Industrial and Labour Relations Management Training Course for Managers and HR Professionals

Why Select this Training Course?

Events in organisations can leave workers with feelings of unfairness, frustration, and alienation. However, with well-established channels and employee relations, an organisation can ensure that the needs of its employees are met and issues are not escalated. Industrial and labour relations is a collaborative field that evaluates the employment relationship between employees and their employers, employer organisations and the state, labour and trade unions. It is primarily concerned with employers and unions communicating and negotiating effectively to meet the needs of workers.

The Rcademy Industrial and Labour Relations Management Training Course for Managers and HR Professionals is specially designed to meet and exceed the expectations of managers and professionals within the labour and industrial sectors. Participants will be taught industrial and labour relations’ economics, social and legal perspectives. They will also gain insights into recognising rights and obligations and establishing boundaries. This interactive and exciting course will assist in transforming the industrial and labour knowledge of participants to meet the needs of stakeholders in the coming decades.

What are the Techniques Utilised in Managing Industrial Relations?

Industrial relations is vital for human resource professionals because it enables them to build positive workplace culture and relationships. Understanding how to manage these relations can provide organisations with techniques that boost success and productivity. Industrial relations involve the relationship between workers and their employers. It includes interactions between organisations and employees, such as business meetings and performance reviews.

Some of the methods used in managing industrial relations include promoting effective communication, emphasising employees’ value, encouraging feedback, establishing boundaries, and conducting regular meetings to ascertain the needs of employees.

What is the Labour Relations Process?

A labour union is an organisation that represents employees in dealing with management, such as employers and the state, on disputes involving working conditions, wages, and hours. The labour relations process involves three stages, namely union organisation, labour agreement negotiation, and implantation of the agreement. During the first phase, employees within a firm might establish a union by themselves or go through an established labour channel. The second phase involves collective bargaining, which includes negotiating labour agreements that feature mutually acceptable terms. The last stage of the labour relations process involves executing the labour agreement. This is mostly done by managing employees’ grievances.

Who Should Attend? 

The following personnel should take the Rcademy Industrial and Labour Relations Management Training Course for Managers and HR Professionals:

• Project Managers tasked with the daily management of the organisation’s projects.
• Labour relations officers responsible for representing the grievances of workers, negotiating agreements, and implementing them.
• Corporate Affairs Managers tasked with overseeing an organisation’s processes, coordinating policies and audit units, and also responsible for external communications.
• Professional analyst tasked with examining and improving industrial and labour relations programs.
• Policymakers engaged in formulating labour policies and legislation.
• Government Relations Managers are tasked with drafting and reviewing past and present government regulations, updating management on vital laws and regulations, and meeting with various government officials and lobbyists.
• Human Resource Managers responsible for hiring, training, and supervising employees and also developing strategies to boost efficiency and productivity.

What are the Course Objectives? 

This Rcademy Industrial and Labour Relations Management Training Course for Managers and HR Professionals is aimed at assisting participants to achieve the following objectives:

• Develop and preserve industrial democracy
• Ensure employees have a say in the decision-making process
• Create an amiable working management relation
• Prevent industrial penalties and the likely penalties that accompany them
• Learn how to integrate the needs of the employees, employers and trade unions while making decisions
• Understand how to build collaboration through negotiation
• Lower the time and cost spent in litigation and arbitration
• Understand how to create long-lasting industrial relations between employers and labour unions
• Learn about the strategic nature of employee relations
• Understand how to handle and investigate grievances and settlements
• Understand bargaining, collective agreements, and mediation
• Recognise the role of unions and employee representatives

How will this Course be Presented?

The content of this course is designed to meet the expectations of participants and enhance their knowledge and understanding; it is participant-oriented. Different techniques and approaches that ensure active learning by participants will be employed to deliver the training. This course is taught by seasoned experts in the field who have gathered years of experience and practice. The modules that make up the course are curated from extensive and in-depth research related to the subject matter.

The Rcademy Industrial and Labour Relations Management Training Course for Managers and HR Professionals consists of theory and practical learning through providing slides on the concepts, case studies, lecture notes, and real-life scenarios. Attendees will also take part in seminar workshops, quizzes, presentations, and regular feedback on lessons learned to confirm their optimum satisfaction.

What are the Topics Covered in this Course?

Module 1: Basics of Industrial and Labour Relations Management

• Exploring the concepts of trade union and labour relations
• Similarities and differences between trade union and labour relation
• The importance of trade union
• Collective agreements and associated terminologies
• Features of unionised workplace
• Creating a collaborative culture in a unionised environment
• Defining acceptable norms and mores

Module 2: Factors of Industrial Relations

• Industrial factors
• Employers’ federation
• Collective agreements
• Government policy
• Labour legislation
• Employee courts
• Voluntary courts
• Economic factors
• Demand for and supply of labour force
• Economic organisation
• The structure of the labour force
• Social and cultural factors
• Religion
• Ethnical groups
• Population
• Customs and tradition
• Culture
• Social institutions
• Joint family
• Creed
• Caste
• Attitudes of works
• Technological factors
• Computerisation
• Automation
• Mechanisation
• Rationalisation
• Political factors
• Political system in the country
• Model of achieving policies
• Political parties and their ideologies
• Involvement in trade unions
• Lobbying, pressuring and protest tools
• Governmental factors
• Economic policies
• Labour legislations
• Industrial policy
• Labour and export policy

Module 3: Vital People Factors in the Workplace

• The flexible model and labour utilisation
• Collective negotiation and consultation
• Dignity at work
• Involvement, participation, and employees as stakeholders
• Techniques and processes to manage grievances effectively

Module 4: Managing Conflict and Workplace Mediation Skills

• The Abilene paradox and preventing groupthink
• Understanding conflict
• Exploring alternative dispute resolution
• Conflict handling behaviour
• Managing and resolving conflict
• Understanding conciliation, mediation and arbitration

Module 5: Handling Industrial Action

• Types of industrial action
• Negotiating
• Management responses
• Strike action as a last resort
• Limitations, drawbacks and opportunities in industrial actions
• Rights to dismiss and discipline

Module 6: Aspects of the Labour Movement

• The history and evolution of labour movements
• Antisocial, damaging monopoly
• Extending industrial democracy
• Economic protection of members
• Spiritual and moral reform

Module 7: Process of Labour Relations

• Unionisation
• Agreement processing
• Settlement of contract
• Collective negotiation
• Dispute condition

Module 8: Alternatives to Unions

• Forums and quality cycles
• Partnerships
• Joint consultative committees
• Role of legislations
• Employee representatives

Module 9: Rights, Interests, and Power

• Making and enforcing rules
• Interests – motivation, trust, and engagement
• Power – discipline, boundary enforcement and accountability
• Rights and obligation
• Residual rights versus bargained rights
• Organisational procedures and policies

Module 10: Max Weber’s Theory of Bureaucratic Management

• Well-defined hierarchy
• Guidelines and obligations
• Rationality, consistency and objectivity
• Recruitment and growth
• Elevated division of labour and specialisation
• Privileges and obligations of workers
• Formal and impersonal relations
• The power of position and the individual

Module 11: Evolving Trends in Industrial and Labour Relations

• Use of AI in employee experience and production efficiency
• Reskilling and upskilling
• Remote work balancing with on-site needs
• Fostering positive work culture in remote settings
• Balancing diversity and inclusion with equity and discrimination