Performance objective
According Brains and Westmacott (2018)an organization background is the explanation of the mission of the company or business in not less than three sentences. It also identifies the services and constituents of the company. A good develop organizational contextual can assist the company to succeed if it apply for grants from international financial organizations. However, a well-developed company contextual have to state the mission of a given organization elements and services. Similarly, the company long-term goals, achievements and impact of attaining the aims in a larger-scale have to be listed in the background (Brinkerhoff, 2015). The description of organization history is required in the contextual, detailing the programs and operations of the company, and putting together the organization funding in a last paragraph. Finally, it advisable to indicate to the funding organizations how the financial support they provided or offer will promote the mission and benefit the society a rounding the company.
Long-term Employee Relations Objectives
Brains and Westmacott (2018) stipulates that long-term objectives are the performance goals of a company or organization that are intended to be attained over a given period of time. The objectives can specific improvements in the company competitive position, corporate image, and technology leadership and employee relations, profitability and social responsibility. The long-term objectives of a company should be accepted by the both parties in order for it to be effective in the business. It should also be appropriate and flexible to the organization planning. Lastly, a well-stated and meaningful long-term goals have be understand by all company stakeholders.
Current Employee Relations Performance
The current performance relations should be established to indicate the objectives and competency expectations that can be evaluated in a given period of time. But, for the current relations to be successful the employee and the evaluator should meet to plan on how to implements the current performance goals in relation to organization mission and objectives. They should also discuss and establish a mutual competency anticipation understanding between them. Thus, it should be noted that employee may at a time require the discussion of the current performance goalmouths in accordance with the plan and design effectiveness.
Employee Relations Strategy Strategic Options
For a company to perform better is it significant for the it to ensure that the employee are comfortable among themselves, embracing team work and sharing a common rapport for the achievement of organization objectives (Carton, 2018). To develop a conducive employee relations in a company the following phases must be followed, involving of team members, encouragement of people to share their work with one another and assigning individuals a target. Other steps are encouraging effective communication between the team members and promotion of written modes of communication among the employee for transparency in the organization.
Assessment description
Stakeholder Consultation
Consulting with the company stakeholders is a policy instrument which is mostly used by the policy creators to project policies and in preparation of legislative proposals (Cascio, 2015). The review of organization stakeholder consultation in a company regime is significant for the successfulness of the organization. It offers opportunity to investigate the empirically stakeholder evaluation of their own era and asking of the vital questions about its self-ruled identifications (Briscoe, Tarique, & Schuler, 2015). The stakeholder should be in support of the optimistic opinion done on its credentials and legality of the company regime.
Evaluation Options
An evaluation option for a company evaluate and prioritizes a list of option inside the organization. By the establishment of the evaluation options the list of weighing each option is adopted has well. It is helpful in the determination of whether a criteria is mandatory when evaluating the different options. For instance the company can have different level of option evaluation and in each level different organization option are being worked on.
Cost, Benefit Analysis and Risk Management
They are many ways which can be adopted by the organization to analysis cost, benefits, and risks related with the plan. Cost analysis is done by breaking down the plans into components by coming up with a flowcharts or lists of outputs, inputs, events and activities. Then calculate the cost and lastly compare with the sum of the costs with the amount of the benefits. Risk assessment is done by ranking the components into hierarchy to reflect their impacts, assigning weight values to each component, and estimation of the likely failure or success of each component (Chalip & Hutchinson, 2017). Lastly, multiply the likely failure or success with each component and compare the risk with the benefits and cost linked.
Legislative Requirements and Key Considerations
An organization must consider the legal requirements when commencing its operations. The company can face a serious penalties when it fail to consider the regulations and necessities required. Some of the key considerations and requirements are appropriate business structure, leasing premises, intellectual property, employment, supplier agreements, risk management, privacy and information, and health, safety and environment contemplations.
Identification of Long-term Employee Objectives Meets
The long-term objective identified met the employee relations needs. Since both the employee and evaluator had to plan performance discussion before the implementation of the relations stipulated (Student Workbook, 2015).
Dear Sir/ Madam,
Have I arrange the most relevant time for the discussion of the draft proposal with the potential stakeholders.Kindly avail and keep time.
References
Brains, S. & Westmacott, A., (2018). Risk management and contingency plans. Profile: Issues in Professional Development and training plains. Open University Press.
Brinkerhoff, J. M. (2015). Public sector management reform in developing countries: Public Administration and Development of Employment management.
Briscoe, D., Tarique, I., & Schuler, R. (2015). International human resource management: Policies and practices for multinational enterprises. Routledge.
Carton, S. T. (2018). Background of conflicts and disputes in an organization workplace. McGraw-Hill Education.
Cascio, W. (2015). Managing human resources and Adherence to agreed actions. McGraw-Hill Education 2015.
Chalip, L. & Hutchinson, R., (2017). Implementing collective agreements and documenting. Management in Society Journal. 20(1), pp.30-46.
Student Workbook, (2015), BSBWRK510 –Manage employee relations, Innovations and Business Industry. Council, Australia
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