Features:

OVERVIEW / SELF-REFLECTION

UNDERSTAND THE ORGANISATION

1. Department
2. Culture
3. Communication
4. Expectations

ELEMENTS OF MANAGEMENT

Managing Yourself

1. Management Styles
2. Strengths and Weaknesses
3. Role and Responsibilities
4. Acknowledge and Learn from Mistakes

Managing Others

1. Create the Correct Culture
2. Communicate Effectively

Manage the Work and People

Management Tools

SUMMARY / KEY POINTS

Features:

OVERVIEW

MISCONDUCT (DISCIPLINE)

Purpose

How to Proceed

Informal

Investigations

1. Suspension

Formal

1. Hearing
2. Outcome
3. Appeal

POOR PERFORMANCE (CAPABILITY)

Purpose

How to Proceed

Informal

Formal

1. Hearing
2. Outcome
3. Appeal

GRIEVANCES

Purpose

How to Proceed

Types

1. Factual
2. Perceived

Informal

Formal

1. Investigation
2. Hearing
3. Outcome
4. Appeal

Link with Discipline

OTHER KEY POINTS

ACAS

Employment Tribunals

Record Keeping

Electronic Recordings

Employee Refusal to attend hearing due to Sickness Absence

Witness Protection

Features:

OVERVIEW

Why Manage Absence – the Cost

Know the Details

PLANNED ABSENCES

Maternity

Paternity

Shared Parental

Parental

Dependants

Jury Service

Bereavement

UNPLANNED ABSENCES

Lateness / Unauthorised Absence

Unfit for Work

Sickness Absence - General

1. 1 to 7 Days / Self-Certification
2. 8+ Days / Fit For Work Note
3. Sick Pay
4. Medical Report
5. Medical Examination
6. Keeping in Touch
7. Return to Work Interviews
8. Phased Return

Dealing with High Levels of Absence

1. Monitoring Absence Levels
2. ‘Trigger Points’
3. Hearing
4. Outcome
5. Appeal

Long Term Absence

ENCOURAGING GOOD ATTENDANCE

SUMMARY

Features:

OVERVIEW

MANAGING PERFORMANCE

What is performance management

Performance Review Methodology

1. Step 1: Set Objectives
2. Step 2: Set measurement methods and timescales
3. Step 3: Take Measurement and compare with objectives
4. Step 4: Take corrective action to improve performance

What motivates people

Induction / Probation period

DEVELOPING PEOPLE

Training

Coaching Mentoring

Project Work / Work Shadowing

Review and Appraisals

1. Preparing: looking back and to the future
2. Preparing: the employee
3. Considerations when making arrangements
4. Interview skills and structure

Implementing a Review and Appraisal process for the 1st time

The wider process

When review and Appraisals fail

Features:

OVERVIEW / WHAT IS CONFLICT

EXAMINING WORKPLACE CONFLICT

RECOGNISING YOUR OWN ‘NATURAL STYLE’ AND THAT OF OTHERS

Avoiding

Accommodating

Competing

Compromising

Collaborating

MANAGING ANGER: YOURS AND OTHERS

What is Anger

The Anger Arousal Cycle

1. The Trigger Phase
2. The Escalation Phase
3. The Crisis Phase
4. The Recovery Phase
5. The Post Crisis Depression Phase

Tips for Managing Your Own Anger

1. Delay Discussion until You Are Calmer
2. Actively Reduce Stress and Anger
3. What’s It All About and What Do You Want
4. General Wellness has an Impact
5. Know Yourself
6. Consider Whether You Have A Problem Managing Anger
7. Examining ‘Self-Talk’ is Essential
8. Ask for Help if Needed
9. Take Steps to Solve The Problem

Managing Conflict: Angry Co-Workers

Tips For Responding to an Angry Co-Worker

1. Decide Whether to Engage
2. Acknowledge the Anger
3. Stay Calm Yourself
4. Ask About the Problem
5. Don’t Continue if Anger Builds

SELF AWARENESS

SUMMARY: THE 4 A’s

Features:

