Certified Specialist in Employee Relations

Certified Specialist in Employee Relations

Methodology

The course concludes with an evaluation on the last day to obtain the certificate. To increase the likelihood of success, activities, role-playing, and videos will be used as models for the applied systems in the workplace.

Course Objectives

At the end of the course, participants will be able to:

1. Identify the role of employee relations within the organization and human resource management.
2. Interact harmoniously with relevant departments according to national labor laws.
3. Create and utilize human resource analytics and key performance indicators (KPIs) to structure operational strategies for the employee relations department.
4. Conduct employee satisfaction surveys and interpret the results.
5. Differentiate between training and consultation and apply both within the work environment.
6. Analyze performance management data to provide reports and advice on performance and productivity.
7. Conduct exit interviews and analyze the results to reduce employee turnover.

Target Audience

Employee relations and human resource management professionals, as well as employees and administrators responsible for directly or indirectly supporting employees and other departments.

Program Content

1. Employee Relations

• Defining the role of employee relations
• Key duties and responsibilities
• Management vs. operations vs. social care
• Employee relations vs. human resource management
• Employee relations vs. management and affairs
• Employee relations vs. performance management
• Employee relations vs. training and development

2. National Labor Laws

• Key sections of labor laws
• Labor laws and management
• Code of conduct
• Discipline matrices
• Dispute resolution: employee, company, and the law
• Code of conduct and its legitimacy within the behavioral domain
• The role of employee relations in delivering labor laws

3. From Workforce Complaints to Impactful Analytics

• Key performance indicators in employee relations
• Abundance of information does not necessarily mean useful information
• The importance of analyzing critical business trends
• Clarification effects are not HR instructions

4. Employee Morale

• Organizational culture vs. corporate environment
• Impact of the corporate environment
• Defining employee morale
• Key principles for developing employee satisfaction surveys
• Employee morale vs. organizational health
• Tangible and intangible measures of employee morale
• Morale index

5. The Role of Employee Relations in Guidance and Consultation

• Importance of aligning guidance and consultation
• Common mistakes in employee relations
• Tools and methodologies for training

6. Performance Management and Career Development

• Understanding workforce capabilities, cultures, and needs
• Performance management systems
• Tangible and intangible aspects of performance management
• The role of employee relations in performance management and career development
• Talent management networks
• Succession planning/job rotation

7. Exit Interviews

• Importance of exit interviews
• Exit interview template
• Conducting exit interviews
• Reporting the results of exit interviews