The British Academy for Training and Development offers a professional training course in Employee Relations Specialist. Professionals who know that employees are an organization's most valuable asset and who are committed to relationship management are called employee relationship professionals. Employee relationships influence nearly every HR decision. Developing, implementing, managing and analyzing the relationship between workers and employers is central to managing a sound corporate culture, managing or preventing disputes, building and managing employee discipline. Employees begin experiencing the culture even before they join an organization and are hired. Therefore, it is of utmost importance that everyone in the organization is friendly and welcoming to new hires. However, Employee Relations Specialists are the key entities that manage employee experience and engagement. This training course will help you become an employee relations specialist who understands the importance of creating a positive working environment for your employees. ER specialists work with management to develop policies that foster healthy working relationships and instill trust, security and belonging.

Who should attend? 

• Employee Relations Specialist.
• Leaders and Managers.
• HR personnel.
• Line Managers.
• HR experts.
• OD Consultants.
• Independent consultants.
• Corporate professionals managing people in the business.

How attendees will benefit? 

After completion of the course, delegates will understand: 

• Review all aspects of the HR function within your organization.
• Influencing unauthorized management and employees.
• Become an effective channel of communication between employees and management.
• Analyze performance and provide constructive feedback to improve productivity.
• Create an environment of trust and security.
• Strengthening the relationship between management and employees.
• Understand and use appropriate resources and time to create effective policies.
• Address management expectations and employee competencies.
• Build a healthy work culture to increase productivity and reduce employee turnover.
• Consistently train and mentor employees to improve morale and engagement.
• Enable your organization's success by empowering employees with KSA (Knowledge, Skills, and Abilities) to be more effective at their jobs.
• Review and prepare annual reports and reward employees.
• Suggest corrective actions when employees are off course.
• Prevent prejudice based on discrimination (consciously or unconsciously) and provide a fair and equitable environment.
• Proficient in dealing with challenging employees and situations and taking necessary disciplinary action when necessary.

The role of an ER Specialist:

• Context and Background; Rationale for ER
• Manage change and accompany employees throughout the migration process
• Culture Management, Employee Engagement, Conflict Management, etc.
• Difference Between ER Role and Manager Role
• Streamlined policies and procedures.

Critical functions of ER:

• Communication, team building, consulting, coaching, etc.
• Recreational activities
• rewards and recognition
• important conversations
• Balancing performance and growth
• Informal conversations that strengthen trust and cohesion (lunch break, talk about coffee and water dispensers).

ER's Role in Recruiting, Selection, and Onboarding:

• Pre-hiring: Manage the employee onboarding experience
• Regular communication and feedback on schedule and next steps.
• Upon-hiring: guidance direction, buddy coaching, Employee Experience Management/Overwhelm Avoidance.
• Regular feedback and support.

ER as a bridge between management and employees:

• Top-down management and communication.
• Equal and fair treatment.
• Opportunities for Growth and Success.
• Resource management and provision.
• Meritocracy and promotion.
• Diversity and inclusion.

Employee engagement with performance management:

• MARS model.
• Give Encouragement and Constructive Feedback.
• Rewards and recognition.
• Have meaningful conversations about feedback and performance.
• Record and document major incidents.
• (TOTAL quality control) TQM.
• Efforts to support employees.

Tools and software for ER enablement:

• Promote and deploy new and existing tools/software for efficient data management.
• Set and follow rules.
• Maintaining ethics in the workplace.
• Performance enhancement and personality development programs for career advancement.
• Maintain a record of audit and organizational success.

Enhancing employee skills:

• Training and development (introducing new courses)
• Job rotation and IJP’s.
• Employee exchange program.

Role of ER in shaping organisational culture:

• Alignment of values, vision and mission.
• Ownership and responsibility for building an inclusive culture.