Cambridge
Academy
In London

Course Duration: Ten training days

Course Language : Arabic or English

Include:

Scientific materials with TAB

Workshops

Reception and farewell at the airport

Daily lunch

Coffee Break

Program Objectives:

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

• Define employee relations from a legal perspective and link them with labor law.

• Use a legal and ethical approach in dealing with the personal issues of employees.

• Conduct reliable surveys aimed at assessing the health of the organization.

• Provide tangible support to other HR departments in developing and implementing a culture of fair performance management.

• implementation of an employee recognition system aimed at enhancing employee retention.

• Mention the main steps in conflict resolution and use them to protect both employees and the organization.

• Develop a code of conduct and promote a culture of compliance with this code.

• Manage employee records and files in accordance with local labor laws.

• Improve employee commitment to mitigating absenteeism through the use of the right KPIs.

• List the key steps in conflict resolution and use them to protect both employees and the organization.

• Developing a code of conduct and promoting a culture of compliance with this code.

Target Groups:

Senior employees in the Department of Employee Relations, Human Resources, or Personnel Affairs who are directly or indirectly responsible for supporting employees and protecting the organization.

Program Contents:

Employee Relations:

• Definition of employee relations function

• Key tasks and responsibilities of the Employee Relations Officer

• Employee Relations (ER) vs. Human Resources (HR)

• Personnel relations vs. personnel management

• Learn about labor law.

• The relationship between labor law and employee relations

Manage employee files and records:

• The fundamentals that must be recorded at all times.

• Files organization: logical approach

• Files organization: legal requirements

• Code of Professional Conduct and Disciplinary Measures

• Approaches to updating employee files

• Custom update vs. periodic update

• Automate employee files: advantages and disadvantages

• Human Resources Information Systems (HRIS)

• Analyze what's best for you.

• The International Classification of Current Human Resources Information Systems

Attendance Management:

• Enterprise requirements and attendance management

• Commitment and discipline: observations to improve performance in these two areas.

• Flexible working hours: definition and uses

• Pros and cons of flexible working hours

• Absence: KPIs required to measure absence

• Cost of absence

• Analysis of absence in order to minimize its occurrence

Staff morale:

• Definition of staff morale

• Staff morale versus status status

• Assessment of employee morale

• Objective versus subjective approaches to morale assessment

• Using the Dow Jones model to measure morale

• Various key performance indicators that are affected by employee morale

• Enterprise Development Questionnaire: Basic Criteria for Questionnaire Design

Employee grievances:

• Definition of grievance

• Grievances, complaints and grievances

• Grievance Handling Procedures: Recommended Steps

• Grievance rate and grievance resolution rate

• Key performance indicators to measure the success rate of grievance handling

End of Service Interviews:

• When, how and who is doing the interview

• Format and content

• Analysis and results

• Sample of end-of-service interview

v Workshops