Introduction:
This is a carefully-created program that comes with strategically arranged modules which sheds light on Advanced Employees Relations using all essential education material to the delegates. This training program has been planned out keeping in mind both the traditional and up to the minute trends and requirements of the given field. This makes the course an ideal learning opportunity for all of its participants. Please make a note that a custom proposal can also be acquired, if you have different training requirements for your team.
Course Description:
Total Rewards encompasses direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers. HR demonstrates value by designing and administering systems and programmes (e.g. base pay, benefits, incentive pay, leave, perquisites, retirement) that support recruitment and retention efforts. This module outlines a comprehensive, step-by-step approach to designing, implementing, administering, and maintaining a compensation system. Employee Engagement and Relations Employee Engagement solidifies the connection and relations among employee, manager, and the organisation’s mission, vision, values, and goals. HR demonstrates value by understanding and leveraging the employer-employee relationship from both individual and organisational perspectives, developing effective strategies to address appropriate expectations for performance and behaviour from employees at all levels.
Course outlines:
Day 1:
Understanding Employee Relations (ER)
– The Importance of Knowing the Labor Law
– The Labor Law Definition of Employee Relations.
– Employee Rights and Responsibilities.
– Accountabilities for Employers and Organizations.
Day 2:
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.
– Performance Management (PM).
– The Role of ER in Managing Performance.
– The Components of a Fair Performance Management System.
Day 3:
Managing Personal Issues
– The Definition of a Personal Issue.
– Deciding on Counseling Tactics.
– The Importance of Drawing the Line between Coaching and Counseling.
– Approaches to Counseling.
– Providing Counsel without Harming Organizational Interests and Accountability.
– When to Avoid or Refuse Providing Counsel.
– The Responsibilities of ER Counselors
Day 4:
Employee Grievances
– The definition of a grievance.
– Grievances 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.
Day 5:
Dispute Resolution
– The Definition of a Dispute.
– Differences between Disputes.
– What the Labor 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.
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