Booking options
Price on Enquiry
Price on Enquiry
Delivered Online or In-Person
You travel to organiser or they travel to you
Harpenden
Two days
All levels
This unique two-day workshop programme is focused on helping HR teams achieve new levels of peak performance. It uses a framework based on the four inter-locking strands of high-performance HR: the core skills of HR, legal requirements, best practice, and organisational policies and procedures.
The precise content of the programme varies, according to current levels of HR performance in your organisation and any particular issues of concern, but the object is always the same: to enhance the participants' mastery of the core skills of HR, to ensure that they have an up-to-date knowledge of employment law and to facilitate a review of organisational policies and procedures to appropriate standards of best practice. This workshop-led approach is an ideal method for identifying the steps needed to bring all members of the HR team up to the same level of peak performance.
UNDERSTAND THE COMPLEXITY OF THE ROLE WITHIN HR AND IDENTIFY SPECIFIC CHALLENGES
UNDERSTAND THEIR CONTRIBUTION TO THE HR FUNCTION AND TO ORGANISATIONAL OBJECTIVES
RECOGNISE THE ESSENTIAL CORE HR SKILLS, THEIR OWN STRENGTHS AND DEVELOPMENT AREAS
DEVELOP ASSERTIVE BEHAVIOUR
RECOGNISE THE POWER TO INFLUENCE, AND PLAN AN EVEN MORE EFFECTIVE STRATEGY
MANAGE CONFLICT CONSTRUCTIVELY
EMPLOY A STRUCTURED APPROACH WHEN COACHING OTHERS
MANAGE THEMSELVES, THEIR TIME AND THEIR MEETINGS EFFECTIVELY
USE THE CORE SKILLS OF HR FLEXIBLY IN 'DIFFICULT' OR 'SENSITIVE' SITUATIONS
COMMUNICATE MORE EFFECTIVELY IN GROUP SETTINGS AND IN 1:1 SITUATIONS
UNDERSTAND THE OVERALL LEGAL FRAMEWORK OF EMPLOYMENT LAW
APPRECIATE THE IMPORTANCE OF EMPLOYMENT STATUS
AVOID AND DEFEND CASES OF UNLAWFUL DISCRIMINATION
MANAGE SHORT- AND LONG-TERM ABSENCE LAWFULLY
ENSURE THAT THE ORGANISATION IS NOT UNNECESSARILY EXPOSED TO CLAIMS FOR UNFAIR DISMISSAL
IMPLEMENT DISCIPLINARY PROCEDURES FAIRLY AND LAWFULLY
1. Introduction and course objectives2. The role of HR
Roles and responsibilities
Your customers. Customer satisfaction.
Challenges of the role
The contribution of the HR function to organisational objectives
3. Core skills of an effective HR advisor
Communication skills
Assertiveness
Influencing skills
Managing conflict
Coaching skills
Management of self and time
Other key skills and behaviours
4. Identifying individual strengths and weaknesses
Self-assessment diagnostic
5. Communication skills
Enhancing our impact at work through good communication
Understanding the communication process and its flaws
Checking for understanding and avoiding assumptions
How we communicate. Verbal and non-verbal communication.
The importance of communicating congruently
Exercise: effective questioning and listening skills
Enhancing your communication skills
6. Assertiveness
Recognising different types of behaviour
Understanding what assertiveness is and the benefits of behaving assertively
Barriers to acting assertively
The link between our beliefs and our behaviour. The self-fulfilling prophecy.
Challenging beliefs and acting assertively
Planning an assertive and confident approach
Responding assertively in challenging situations
Application to participants' own situations
7. Influencing skills
Understanding influence and persuasion
Identifying who influences us and how we are influenced
Identifying sources of power and how to use these effectively and appropriately
Influencing styles. Participants' preferred style.
Exercise: flexing your style
Preparation and planning your approach. A checklist.
Putting it into practice
Application to participants' own situations
8. Managing conflict
Exploring conflict and why it is inevitable
Recognising how we perceive conflict. Reframing conflict.
Types and sources of conflict at work
Five typical responses to conflict. Participants' typical responses.
How to select the best response
Strategies to resolve conflict
Exercise: A conflict tool
Application to participants' own situations
9. Coaching
Defining coaching
Recognising the benefits of a coaching approach
What coaching involves
A structured approach to coaching. GROW model.
Opportunities to coach
10. Management of self and time
Understanding how well you use your time
Identifying key priorities and planning how you use your time
Top tips on time management
Effective meetings
11. Putting it into practice
Action planning
1. The legal framework
The UK legal system and employee rights
Employment status
The contract of employment - express and implied terms
Dismissal and redundancy
Enforcement of rights through the courts
Employment law quiz on discrimination and other topical issues
2. Working with representatives
Experience of working with union / employee representatives
Rights, roles and responsibilities
Informal and formal involvement
Challenging issues
3. Discipline
Conduct v capability
Purpose of taking disciplinary action
Statutory requirements and ACAS Code of Practice
Managing conduct issues informally
Formal stages in line with your disciplinary procedure
Assessing risk and determining appropriate action. Acting fairly and consistently. Scenarios.
Your role and responsibility
Legal implications and case law
Group exercise: Fair or unfair dismissals?
4. Grievances
Understanding what constitutes a grievance
ACAS Code of Practice
Resolving issues informally
Managing grievances formally
Your role and responsibility
Legal implications
Challenging situations
5. Absence
Impact of absence. Managing absence v individual support.
Your health capability procedure. Informal and formal stages.
Managing short-term and long-term absence
Your role and responsibility
Understanding the law in relation to disability
Stress, mental health and other challenging issues
Other legal implications and case law
6. Bullying, discrimination and harassment
Diversity, dignity at work and discrimination
Harassment, bullying and working with respect
Managing informally and taking formal action
Assessing risk and determining appropriate action. Acting fairly / consistently.
Your role and responsibility
Legal implications and case law
7. Flexible working and 'family friendly' policies (optional)
An update on 'family friendly' policies, including shared parental leave
8. And finally...
Open forum
Legislative changes on the horizon
Action planning
At Maximum Performance, we are passionate about improvi...