Created carefully with strategically arranged modules, the Advanced Employee Relations course provides all essential education to participants seeking to become experts in employee relations. The training program outline is up to date and pertinent to marketplace requirements, thus catering well to all analytical prediction of training needs in the specified area. A customised proposal can also be arranged, to suit the training requirement of your team.
By the end of the program, participants will be able to:
- Define Employee Relations from a legal perspective and link it with the labour law
- Use the legal and ethical approach in dealing with personal issues of employees
- Conduct reliable opinion surveys aimed at assessing organizational health
- Provide tangible support to other HR functions in establishing and implementing a fair performance management culture
- Implement a recognition system aimed at enhancing employee retention
- List the main steps in dispute resolutions and use them to protect both employees and the organization
- Establish a code of conduct and compliance culture in the organization
- Understanding Employee Relations (ER)
- The Importance of Knowing the Labour Law
- The Labour Law Definition of Employee Relations
- Employee Rights and Responsibilities
- Accountabilities for Employers and Organizations
- The Importance of Balancing Rights of Both Parties
- Managing Personal Issues
- The Definition of a Personal Issue
- Deciding on Counselling Tactics
- The Importance of Drawing the Line between Coaching and Counselling
- Approaches to Counselling
- Providing Counsel without Harming Organizational Interests and Accountabilities
- When to Avoid or Refuse Providing Counsel
- The Responsibilities of ER Counsellors
- Employee Surveys
- The Difference between Opinion and Morale Surveys
- Approaches to Measuring Morale Surveys
- The Use of Subjective and Objective Data
- The Main Key Performance Indicators in Morale Surveys
- Establishing an Employee Morale Index
- Performance Management (PM)
- The Role of ER in Managing Performance
- The Components of a Fair Performance Management System
- Measuring the Tangibles: How to Use Goals and Targets in a PM System
- Measuring the Intangibles: The Role of Competencies and Values in Measuring Performance
- Employee Recognition
- The Essentials of a Recognition Program
- Tangible and Intangible Rewards
- Linking Performance with Pay: The Role of ER
- Dealing with Underperformers
- Dispute Resolution
- The Definition of a Dispute
- Differences between Disputes, Conflicts and Differences of Opinion
- What the Labour Law Says about Disputes
- The Policy and Procedure for Dispute Resolution
- The Main Steps in Resolving Disputes
- Escalating Disputes: What to Do When Disputes Are Irreconcilable
- Codes of Conduct and Compliance
- The Definition of a Code of Conduct
- The Role of ER in Establishing Codes of Conduct
- The Main Sections in a Code of Conduct Manual
- Compliance Issues: The Role of ER
Who Should Attend?
Senior employees in Employee Relations, Human Resources or Personnel and Administration who are directly or indirectly responsible for supporting employees while protecting the organization.
- All our courses can be facilitated as Customized In-House Training course.
- Course duration is flexible and the contents can be modified to fit any number of days.
- As for Open Enrolment Courses, we offer our clients the flexibility to chose the location, date, and time and our team of experts who are spread around the globe will assist in facilitating the course.
- The course fee includes facilitation, training materials, 2 coffee breaks, buffet lunch and a Certificate of successful completion of Training.
- FREE Consultation and Coaching provided during and after the course.
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