By the end of this course delegates will be able to:

• Be able to identify performance problems and solutions
• Be able to Identify conduct problems and solutions
• Understand their own counseling style and be able to counsel staff to improve performance
• Be able to give feedback to employees - both motivational and developmental
• Be able to use a coaching style to modify the behavior of employees
• Be able to follow the company's disciplinary procedures
• Be able to conduct effective disciplinary interviews
• Be able to keep accurate records of disciplinary issues
• Understand and operate the company's grievance procedure

The Role of Employee Relations

• Understanding the Rational of ER
• The Role of ER in Creating Value in the Process
• Identifying, Involving and getting the Commitment of Key Players
• The Role of ER and the Impact on Policies and Procedures
• From ER Vision to Concrete Results
• Roles, Responsibilities for the ER Department and it’s Personnel
• Preparing and Conducting Climate and Culture Inventories
• Proactive Results Oriented Communications

Improving Employee Performance

• Guided Distribution
• Managed Turnover
• Poor Performance procedure
• Setting Objectives
• Reviewing Performance
• Giving Feedback
• Counseling
• Coaching

The role of the Supervisor and Team Leader

• Disciplinary action
• Grievance
• Extent of Authority
• The role of HR
• General Guidelines for handling Disciplinary Problems
• Conducting the Disciplinary Interview
• Conducting the grievance Interview
• Preparation
• Listening skills
• Questioning skills
• Records

Managing the Psychological Contract

• Leading
• Motivating
• Counseling
• Informal Warning
• Formal Warning
• Second Warning
• Final Warning
• Dismissal
• Other Options
• Personal Development Planning

HR and Personnel Officers; Employee Relations Staff; Line Managers and Team Leaders