Structure records of employee digital experience management so that they answer the questions an auditor will actually ask.
Managing the Digital Employee Experience from Hiring to Departure
A structured, applied course in employee digital experience management — designed to be used the week you return.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
The organisation's reputation as an employer is built or lost through employee digital experience management. A process for experience management that managers quietly work around has already failed. A common pattern is strong design of this part of people management and development paired with weak follow-through. This programme builds employee digital experience management from first principles, without padding and without omitting what matters. Participants who influence the wider people management and development agenda without directly controlling it will find the content directly usable. Applied research in people management and development consistently shows that early structure around experience management reduces downstream rework. Participants gain a realistic view of what employee digital experience management costs and what it returns. Exercises escalate in difficulty, ending with the ambiguous situations that make experience management hard in practice. Work concludes with a self-assessment of the people management and development capability that participants can repeat annually.
Expected Learning Outcomes
Build a register of the risks attaching to experience management and keep it current.
Review employee digital experience management annually against what actually happened, not what was intended.
Test the organisation's response to experience management under conditions that are less than ideal.
Assess the cost of employee digital experience management and the cost of leaving it as it is.
Build capability in experience management across the management line, not only in the people function.
Design the appeals or grievance route attached to employee digital experience management.
Who Should Attend
Line managers who apply employee digital experience management in practice.
Individuals developing their own capability in experience management.
Procurement and contracting staff whose agreements set obligations around employee digital experience management.
Coordinators responsible for keeping records and documentation of experience management current.
Employee relations specialists handling cases arising from employee digital experience management.
Legal and compliance advisers reviewing experience management.
Course Modules
Employee digital experience management: communication and employee understanding
2 sessions · 8 pointsSession 1Making employee digital experience management work when resources are constrained
- Benchmark the organisation's employee digital experience management against comparable operations.
- Establish who is informed, consulted and accountable in experience management.
- Draft the minimum viable people policy for employee digital experience management.
- Check that experience management complies with current labour regulation in every location.
Session 2The conversation about experience management managers most often avoid
- Record what was learned when employee digital experience management did not go as planned.
- Remove steps in experience management that add effort without adding assurance.
- Identify the data the organisation already holds that bears on employee digital experience management.
- Test the procedure for experience management against a realistic scenario.
Experience management: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1Applying experience management consistently to the person you like least
- Rank the weaknesses in employee digital experience management by consequence rather than by ease of fixing.
- Train line managers on experience management rather than handling every case centrally.
- Script the difficult conversation employee digital experience management requires and rehearse it.
- Identify single points of dependency in experience management and reduce them.
Session 2Building lasting competence in experience management
- Decide what will be stopped to create capacity for employee digital experience management.
- Ask employees what experience management feels like from their side.
- Agree the smallest change to employee digital experience management that would be visibly useful.
- Confirm that reporting on experience management reaches the people who can act.
Experience management: review, learning and adjustment
2 sessions · 8 pointsSession 1Building manager capability in experience management rather than owning it centrally
- Define who decides on employee digital experience management and who may only recommend.
- Identify where judgement in experience management is legitimate and where it is not.
- Verify six months later that changes to employee digital experience management have held.
- Collect evidence on the present handling of experience management before proposing changes.
Session 2Explaining employee digital experience management so people believe it
- Plan succession for roles most exposed to employee digital experience management.
- Confirm that contractual obligations around experience management are understood.
- Confirm records relating to employee digital experience management meet retention and privacy rules.
- Set the consistency check that catches uneven application of experience management.
Experience management: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Reading the current state of experience management honestly
- Set the annual review point for employee digital experience management and who attends.
- Compare intended and actual outcomes of experience management honestly.
- Document the reasoning for every exception granted under employee digital experience management.
- Test the policy on experience management against three real cases from the past year.
Session 2Keeping records on experience management that are lawful and useful
- Close out actions on employee digital experience management rather than leaving them open indefinitely.
- State the purpose of experience management in one sentence a new manager would understand.
- Estimate the cost of employee digital experience management and the cost of leaving it unchanged.
- Design the communication for experience management around the questions people will actually ask.
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.