Employee Relationship Specialist seminar is designed to develop increased productivity and motivation through the application of best practice in the way that the organization treats employees. The workshop will enable the creation of a working environment in which all staff can contribute their full potential.
Despite the evolution of the various functions of Human Resources (HR), Employee Relations (ER) is still considered to be a grey function.
Employee Relationship Specialist is expected to administer, report on operational KPIs, handle grievances, enforce policies, manage performance, deal with internal communication, promote social functions, and the list goes on.
This course is designed to shed light on all the activities under the employee relations’ function. From administration to grievance resolution, the course material and resources ensure that attendees improve their awareness and hence, their engagement level within the employee relations functions of their organization.
This will involve creating a supportive and trusting climate at work and ensuring that individual and collective ER issues are handled positively and sensitively.
The main features of the seminar are:
Shows how to create a close working relationship between ER and the rest of the organization
Establishes the policies that create a practical ER function
Matches these policies to the practices that support them
Addresses how to get the best from people
Addresses critical issues for ER and Supervisors/Team Leaders such as handling absence, poor timekeeping, and unrealistic aspirations for promotion
Students will understand labor relations and collective bargaining in the private and public sectors from historical and current perspectives. They will study the laws that regulate the relationships between employers and employees.
Some of the topics studied will include the processes of establishing a bargaining unit, negotiating a collective agreement and administrating the agreement’s arbitration and unfair labor practices stipulations.
Students will also learn about legal issues of employment through examining the federal and state laws that impact personnel functions and the applicable company policies in workplace settings. This means that students will learn about equal work, affirmative action, workplace privacy, and mandatory safety programs.
You might be interested in another Human Resources workshops as continual improvement paths.
YOU WILL LEARN HOW TO
The course is divided into independent modules tapping on the function of the employee relations profession. Role plays, group activities and cases are included for each module to strengthen participants’ ability to transfer the knowledge into the work environment. A small portion of the course time is used to debunk some myths and trends related to the function. Awareness building, skill building and reflection times are carefully designed to ensure the right impact.
By the end of the course, participants will be able to:
Define employee relations as a function and list its central roles within human resources
Manage employee files and records as per local labor laws and regulations
Use the right Key Performance Indicators (KPIs) to improve attendance and minimize absenteeism
Apply objective means of moral measurement and enhancement to improve employee morale
Differentiate between employee whining, complaints, and grievances and decide when to treat an issue as a grievance and how to handle it properly
IMPORTANT COURSE INFORMATION
No prior knowledge or understanding of HR process is required.
Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.
Employee Relationship Specialist is a fully endorsed programme, and upon completion of the seminar and assessment, successful applicants will also be awarded a Certificate from the ILM.
COURSE OUTLINE
Defining the ER function
Primary duties and responsibilities of ER officers
ER versus HR
Employee relations versus personnel and administration
Understanding the labor law
The relationship between labor law and ER
ER and Nationalisation
Understanding the Rationale of ER
The Core Role of ER
The distinction between the role of ER and the part of the Manager
The Impact on Policies and Procedures
Change Agent and Employee Champion
The Psychological Contract
Defining the ER function
Primary duties and responsibilities of ER officers
ER versus HR
Employee relations versus personnel and administration
Understanding the labor law
The relationship between labor law and ER
ER and Nationalisation
Understanding the Rationale of ER
The Core Role of ER
The distinction between the role of ER and the part of the Manager
The Impact on Policies and Procedures
Change Agent and Employee Champion
The Psychological Contract
Module 2: The ER function in Practice
Communications
Team Briefing
Consultation
Discipline – Gross misconduct
Discipline – Poor performance
Appeals
Handling sickness absence
Return to work interviews
Notification Rules
Trigger Mechanisms
Module 3: Managing employee files and records
The bare essentials that should be kept on record at all times
Organizing the files: the logical approach
Organizing the files: the legal requirements
Code of ethics and disciplinary measures
Approaches to updating employee files
Ad hoc updating versus periodic
Automating employee files: advantages and disadvantages
Human Resources Information Systems (HRIS)
Analyzing what is best for you
The global ranking of current HRIS
Module 4: Supporting the Manager, Supervisor or Team Leader
The definition of a grievance
Conducting the Grievance Interview
Claims versus complaints versus whining
The grievance handling procedures: recommended steps
Grievance rate and grievance resolution rate
The main KPIs for measuring your grievance resolution ratio
Management’s right to manage
Equal Opportunities
Discrimination
Equality and diversity
Harassment and Bullying
Motivation
Module 5: Managing Performance, Counselling, Providing Employee Assistance
The performance management process
Motivation and Goal Theory
Giving Feedback
Coaching
Counseling – Managers and Supervisors
Counseling employees
A Counselling Style Inventory
Employee Assistance Programmes
Module 6: Attendance management
Organizational requirements and attendance management
Punctuality and discipline: tips for improving performance in these two areas
Flexi-Time: definition and uses
Pros and cons of Flexi-Time cultures
Absenteeism: the main KPIs for measuring absenteeism
Cost of absenteeism
Analyzing absenteeism to reduce it
Module 7: Getting the Best from People
Getting the best from People
Then characteristics of leaders
Leading vs. Managing
Leadership Competencies
Leadership development
360-degree feedback
Seminar review
Personal Development Planning
Module 8: Employee morale
The definition of employee morale
Employee morale versus organizational health
Assessing employee morale
Objective versus subjective approaches for evaluating morale
Using the Dow Jones model to measure morale
The various KPIs that are influenced by employee morale
Organizational health surveys: the main criteria for designing a survey
Module 9: Exit interviews
When, how and by whom
Format and content
Analysis and findings
Exit interview sample
