Course description
Most organisations in this modern era are paying attention to developing effective and good employee and labour relations. In well-run organisations, certain events may occur that can leave the employees feeling they have been treated with alienation and unfairly or cause frustrations and demotivation. Therefore, having an experienced person in labour relations has become one of the key requirements for any successful organisation. Positive employee relations can help deal with problems and ensure that employee complaints are handled promptly.
What are the roles of labour relations managers?
The main responsibilities of a labour relations manager are to improve and support the existing mechanisms of the employment relationship with the employer and to protect the employee’s rights. It involves elevating their grievances and concerns and voicing their complaints to the authorities. Labour relations is a collection of conflicts of interest and shared interests. Other duties involve collective bargaining, creating work committees and trade unions, creating labour-management alliances, and efficiently voicing the employees’ concerns. Labour relations managers help promote employment equity and economic efficiency.
Upcoming start dates
Suitability - Who should attend?
Who Should Attend?
The Certificate in Labour Relations Management Training Course by Rcademy is ideal for:
- Managers that wish to understand labour relations
- Anyone involved in industrial relations
- Human resources professional
- Industrial relations manager
- Employee relations personnel
Outcome / Qualification etc.
The main objectives of The Certificate in Labour Relations Management Training Course by Rcademy are to enable participants to be able to:
- Standardise production by curtailing industrial employer-employee conflicts through state control
- Inspire and promote good trade relations to increase the worker’s concentration
- Develop and preserve industrial democracy
- Determine techniques for enhancing and transforming industrial relations, trade unions, and employee relations
- Describe the emerging challenges to trade relations
- Appreciate the importance of employee engagement and empowerment
- Develop a collaborative approach to industrial relations and employee relations
- Foster strong labour management relations
- Promote and support collaboration in the workplace through negotiations
- Develop practical and transferable competencies and skills
- Improve their effectiveness as labour relations managers and professionals
Training Course Content
Module 1: Interests, Power, and Rights
- Organisational policies and procedures
- Establishing boundaries, obligations, and rights
- Making and enforcing rules
- Discipline, boundary enforcement, and accountability
- Motivation, trust, and engagement
- Bargained rights vs residual rights
Module 2: Negotiation Skills for Industrial Relations
- Stages of negotiations
- Introduction to reframing techniques
- A win-win approach to negotiations
- Types of industrial actions
- Rights to dismiss and discipline
- Nature of conflict
- Mediation and reconciliation
- The Coleman raider’s “bare-bones” model
- Management responses
Module 3: Performance Management
- Managing absenteeism
- Setting expectations and performance standards
- Discipline, investigations, and grievances
- Creating a performance-based culture
- Coaching and assistance to improve performance
- Responsibilities of the relations manager
Module 4: Tools of Engagement
- Principles of engagement
- Understanding transformational leadership
- Personal action planning
- The power of empathy
- The Importance of Stakeholders’ Engagement
- Constitutional compliances
- Labour grievances management
- Labour relation management
Module 5: The Theory of Bureaucratic
- Rationality, consistency, objectivity
- Elevated division of labour and specialisation
- Obligations and Privileges of the Workers
- Recruitment and growth depend on technical skills
- Guidelines and regulations
- Well-defined hierarchy
- The formal and impersonal relations
- Defining acceptable norms and mores
- Industrial and employee relations
Module 6: Unions Alternatives
- Partnerships
- Importance of the employee voice
- Employee representatives
- Role of Legislation
- Joint consultative committees
- Forums and quality circles
Module 7: Emerging Issue
- Understanding mental health in the workplace
- The Future of Work: artificial intelligence, robotics, and the flexible firm
- Emerging workplace issues
- Workplace bullying: analysis, prevention, and intervention
- Mental health first aid techniques
- Workplace mediation techniques and skills
- Alternative dispute reconciliation methods
Module 8: Labour Movements
- Extending industrial democracy
- History and revolution
- Antisocial and damaging monopoly
- Economical protection for its members
- Harmony
- Moral and spiritual reforms
- Welfare activities for labour movements
- No political influence
- Funds that run labour movements
Module 9: Factors Affecting Labour Relations
- Social institutions – Creed – System of power status – Caste – System of beliefs – Joint family
- Emerging technology factors – Rationalisation – Mechanisation – Computerisation – Discoveries – Automation
- Government factors – Labour and export policies – Political influenced policies – Economic policies – Labour policies
- Cultural and Social factors – Cultures – Customs and traditions – Population – Ethnic segregation and classification – Customs in various cultures – Religious beliefs – Traditions
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Rcademy
Rcademy is a global training and consultation organisation set out to bridge the gap between you now and what you can be in the near future. We are facilitators of knowledge impartation. Our team of established and experienced training enthusiasts...