Employee Relations: Roles and Responsibilities
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Employee Relations: Roles and Responsibilities Course
Introduction:
Companies that cultivate engaged employees witness a significant boost in productivity. It is imperative for organizations to foster an environment where employees feel empowered and valued. Strong employee relations contribute to heightened morale and motivation, ultimately leading to positive outcomes for company growth and revenue.
The role of employee relations staff encompasses a wide range of responsibilities. They are responsible for administering and reporting on operational key performance indicators (KPIs), addressing grievances, enforcing policies, managing performance, facilitating internal communication, organizing social functions, and much more. Their multifaceted involvement is instrumental in maintaining a harmonious and productive work environment.
Course Objectives:
By the end of the Employee Relations - Roles and Responsibilities Training course, participants will be able to:
- Define employee relations as a function and list its main 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 morale 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
Who Should Attend?
Employee Relations - Roles and Responsibilities Training course, is ideal for:
- Employee Relations Specialist,
- Leaders and Managers,
- HR personnel, Line Managers,
- HR experts, OD Consultants and Independent consultants,
- Corporate professionals managing people in the business
Course Outlines:
Employee Relations (ER)
- Defining the ER Function
- Main Duties and Responsibilities of ER Officers
- Employee Relations (ER) versus Human Resources (HR)
- Employee Relations versus Personnel and Administration
- The Relationship between Labor Law and Employee Relations
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
- Approaches to Updating Employee Files
- Ad Hoc Updating versus Periodic
- Automating Employee Files: Advantages and Disadvantages
- Human Resources Information Systems (HRIS)
- The Global Ranking of Current HRIS
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 Key Performance Indicators (KPIs) for Measuring Absenteeism
- Analyzing Absenteeism in Order to Reduce it
Employee Morale
- The Definition of Employee Morale
- Employee Morale versus Organizational Health
- Assessing Employee Morale
- Objective versus Subjective Approaches for Assessing Morale
- Using the Dow Jones Model to Measure Morale
- The Various Key Performance Indicators that are Influenced by Employee Morale
- Organizational Health Surveys: The Main Criteria for Designing a Survey
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