Conference Description

Employee relations and responsibilities include identifying and resolving workplace issues that affect productivity. In this conference, participants will acquire the insight and experience to manage the employee relations process where issues with employee performance, job satisfaction and compliance with organizational policies exist. Skills in how to identify and manage employee relations issues and how to develop and execute an action plan to manage such issues through each phase of the employee relations process will also be covered.

Conference Objectives

• Defining employee relations as a function and list its main role within Human Resources
• Learning how to manage employee files and records as per the local labor laws and regulations
• Improving employee discipline through better attendance management
• Resolving employee grievances in a fair and responsible manner
• Enhancing morale through better recognition programs and welfare activities

Who Should Attend?

• Team leaders and team members
• managers 
• Supervisors 
• Anyone involved in HR planning.
• Anyone who is or will be responsible for managing teams or individuals
• Employees in the functions of employee relations

Program Schedule

DAY 1

• Defining the Employee Relations Function
• Main Duties and Responsibilities of Employee Relations Officers
• Employee Relations (ER) versus Human Resources (HR)
• Employee Relations versus Personnel and Administration
• The Relationship between Labor Law and Employee Relations

DAY 2

• 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 
• The Global Ranking of Current 

DAY 3

• 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 for Measuring Absenteeism
• Analyzing Absenteeism in Order to Reduce it

DAY 4

• 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
• 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