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The document outlines a role-play script between an HR manager and a rental manager discussing how to handle employee grievances regarding job security and retraining amidst business restructuring. It also details the grievance and anti-discrimination policies of JKL Industries, emphasizing the importance of addressing disputes at the lowest level. An action plan is included to improve knowledge of the Fair Work Act and to implement strategies for resolving conflicts and enhancing team collaboration.

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7 views

BSBLDR502_Ass3

The document outlines a role-play script between an HR manager and a rental manager discussing how to handle employee grievances regarding job security and retraining amidst business restructuring. It also details the grievance and anti-discrimination policies of JKL Industries, emphasizing the importance of addressing disputes at the lowest level. An action plan is included to improve knowledge of the Fair Work Act and to implement strategies for resolving conflicts and enhancing team collaboration.

Uploaded by

casbambi30
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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BSBLDR502 LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIP

Assessment Task 3 Dispute resolution guidance sessions

Group Role - play ----SCRIPT----

HR manager: Hello Shiho! How are you today?

Rental manager: I’m good, thank you. Yourself?

HR manager: Very good, thanks! First of all I would like to ask you some questions. How are you going to conduct
the meeting with your employee?

Rental manager: Well, I will ask him open questions.

HR manager: What do you mean by open questions?

Rental Manager: I will ask him for his opinion and some suggestions, if he has any.

HR manager: And how are you going to promote trust in your team?

Rental Manager: My behavior will be honest, fair consistent, loyal, reliable, sincere and truthful.

HR manager: Ok, I understand. Demonstrate how you show body language when you are going to have a meeting
with him.

Rental manager: I’m going to look at him while he talks, keep eye contact, smile, speak slow and clear, use a
moderate and low tone of voice.

HR manager: Ok, thank you. As you know we have made an appointment to discuss about some concerns that one
of your employee has. Can you tell me more about that?

Rental manager: He has concerns about the plan to restructure the business.

HR manager: Oh I’m sorry to hear that! As a consequence of that what do you think how the employee feels?

Rental manager: He’s very upset because he is feeling that he will lose his job as a result of the restructure.

HR manager: Apart of that does the employee has any other concerns?

Rental Manager: He also thinks he won’t be given the opportunity to retrain.

HR manger: Do you think that you have enough ability to handle the situation?

Rental manager: No, I have no idea how to handle it as I’m very new and I haven’t been provided with the
retraining. Actually, he would like to formally complaint about it.

HR manager: So basically the employee is scared too lose his job and afraid that he won’t be given the opportunity
to retrain, and as I understood he also doesn’t understand how the salary is made. To make you the situation a little
bit clearer I’ll explain you the grievance and antidiscrimination policies of our company, and code of ethics.

Let’s first talk about the grievance policy and its procedure.

JKL Industries supports the right of every employee to lodge a grievance with their manager if they believe a
decision, behavior or action affecting their employment is unfair. An employee may raise a grievance about any
performance improvement action taken against them.
BSBLDR502 LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIP

Management and employees of JKL Industries should follow the principle that disputes should be addressed at the
lowest possible level and should not be escalated either within JKL or to outside bodies until all reasonable
avenues for resolution have been explored.

Relevant legislation may include, but is not limited to: Privacy Act 1998 and anti-discrimination legislation. The
grievance procedure sets out a process whereby disputes are kept at the lowest level. Employees should their
grievance first to their immediate supervisor, which the employee has done.

The next policy that I would like to explain you is the Anti-discrimination policy.

The purpose of this policy is to underscore the organization’s commitment to the fair treatment of all personnel and
customers. At JKL Industries, anyone engaged in employment or the provision or receipt of training and/or services
has the right to operate in an environment that is free from discrimination.

Ok, now would like to read the code of ethics for me, please?

Rental manager: Yeah, sure. Employees and officers of JKL Industries are expected to:

 respect and support the core values of the organization:


o performance excellence
o value for investors, customers and employees
o personal and professional development
o diversity
o sustainability
 respect and treat others (colleagues, managers, reports, clients, customers and organizational
stakeholders) with fairness
 act in accordance with relevant legislation, standards and industry codes of practice
 act honestly to protect the reputation of JKL Industries; avoid the fact or appearance of conflict of interest
 protect the privacy of others in accordance with organizational privacy and recordkeeping policies.

HR manager: Now that we have explained these policies and procedures do you feel that you understand them?

Rental manager: Yes, I definitely do.

HR manager: I would also like to explain you the Fair Work Act which is the discrimination on the basis of race,
color, sex, sexual orientation, age, physical or mental disability, marital status, family or career responsibilities.
And the antidiscrimination legislation which is the right of people to be treated equally.

Do you have any additional questions?

Rental manager: No, It’s all clear thank you.

HR manager: Finally we can find a solution to the employees concerns. I have to say that the employee it’s not
going to lose his job because I’ll provide him with a training so he can get use to the new workplace. The employee
is paid to the terms of the relevant modern award (MA000089 Vehicle Manufacturing, Repair, Services and Retail
Award 2010), he will be able to negotiate possibly much better pay and conditions in upcoming enterprise
bargaining.

That would be all for today. Now that we have had this meeting you can talk with your employee and explain him
what we have discussed.

Rental manager: Thank you so much. I will definitely do so. Bye, bye!

HR manager: Good bye!


BSBLDR502 LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIP

Appendix 2: Action plan template

Action/activity Timeframe Person/s Description of strategy/ Resources, if


responsible tactic/rationale for action required
Fair Work Act 2 weeks HR Manager Improve the Fair Work Act Fair Work Act
knowledge knowledge for employment Work book
Presentation
Deal with 2 Months Operation Deal with the grievance Computer
grievance Manager policies and procedures for Presentation
resolving conflict in
accordance with company
SWOT Analysis 1 Month HR Manager Analysis the strength and Employment
weakness to overcome the workbook
problem and know the area Presentation
to improve
Team Building 2 Months HR Manager Collaborate with team to Computer
identify team need, goal, Presentation
and ways for team to
perform in ways that reduce
the potential for conflict

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