HR23
Overcoming Challenges
Course content?
Any culture, business or Organisational Change eats up consultants and training budgets. The language is frightening. Process engineering, supply cycles, control planning models. What's needed is some understanding of the theory, the effects on jobs and lifestyle and some simple coping strategies. 80% of Change Management programmes fail! Most of these failures are attributable to mis-management of the people being required to change. Except for the change experts everyone is scared of the negative effects of change on themselves. The language is frightening. Process engineering, supply cycles, control planning models. What's needed is some understanding of the theory, the effects on jobs and lifestyle and some simple coping strategies. Change Management Training Objectives
Who or why you should attend
Anyone who needs training in this subject
Course Overview
Understanding the Different Types of Change Working with Strong Feelings Handling Cynicism, Fear and Resistance Why 80% of Change Programmes Fail How do You Perceive and Handle Things? Tailored Change Management Training For all of us who have to deal with change and manage change for others. Very few, if any, companies are immune from change these days. Sometimes the change is organic and people hardly notice it happening. More often, however, change is initiated because businesses have to respond to external pressures and constraints as well as internal ones. Most companies are either preparing for change, in the middle of managing change or just simply having a hard time recovering from some previous change. Wherever you are with managing change helping your people is essential. Most change programmes fail because nobody looks at the emotional fallout and the effect on people's lives. If you know there is a danger of productivity dipping because morale is about to plummet in the face of imposed change, then giving people support is the single best investment you could make to sustain and develop your changing business. Change is Good Change is constant Change is good for you Too much change is bad for you We need change to keep us stimulated and creative
HR22
Understanding the TUPE Regulations
Course content?
TUPE can be a nightmare for some employers, this course is designed to ensure you are fully aware of all the correct processes to follow and be able to follow them in the correct sequence and then know which areas of the process require more attention to detail
Who or why you should attend
Human Resource Managers, Supervisors and anyone with responsibility for dealing with all the aspects of employment.
Course Overview
Delegates will learn how to prepare letters, preparation for the various meetings throughout the varies stages of the TUPE process.
HR21
The Recruitment Process
Course content?
This one day intensive course covers all the areas of recruitment from advertising the role to engaging the employee – it’s so easy to fall foul of the law at many stages of recruitment – this course is designed to ensure staff responsible for recruitment follow all the correct procedures throughout the process.
Who or why you should attend
Anyone responsible for responsible for employing staff at any level within their company this could be Directors – HR Managers – Managers - Supervisors.
Course Overview
The delegate will gain an understanding of how to recruit and how to avoid the pitfalls – how to avoid discrimination – writing and advertisement – the interviewing process – questions to use during interviews – the final selection process.
HR20
The Disciplinary process through to Dismissal
Course content?
Identifying and defining minority groups –Encouraging appropriate ...
Who or why you should attend
The promotion of equality and diversity embraces an even broader...
Course Overview
Equal opportunities means not discriminating against staff, suppliers...
HR19
Dealing with Alcohol & Drug misuse in the Workplace
Course content?
Legal issues and Health and Safety concerns – Working within the legal guidelines...
Who or why you should attend
Anyone with responsibility for Health and Safety or Human Resources this includes the Directors, Managers and supervisors...
Course Overview
This course will address legal issues and health & safety and HR concerns, and outlines how productivity and employee problems can be traced to drug and alcohol...
HR18
Dealing with Long term sickness and absence in the Workplace
Course content?
How do I get it right? Measure absence to find out: how much time is lost where absence occurs most how often individual employees are absent.
Who or why you should attend
HR and Managers
Course Overview
obtaining the employee’s consent to keep details of individual records of sick absence, which are ‘sensitive personal data’ under the Data Protection Act 1998; keeping accurate attendance records which show individual instances of absence, together with duration, reason and where in the company the absentee works; ensuring that records can be easily analysed by section or department, month or year; The DPA assure staff that any sensitive personal data will be kept for only as long as necessary and will only be assessed by named departments or individuals; making sure that absence measurement figures show the scale and nature of the problem – whether there is an absence problem and which of the main categories of absence are involved: long-term sickness short-term certified or uncertified sickness unauthorised absence and lateness. Reduce absence levels by paying special attention to: working conditions job design payment systems communications and induction and training welfare employment relations health and safety (including stress) flexible working arrangements. Deal with short-term certificated or uncertificated sickness by: interviewing employees on their return to work; making arrangements for medicals where necessary; having a policy on the provision of certificates to cover sick absence, although GPs are not obliged to provide patients with certificates for illnesses of seven days or less; ensuring employees are told if their level of absence is putting their job at risk. Deal with long-term sickness by: discussing the problem with the employee concerned; considering alternative work or working arrangements, whether the job can be covered by other employees or temporary replacements and how long the job can be kept open (be aware of the requirements of the Disability Discrimination Act 1995, which applies to all employers); seeking medical opinions from the employee’s GP or a company doctor.
HR16
Dealing with Stress in the Workplace
Course content?
Delegates who complete the training should be able to recognise and be able to deal with employees who are suffering or showing the signs of suffering from stress
Who or why you should attend
Anyone with responsibility for the welfare of staff in the workplace.
Course Overview
The aim of this course is to enable managers and people responsible for the welfare of employees to be able to recognise stress in its early stages, therefore, to them to deal with and offer help to the employees concerned.
HR15
Understanding the Disable Discrimination Act [DDA]
Course content?
This one day intensive course covers all the areas of recruitment from advertising the role to engaging the employee – it’s so easy to fall foul of the law at many stages of recruitment – this course is designed to ensure staff responsible for recruitment follow all the correct procedures throughout the process
Who or why you should attend
Anyone responsible for responsible for employing staff at any level within their company this could be Directors – HR Managers – Managers - Supervisors
Course Overview
Anyone attending this course will have the knowledge to ensure all the legal guidelines are met throughout the recruitment process it’s a nightmare for some staff who only recruit staff on very rare occasions this course will ensure they always follow the correct protocols when recruiting staff.
HR13
Employment Law Updates
Course content?
This course is designed to ensure any new updates that have come into force are dealt with by the employees responsible for Human resources within the workplace
Who or why you should attend
Any attendee with have an understanding of all current updates within employment law and be able to implement them without falling foul of the employment legislation
Course Overview
This course covers all current updates and future one to come in the next 12 months giving anyone working in an HR department the knowledge to not fall foul of the law if they fail to implement change