Employee Relations Professional
Training & Human Resources
Introduction
Company expectations from Employee Relations (ER) staff are increasing, and the pressure to deliver more with less implies they should be more knowledgeable than the staff in HR administration and operations functions. Taking this into consideration, this course is designed to shed light on activities that are formally and informally expected from ER units. Also, this course is a functional journey that will assist participants in exploring the skills that contribute to success
- Define the role of employee relations within the organization and
the HR function.
- Operate in line with the relevant sections of national labor laws.
- Create and use HR analytics and Key Performance Indicators (KPIs)
to devise operational employee relations strategies.
- Conduct employee satisfaction surveys and interpret their results.
- Differentiate between coaching and counseling and apply both within
the work environment.
- Analyze performance management data to report and advise on
performance and productivity.
- Prepare exit interviews and analyze results to reduce turnover
Training Methodology
A highly interactive combination of lecture and discussion sessions will be managed to maximize the amount and quality of information, knowledge and experience transfer. The sessions will start by raising the most relevant questions and motivate everybody finding the right answers. The attendants will also be encouraged to raise more of their own questions and to share developing the right answers using their own analysis and experience.
Percentage of Delivery Methodologies
- 35% Presentation
- 30% Group & Individual Exercises
- 25% Case Studies
- 10% Active Movies and Simulation
Course Outline
Day 1:
Employee
relations
- Definition of the employee
relations function.
- Main duties and
responsibilities.
- Administration versus
operations versus welfare.
- Employee relations versus
human resources.
- Employee relations versus
personnel and administration.
- Employee relations versus
performance management.
- Employee relations versus
training and development.
Day 2:
National
labor laws
- Main sections of the labor
law.
- Labor law and administration.
- Code of conduct.
- Disciplinary matrixes.
- Disputes resolution:
employee, company, and law.
- Code of conduct and legality
of the disciplinary framework.
- Role of employee relations
in communicating labor law.
From
workforce reporting to impactful analytics
- Employee relations main key
performance indicators.
- More data does not equal
useful data.
- The importance of analytics in
critical business directions.
- Providing implications not
HR directives.
Day 3:
Employee morale
- Organizational culture
versus organizational climate.
- Influencing organizational
climate.
- Defining employee morale.
- Main principles for the
development of employee satisfaction surveys.
- Employee morale versus
organizational health.
- Tangible and intangible
measures of employee morale.
- The morale index.
Day 4:
Coaching and counseling roles of employee relations
- Appropriateness of coaching
and counseling.
- Common mistakes made .by
employee relations.
- Coaching methodologies and
tools.
Performance
management and career development
- Understanding your workforce
culture, capabilities, and needs.
- Performance management
systems.
- The tangibles and
intangibles in performance management.
- Role of employee relations
in performance management and career planning.
- Talent management grids.
- Succession planning.
Day 5:
Exit interviews
- The importance of exit
interviews.
- Exit interview form.
- Conducting exit interviews.
- Reporting exit interview
results.
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