OVERVIEW

CONFIRMING / AUTHORISING THE VACANCY

REVIEW THE JOB DETAILS

Job Description

Person Specification

1. Essential v Desirable Criteria
2. How Criteria are Judged

Salary and Benefits

ADVERTISING

Creating an Advert

Be Aware of Potential Discrimination

Where to Advertise

APPLICATIONS

Application Packs

Application Forms v CV’s

SIFTING

SHORTLISTING

Criteria

Scoring

INTERVIEWS

Arranging / Preparing

Undertaking the Interview / Questions

Scoring

Decision

JOB OFFER

Conditional Offers

Acceptance / Feedback

Reserve Lists

SUMMARY

Features:

OVERVIEW

WHAT TYPE OF INVESTIGATION IS REQUIRED

PREPARING FOR AN INVESTIGATION

Who can Undertake an Investigation

The Role of an Investigator

Terms of Reference

Informing the Employee

UNDERTAKING AN INVESTIGATION

Obtaining Physical Evidence

Holding Investigation Meetings

Witness Statements

COMPLETING THE INVESTIGATION / WRITING THE REPORT

Structure

Tips and Techniques

Giving Recommendations

MAKING A DECISION

SUMMARY

This 1 day course, with open discussions and group work exercises, is designed for managers who want to:

• Develop their negotiation skills and techniques;
• Enhance their understanding of the importance of preparing for negotiation through to closing the agreement;
• Recognise the key skills required for effective negotiation and how to put these skills into practice.

This course introduces managers to the skills and techniques that can be used to engage in effective negotiations, implementing appropriate techniques, improved listening skills and styles, and recognising the significance of power and influence in the negotiation process.

This 1 day course, with open discussions and group work exercises is designed to:

• Realise the actual risks from physical or verbal abuse by employees and customers, whether face-to-face, or by telephone;
• Raise Manager’s awareness in order to recognise warning signs of danger;
• Help managers manage conflict and aggressive incidents, and apply skills in order to prevent incidents from happening in the first place;
• Give managers the tools to make informed choices to keep themselves and others safe whilst going about their work.

This course supports managers to develop the skills they need to manage conflict when in direct contact with employees and / or customers, or indirectly when managing teams.  It also enables managers to enhance their communication techniques to prevent, defuse and deal with irate and aggressive people they meet and manage in the course of their work.

This ½ day course is designed to:

• Guide managers on how to effectively handle all disciplinary and grievance issues within the workplace;
• Raise manager’s awareness of the effects in the workplace if issues are not handled efficiently;
• Help managers to identify what to do and what not to do, and to gain a thorough understanding of the statutory requirements and their role and responsibilities within the process.

This course provides support to managers dealing with disciplinary and grievance related issues within the workplace, identifying their organisational and statutory responsibility for effectively managing such issues.  It also guides managers through the informal and formal stages of the disciplinary and grievance processes whilst continually emphasising the need for proactive management in order to reduce the impacts on the organisation, and furthers the manager’s understanding of their responsibilities through scenarios and case studies.

This ½ day course is designed to:

• Guide and support managers on how to effectively manage their employees / teams performance;
• Assist managers with setting clear objectives, essential to the contribution of the overall objectives and direction of the team and organisation, including the review and appraisal process;
• Help managers deal effectively with poor performance, best practice and case studies to facilitate understanding.

This course supports managers who have responsibility for the performance management of employees within the workplace, guiding the manager through setting clear objectives and targets, utilising the most appropriate performance management tools for staff retention and development.  It also promotes the manager’s understanding of their responsibilities for dealing with poor performance and the appropriate processes /steps to follow, and emphasises the need for proactive performance management within the workplace and their role in lessening the impacts this has on the organisation.

This ½ day course is designed to guide and support managers on:

• The impact of absence on the individual and the organisation;
• Investigating the reasons for absence;
• Managing short and long term absence;
• Fostering good attendance, promoting employee health and well-being;
• Promoting shared experience and knowledge of attendance issues through open discussion;
• Enabling managers to be proactive in addressing attendance issues in a supportive, sensitive and effective way to minimise the impacts on performance;
• The law on holidays, and other legal entitlement to time off;
• Clarifying what Managers need to do about holiday pay.

This course helps managers recognise and understand their role and responsibilities in effectively managing attendance, and understand the benefits to their organisation in being proactive when dealing with attendance related issues. It guide managers through the statutory requirements and current legislation, stating the importance of record keeping and correct implementation of attendance policy procedure. It also provides managers with the opportunity to discuss current best practice and to further their understanding through case studies and scenarios.