Subject Code : BSBWRK520
Assignment Task:

Case Study on BSBWRK520: National Camper Trailers and Chris Davis Case Study

Part A National Camper Trailers:

Review and analyze the following National Camper Trailers Documents: 

  • Strategic Plan 

  • Operational Plan

  • HR Report 

  • 8 Mth Forecast 

  • NCT Budget to June 2016

Question 1

After analyzing the strategic and operational plans, determine and the long term employee relations required. 

Write up below a plan which will assist with the company’s objectives.

Question 2

Summarise the existing employee relations performance in relation to workforce objectives.

Question 3

National Camper trailers is currently looking at ways to increase profitability over the next 3 years by 10%. To achieve this, the following ideas have been put to management for consideration; 

  • Source stainless-steel from an overseas supplier 

  • Move manufacturing offshore

  • Cut staffing numbers 

  • Increase productivity 

 On reflection of these ideas, list below the possible cost- benefits, risk -analysis and current legislation requirements.

Question 4

Currently, National Campers Trailer doesn’t have any Industrial Relations Policies or Plans. 

You have been asked by Heather (HR & WHS Manager) to work with her to develop the following new/ revised three (3) policies for National Camper Trailers (approximately one page per policy).

Heather has also requested you include (as a minimum) the following bullet point sections; 

Industrial Relations Policy 

  • Policy Statement 

  • Responsibilities 

  • Equality in Employment 

  • Recruitment and Selection 

Performance Management & PD Policy 

  • Policy Statement 

  • Responsibilities 

  • Performance Management 

  • Professional Development 

Ensure you make arrangements for training and development for identified needs to support the company’s objectives  

Grievance Policy & Procedure 

  • Policy Statement 

  • Responsibilities 

  • Processes for addressing grievances and conflict to stakeholders

Question 5

Describe the skills and knowledge needed by management and the workforce to effectively implement these strategies and policies.

Question 6

You have been asked by Heather (HR & WHS Manager) to work with her to develop an Implementation Plan (including a contingency plan) for the employee relations policies and strategies you recently developed. 

Heather would like the implementation plan to include the following; 

  • Take no longer than 1-month implementation period; 

  • Include all employees with an acknowledgment receipt, to be retained on each staff member’s file; 

  • Include a Contingency Plan 

Develop and upload

Question 7

Following the implementation process commencement, one of the employees has refused to acknowledge the policy. He is a member of the Australian Manufacturing Workers Union (AMWU) and is disputing the Performance Management & PD Policy (as developed in question 4).

Describe how you would manage this situation to reach an agreement on changes been implemented.

Question 8

In light of the resent AMWU member employee issues you addressed in Question 7, review your three (3) employee relations policies from question 4 and establish whether they are meeting their intended outcome. 

Detail below your findings included what you would change and why or why not.

Part B Chris Davis:

Chris Davis has been an employee of National Camper Trailers for 15 years. He joined the company straight out of school and at 32 years of age, he is the longest-serving staff member in the assembly fit-out team. 

Two (2) weeks ago, a new manager was appointed to this area and Chris is very disappointed because he believed he should have been promoted internally and the new manager employed from outside the company doesn’t know the business yet or have the experience in managing an assembly fit-out team. 

Chris has come to you with his grievance and he is getting very passionate in his discussion with you. You ask him to lodge a formal grievance in line with the Grievance policy. This made him angry and accuses you of not taking him seriously and “fogging him off”. 

Reluctantly, Chris completes a grievance form and hands the form to you. (See Appendix A)

Chris is a member of the AMWU and has already contacted them in regard to this matter and according to Chris, they have advised him to seek answers and take action immediately.

Question 1

Based on the case study, the list below the documentation and other sources of information that you may need to access, to clarify the issue in dispute and ensure completeness, balance, and relevance in a resolution.

Question 2

In the event you were needing to obtain expert specialist advice to assist in this matter with Chris Davis, what would you do and how would you do that? 

Question 3

In discussions with Heather (HR & WHS Manager), it is revealed that Chris never applied for the Manager position or ever expressed interest in the position. 

Chris has also never undertaken management training had experience in this area, but Heather has concerns that if the grievance is not handled delicately he may leave and take 15 years (the longest servicing staff member in this area) of experience with him and more importantly, he is a great asset to the company in training new staff in this area. 

Determine what the desired negotiation outcomes, strategy, and timeframes would be?

Question 4

Describe how you would advocate the company’s position in negotiation to obtain agreement.

Question 5

After you have a meeting with Chris to discuss his grievance, he has agreed to undertake management training in order to be considered for a management role in the future. He has agreed to enroll in a Diploma of Leadership and Management in the next 6 months and complete the qualification over the next 12 months online in his own time. 

The new manager has also agreed to be a mentor to Chris and provide support as required to ensure Chris stays focused and obtains his goal of completing the Diploma of Leadership and Management in the agreed timeframe.   

Develop a documented grievance outcome included necessary certification and agreed outcomes which will be signed off by all stakeholders including the AMWU representative.  

Question 6

Briefly describe how you would implement the outcome/ agreement you developed in question 5.

Question 7

Nine months later, Chris has not enrolled in a Diploma of Leadership and Management despite the manager’s consistent encouragement.  Heather has spoken to Chris about this and he expressed reluctance to undertake the qualification because of lack of time. 

Describe what remedial action you would take with Chris as he has failed to abide by the agreement signed nine months prior.

 

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  • Posted on : January 14th, 2019
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