Objectives:
By the end of the seminar, delegates will:
- Be able to relate the role of ER to the role of the Managers/Supervisor and Team Leader.
- Know how to manage change.
- Be able to deal with performance problems and modify the behaviour of employees.
- Be able to influence the behaviour of managers and team leaders.
- Be able to operate disciplinary procedures and grievance procedure.
- Know how to manage absence.
- Understand the role of an Employee Assistance programme.
Training Methodology:
The training methodology used is designed to encourage maximum participation by all delegates. The presenter will suggest ideas and theories to the delegates and then encourage them to test out the ideas by the use of discussion, small group work, exercises and feedback. Each day of the seminar will end by delegates completing their own record of what has been learned on the day and considering how the ideas might be transferred back to the workplace.
Organisational Impact:
The benefits to the organisation in delegates attending this seminar and putting the ideas into practice are as follows:
- Improved leadership.
- Greater productivity.
- Improved morale and commitment.
- A line management team (Supervisors and team Leaders) will feel supported by the ER function.
- The ER function will develop closer working relationships with the line management team (Supervisors and team Leaders).
- Improved standards of performance and conduct throughout the organization.
Personal Impact:
The seminar will equip delegates with the following skills:
- Motivate employees in a positive and thorough way.
- Understand why people work and why they try hard (and why they sometimes don’t).
- Handling Grievances.
- The different roles of HR and ER staff; line managers, supervisors and team leaders.
- How to make Disciplinary Action effective and the mistakes to avoid.
- Managing common problems such as absence or lateness.
- Performance Management.
- Linking the organisations values to the ER function.
Day 1: The Core Role of Employee Relations
- The Context.
- Change Management.
- ER and Nationalisation.
- Understanding the Rationale of ER.
- The Core Role of ER.
- The distinction between the role of ER and the role of the Manager.
- The Impact on Policies and Procedures.
- Change Agent and Employee Champion.
- The Psychological Contract.
Day 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.
Day 3: Supporting the Manager, Supervisor or Team Leader
- Grievances.
- Conducting the Grievance Interview.
- Management’s right to manage.
- Equal Opportunities.
- Discrimination.
- Equality and diversity.
- Harassment and Bullying.
- Motivation.
Day 4: Managing Performance, Counselling, Providing Employee Assistance
- The performance management process.
- Motivation and Goal Theory.
- Giving Feedback.
- Coaching.
- Counselling – Managers and Supervisors.
- Counselling employees.
- A Counselling Style Inventory.
- Employee Assistance Programmes.
Day 5: 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.
Language: English.
Place: London – UK.
Venue (TBC): Radisson Edwardian Sussex Hotel (Address: 19-25 Granville Place, Marylebone, London W1H 6PA – UK).
