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

Interactions between staff relations and human resources functions.

Implemented processes and compliance with national labor law.

Measure the performance of HR and KPI by linking with employee relations strategies.

Conduct and interpret the results of staff satisfaction surveys.

Distinguish between training, counseling and application in the work environment.

Analysis of performance management data for reporting and advice on performance and productivity.

Conduct exit interviews and analyze results to reduce turnover.

· Employee relations

• Definition of the employee relations function
• Main duties and responsibilities
• Administration versus operations versus welfare
• Employee relations versus human resources
• Employee relations versus personnel and administration
• Employee relations versus performance management
• Employee relations versus training and development

· National labor laws

• Main sections of the labor law
• Labor law and administration
• Code of conduct
• Disciplinary matrixes
• Disputes resolution: employee, company and law
• Code of conduct and legality of the disciplinary framework
• Role of employee relations in communicating labor law

· From workforce reporting to impactful analytics

• Employee relations main key performance indicators
• More data does not equal useful data
• The importance of analytics on critical business directions
• Providing implications not HR directives

· Employee morale

• Organizational culture versus organizational climate
• Influencing organizational climate
• Defining employee morale
• Main principles for the development of employee satisfaction surveys
• Employee morale versus organizational health
• Tangible and intangible measures of employee morale
• The morale index

Employee relations and human resources or in personnel and administration who are directly or indirectly responsible for providing support services to employees and other functions in the organization.