMPLOYEE RELATIONS STRATEGY” AND DEVELOP TWO NEW STRATEGIES

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 11

EXISTING “RECRUITMENT AND SELECTION STRATEGY” AND DEVELOP TWO NEW

EXISTING “EMPLOYEE BENEFITS” AND DEVELOP TWO NEW STRATEGIES

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 12

EXISTING “PERFORMANCE DEVELOPMENT AND TRAINING STRATEGY” AND DEVELOP TWO

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CURRENT ER RISKS AND DEVELOP TWO NEW “RISK MANAGEMENT STRATEGIES”

Risk Analysis Matrix

Likelihood Rare Unlikely Possible Likely Almost

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 14

Risk Management Strategies for the risks

Guides to Risk Analysis and Management

Rating Likelihood of Occurrence

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STRATEGIES FOR COLLECTIVE EMPLOYMENT AGREEMENTS, CONTRACTS AND AWARDS

TWO “EXISTING CONFLICT AND NEGOTIATION SITUATIONS” IDENTIFIED AND SOLUTIONS

ER Problem 1: Autocratic management

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 16

ER Problem 2: Employee Grievances

INTERNAL ADVERTISEMENT POSTER FOR CONFLICT RESOLUTION

Paste Internal Advertisement Poster:

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