Employee Relationship Specialist

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Employee Relationship Specialist

Employee Relationship Specialist seminar is designed to develop increased productivity and motivation through the application of best practice in the way that the organization treats employees. The workshop will enable the creation of a working environment in which all staff can contribute their full potential.

Despite the evolution of the various functions of Human Resources (HR), Employee Relations (ER) is still considered to be a grey function.

Employee Relationship Specialist is expected to administer, report on operational KPIs, handle grievances, enforce policies, manage performance, deal with internal communication, promote social functions, and the list goes on.

This course is designed to shed light on all the activities under the employee relations’ function. From administration to grievance resolution, the course material and resources ensure that attendees improve their awareness and hence, their engagement level within the employee relations functions of their organization.

This will involve creating a supportive and trusting climate at work and ensuring that individual and collective ER issues are handled positively and sensitively.

The main features of the seminar are:

Shows how to create a close working relationship between ER and the rest of the organization

Establishes the policies that create a practical ER function

Matches these policies to the practices that support them

Addresses how to get the best from people

Addresses critical issues for ER and Supervisors/Team Leaders such as handling absence, poor timekeeping, and unrealistic aspirations for promotion

Students will understand labor relations and collective bargaining in the private and public sectors from historical and current perspectives. They will study the laws that regulate the relationships between employers and employees.

Some of the topics studied will include the processes of establishing a bargaining unit, negotiating a collective agreement and administrating the agreement’s arbitration and unfair labor practices stipulations.

Students will also learn about legal issues of employment through examining the federal and state laws that impact personnel functions and the applicable company policies in workplace settings. This means that students will learn about equal work, affirmative action, workplace privacy, and mandatory safety programs.

You might be interested in another Human Resources workshops as continual improvement paths.

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  • COURSE TYPE Practitioner
  • DURATION 5 Days
  • COURSE ACCREDITED BY Local Certificate


The course is divided into independent modules tapping on the function of the employee relations profession. Role plays, group activities and cases are included for each module to strengthen participants’ ability to transfer the knowledge into the work environment. A small portion of the course time is used to debunk some myths and trends related to the function. Awareness building, skill building and reflection times are carefully designed to ensure the right impact.

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

Define employee relations as a function and list its central 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 moral 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


No prior knowledge or understanding of HR process is required.

Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.

Employee Relationship Specialist is a fully endorsed programme, and upon completion of the seminar and assessment, successful applicants will also be awarded a Certificate from the ILM.



Module 1: The Core Role of Employee Relations

Defining the ER function

Primary duties and responsibilities of ER officers

ER versus HR

Employee relations versus personnel and administration

Understanding the labor law

The relationship between labor law and ER

ER and Nationalisation

Understanding the Rationale of ER

The Core Role of ER

The distinction between the role of ER and the part of the Manager

The Impact on Policies and Procedures

Change Agent and Employee Champion

The Psychological Contract

Module 2: The ER function in Practice


Team Briefing


Discipline – Gross misconduct

Discipline – Poor performance


Handling sickness absence

Return to work interviews

Notification Rules

Trigger Mechanisms

Module 3: 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

Code of ethics and disciplinary measures

Approaches to updating employee files

Ad hoc updating versus periodic

Automating employee files: advantages and disadvantages

Human Resources Information Systems (HRIS)

Analyzing what is best for you

The global ranking of current HRIS

Module 4: Supporting the Manager, Supervisor or Team Leader

The definition of a grievance

Conducting the Grievance Interview

Claims 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

Management’s right to manage

Equal Opportunities


Equality and diversity

Harassment and Bullying


Module 5: Managing Performance, Counselling, Providing Employee Assistance

The performance management process

Motivation and Goal Theory

Giving Feedback


Counseling – Managers and Supervisors

Counseling employees

A Counselling Style Inventory

Employee Assistance Programmes

Module 6: Attendance management

Organizational requirements and 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 KPIs for measuring absenteeism

Cost of absenteeism

Analyzing absenteeism to reduce it

Module 7: Getting the Best from People

Getting the best from People

Then characteristics of leaders

Leading vs. Managing

Leadership Competencies

Leadership development

360-degree feedback

Seminar review

Personal Development Planning

Module 8: Employee morale

The definition of employee morale

Employee morale versus organizational health

Assessing employee morale

Objective versus subjective approaches for evaluating morale

Using the Dow Jones model to measure morale

The various KPIs that are influenced by employee morale

Organizational health surveys: the main criteria for designing a survey

Module 9: Exit interviews

When, how and by whom

Format and content

Analysis and findings

Exit interview sample

  • In The Classroom

  • Live, Online

  • Private Team Training

  • Indiviual Private Session

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