Situational Analysis and Action Plan

Communication: Leaders and executive must gain employee trust and confidence and communicate the execution strategy and share the expected results.

A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.

Labor unions were established as a way for workers’ needs and grievances to be heard by management. According to Fossum (2012), “forming a union creates a collective voice to influence change at work” (p. 7). The collective voice of workers in a union holds much more power than any single employee’s voice. It can loudly draw attention to mistreatment or abuse of workers. The organized collective voice of workers demands to be treated in a fair way by its management in terms of wages, hours, benefits, and working conditions.

In order to create a successful marketing plan, a situational analysis must be conducted on AllStar Brands Medicine Group. This situational analysis will be an internal and external analysis and will include the 5Cs, known as Context, Competitors, Customers, Collaborators, and Company. To begin the situational analysis, it is critical to ask, "Where are we now?" The situational analysis will allow for our company to understand the current situation further and make better informed decisions for the future when discussing our marketing strategy. After the marketing strategy has been discussed, the marketing mix will be a direct result of those marketing strategies created.

After being confirmed in post all staff have a full induction day (refer to template) which ‘covers’ all aspects of the role including policy and legislation. They are also delivered ‘in house training’ and can access the various training on offer beyond the organisation. Areas for professional development are discussed at supervision and staff can request a particular form of training. If I feel that they need to familiarise themselves with particular aspects or need a more in depth understanding, then I will source specific training and recommend it.

All Staff have to attend at least 15 hours of training each year. This is a requirement in our workplace in order to help staff keep up with business targets and refresh in areas of work.

Within an induction period shadowing another member of staff is a useful way of learning a new role even if you are experienced at the role every work place has the own policies and procedures to adhere to. Each setting has different expectations from its staff and the service users they support, so this method of training is an effective way of introducing the work ethic and standards of each individual setting.

This training will begin with a four hour training session relaying these new practices to all employees over the course of a week. Thereafter there will be follow-up training sessions as management deems necessary to ensure that policy is being strictly adhered to.

The SCHC utilized the members of their own staff who work directly in the area to train other members; the book refers to these as super-users. The SCHC believed it was important for training to be conducted by someone who was “speaking their own language” to increase the users comfort and knowledge while using the system. The textbook recommends giving an ample amount of time to practice. In this case the health center provided 3 weeks of job-specific training by in house staff (“A West Virginia Health Center”, 2012).

All our staff are trained from day one in person centred approached, they are trained to ensure that they talk to the individuals they work with, they listen to their wants and needs and they ensure they are working

“Robert Tobias (2010) argues that to be effective, human resource managers need to embrace the possibility of positive and productive relations with labor unions.” (Riccucci pg. 10-11)

Over the last two centuries the relationship between organizations and their employees have changed as the result of interactions between the two groups and in response to changing governmental legislation. During this period, labor unions arose to advocate for workers and address the inherent power imbalance between individual workers and organizations (Thornton, 2013). In workplaces were unions represent employees, Foss (2008), defines labor relations as the “ongoing interchange between the union and the employer that identifies their common and specific interests and creates mechanism to clarify, mange, reduce and resolve conflicts over their specific interests” (p. 1). The legal framework governing the practice of labor relations is

A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.

“Robert Tobias (2010) argues that to be effective, human resource managers need to embrace the possibility of positive and productive relations with labor unions.” (Riccucci pg. 10-11)

How is the training being conducted on existing reps and new hires currently and how much time exactly is being allocated to that activity?