Review employee relations annually against what actually happened, not what was intended.
Managing Employee Relations and Building a Healthy Work Environment
A practical programme in employee relations for professionals who are accountable for results, not just awareness.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on employee relations is abundant; insight about it is not. The organisation's reputation as an employer is built or lost through the people management and development capability. The level assumes working familiarity with the workforce but no prior formal training in the people management and development discipline. This programme builds employee relations from first principles, without padding and without omitting what matters. Mature organisations treat the practice within people management and development as a standing capability rather than a project that finishes. Participants finish able to explain this strand of people management and development to a non-specialist audience without losing precision. A common pattern is strong design of employee relations paired with weak follow-through. The teaching approach is deliberately practical: participants build a people policy for the practice within people management and development as they go. Work concludes with a self-assessment of this strand of people management and development that participants can repeat annually.
Expected Learning Outcomes
Define the scope and boundaries of employee relations so that responsibility for it is unambiguous.
Prepare a short, evidence-based briefing on employee relations for senior management.
Communicate the purpose of employee relations to those who have to comply with it.
Ensure decisions taken under employee relations would withstand external scrutiny.
Design the appeals or grievance route attached to employee relations.
Assess the cost of employee relations and the cost of leaving it as it is.
Who Should Attend
Human resources managers and business partners responsible for employee relations.
Managers in small and medium organisations who own employee relations alongside other duties.
Internal communications staff explaining employee relations to the workforce.
Analysts producing the data on which decisions about employee relations rest.
Reward and compensation staff whose frameworks interact with employee relations.
Line managers who apply employee relations in practice.
Course Modules
Employee relations: policy design and legal footing
2 sessions · 8 pointsSession 1Explaining employee relations so people believe it
- Establish the boundary of employee relations and record what sits outside it.
- Distinguish symptoms from causes when employee relations underperforms.
- Script the difficult conversation employee relations requires and rehearse it.
- Decide what will be stopped to create capacity for employee relations.
Session 2Reviewing employee relations against what actually happened
- Define acceptance criteria for employee relations in advance.
- Review employee relations for unintended equity effects across groups.
- Train line managers on employee relations rather than handling every case centrally.
- Set escalation thresholds for employee relations that work out of hours.
Employee relations: review, learning and adjustment
2 sessions · 8 pointsSession 1The hard cases in employee relations and how to reason about them
- Map the handovers in employee relations between functions and secure them.
- Compare the cost of employee relations with the cost of its absence.
- Define who decides on employee relations and who may only recommend.
- Collect evidence on the present handling of employee relations before proposing changes.
Session 2The exception to employee relations that sets the precedent
- Set the consistency check that catches uneven application of employee relations.
- Measure the effect of employee relations on retention and performance, not activity.
- Confirm that those complying with employee relations understand why it exists.
- Build the appeals route for employee relations and publish it.
Employee relations: capability across the management line
2 sessions · 8 pointsSession 1Building manager capability in employee relations rather than owning it centrally
- Confirm that reporting on employee relations reaches the people who can act.
- Plan succession for roles most exposed to employee relations.
- Check that employee relations complies with current labour regulation in every location.
- Define the trigger that would require employee relations to be redesigned.
Session 2Keeping employee relations alive after the initial push
- Identify the data the organisation already holds that bears on employee relations.
- Agree what will be standardised in employee relations and what will not.
- Pilot changes to employee relations in one area before wider rollout.
- Confirm that contractual obligations around employee relations are understood.
Employee relations: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1What has to be agreed before work on employee relations starts
- Confirm records relating to employee relations meet retention and privacy rules.
- Design the communication for employee relations around the questions people will actually ask.
- Benchmark the organisation's employee relations against comparable operations.
- State the purpose of employee relations in one sentence a new manager would understand.
Session 2Piloting a change to employee relations before committing
- Ask employees what employee relations feels like from their side.
- Assign responsibility for keeping documentation of employee relations current.
- Estimate the resource employee relations requires to run as designed.
- Compare intended and actual outcomes of employee relations honestly.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.