Introduction:

People, in general, can’t work well together without a positive relationship. Relationship management in
the workplace helps build effective teams where employees respect each other, listen to new ideas, and
work seamlessly as a team.

Employee relationship management (ERM) is a process organizations take to build healthy relationships.
Employee relationship management efforts build morale, connect team members, and identify pain
points within the organization. HR teams and leaders applying best practices in conflict resolution and
employee engagement creates a safe and interactive workplace culture.

This training will provide the conventional and new trends and requirements for employee relations;
The training has been prepared with utmost care and providing with essential knowledge for employee
relations.

Advanced Employee Relations course will empower you in becoming an Employee Relations Specialist
who understands the importance of building a conducive environment for the employees.

Learning Objective:

By the end of Advanced Employee Relations training, participants will be able to:

 Review all the aspects of the HR Function in the organization

 Have an influence on the management and employees, with/out authority
 Be a conduit of effective communication between employees and management
 Analyse the performance and give constructive feedback to improve the productivity
 Create an environment of trust and safety
 Strengthen the management and employee relation
 Understand and utilise proper resources and time in creating effective policies
 Managing the expectations of management and competencies of employees
 Create a healthy work culture to increase productivity and reduce employee turnover
 Coach and counsel employees for improved morale and engagement, consistently
 Enable organisational success by empowering employees with KSA (Knowledge, Skills, Abilities)
to perform well at job
 Review and provide annual reports and reward the employees
 Suggest corrective measures wherever employees are off the course
 Provide fair and just environment by preventing any discrimination basis biases (conscious
/unconscious)
 Become skilled at handling challenging employees, situations and take necessary disciplinary
actions, if required
Learning Objective:

Day #1: Resolution of Disputes:

 Terminology of a dispute
 Understanding the different types of disputes
 Labour law understanding of disputes
 Resolving disputes
 Ways to resolve disputes , when escalated : when disputes are creating conflicts
 Review of the course and “Question and Answer session”

Day #2: Managing Performance of Employees

 Understanding the importance of employee surveys

 How to measure morale surveys?
 Application of subjective and objective data
 Identifying the key indicators in morale surveys
 ER and its role in performance management
 Fair performance management system and its importance

Day #3: Responsibilities of ER Counsellors

 Understanding the terminology of personal issues

 Methods of counselling
 Understanding the line between coaching and counselling
 Learn the responsibilities of ER counsellors
 Understanding when to provide counselling and when not to

Day #4: Grievances vs Complaints vs Whining

 Terminology of grievance, complaints and whining

 Understanding the condition of grievance vs complaints vs whining
 Handling procedures
 Key performance indicators for resolution of grievance

Day #5: Resolution of Disputes:

 Terminology of a dispute
 Understanding the different types of disputes
 Labour law understanding of disputes
 Resolving disputes
 Ways to resolve disputes, when escalated: when disputes are creating conflicts
 Review of the course and “Question and Answer session”