Human Resources

We at Galvyn have put together a fully comprehensive range of courses for our client’s staff and subcontracts across all sectors.

There are more than 100 quality courses to choose from, and these core subjects can be adapted and built upon as required. So your training can be fully accredited and customised to your requirements. This smart proactive approach means the courses are more relevant and attendees buy into to the training process in a much more positive way, with positive outcomes for all.

We can help companies by performing a business training needs analysis and putting together a training programme of courses customised and designed to cover your businesses needs
Even with 100+ courses listed this is not an exhaustive list. If you feel you need something that is not listed please do speak to us. To let us know as our trainers are skilled at both writing and delivering courses.



HR01 – Basic Employment Law

What is Constructive Dismissal?
Constructive Dismissal is where an employer has committed a serious breach of contract, entitling the employee to resign in response to the employer’s conduct. The employee is entitled to treat him or herself as having been “dismissed” and the employer’s conduct is often referred to as a “repudiatory breach”.
It is not enough to show merely that your employer has behaved unreasonably – it must be a fundamental breach of an express contractual term, or the implied term of trust and confidence between the employer and employee. Furthermore, you must have left because of the breach and must make it clear when you resign that you regard yourself as having been “constructively dismissed”.
You do need t be careful not to have waive any breach by your employer. This can happen where there is a long delay in resigning in response to an employer’s breach- or anything which signals an acceptance of the breach. This could especially happen if you are off on long term sickness, so you do need to take early advice.
Examples of breaches of contract by an employer entitling an employee to claim constructive dismissal include:
Reduction in pay;
Demotion without reason;
Allegations of poor performance which are unfounded;
Unreasonable disciplining of the employee;
Complete change in the nature of the job;
Harassing or bullying an employee;
Stress at work, that has not been properly addressed.
It may not just be one incident that amounts to a repudiatory conduct by the employer- sometimes there is a continuing pattern of behaviour or incidents which, taken as a whole, amounts to such conduct. In these circumstances, a tribunal may consider that such previous breaches which might otherwise have been considered waived or accepted by the employee, should not be treated as “waived”, but part of a continuing course of conduct.
How easy is it to claim for constructive dismissal?
You must have been continuously employed for a period of 23 months and 3 weeks in order to bring a claim, unless your case falls within one of the exceptions where no minimum service is required (i.e. where it relates to discrimination).
It is preferable that you lodge a formal grievance against your employer before you resign unless there is good reason not to do so. This will give your employer an opportunity to resolve disputes. Failure to lodge a grievance before issuing proceedings would entitle an employment tribunal to reduce any damages you are awarded by 25%. In addition, the lodging of a grievance provides a good springboard for negotiations to take place to resolve the dispute by other means, including the mutual termination of employment upon suitable terms.
You should also preferably state your reason for leaving at the time you resign. Where no reason is communicated to your employer at the time of your departure, a tribunal may be more inclined to conclude that you did not leave because of your employer’s conduct (unless you can show it was understandable why you did not want to refer to it -and there was sufficient other evidence of your employers conduct).
If you can show that your employer has fundamentally acted in a way that makes your position untenable and goes to the root of your relationship, your claim may well succeed. It is always best to obtain professional advice first, however, especially before you resign, as this is a pretty final step if you get it wrong.
Do I need to specify that I am claiming constructive dismissal when I resign?
To establish a claim of constructive dismissal, there is no absolute requirement that you must state your reason for leaving at the time. However, where no reason is communicated to your employer at the time, a tribunal might more readily conclude that your employer’s repudiatory conduct was not the real reason for your leaving. A tribunal may acknowledge that if you have been put in an outrageous and embarrassing position, that it is understandable that you would not want to confront your employer with your reason for leaving that that time. However, there must be some evidence that your employer’s breach was at least a factor. For this reason, it is always best to specify in your resignation letter why you are leaving, and after first having lodged an formal grievance.
What remedies are available for constructive dismissal?
The remedies available for constructive dismissal are exactly the same as those for unfair dismissal.
Unlike unfair dismissal, however, you must give credit for earnings received on what would have been your notice period.
When should a claim for constructive dismissal be made?
A claim for constructive dismissal should be made to the Employment Tribunal within a period of 3 months less 1 day from the date that you have resigned. However before you can make a claim, you now need to notify the intention with ACAS under their “early conciliation scheme”. This can have an impact on when the tribunal proceedings need to be lodged. For more information on tribunal time limits and process, please click here.
 
 

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HR02 – Bullying & Harassment Training

What is it about?

How to spot bully,
How to deal with bullies,
how to deal with victims,
Disciplinary procedures for bullying employees
Spotting the vital signs

What will I get out of it?

Any attendee will leave the course fully prepared to deal with bullies at all levels in the workplace , knowing how to resolve issues before they get out of control.

Course Overview

Bullying and harassment in the workplace is a ongoing problem for employers, this course shows the attendees how to deal with and spot the bullying before it gets out of control

I day Course 09.30am – 16.30pm

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HR03 – Company Policies and Procedures [Employment Rules]

What is it about?
This course is designed to ensure any new updates that have come into force are dealt with by the employees responsible for Human resources within the workplace
What will I get out of it?
Any attendee with have an understanding of all current updates within employment law and be able to implement them without falling foul of the employment legislation
Course Overview
This course covers all current updates and future one to come in the next 12 months giving anyone working in an HR department the knowledge to not fall foul of the law if they fail to implement change
Half Day Course – 09.30am .12.30pm

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HR04 – Conflict Resolution Training

Could you recognise the signs of Conflict in your workplace, would you have the ability and knowledge to deal with the problem whilst following all the legal guidelines?

Conflict in the workplace can be a serious problem causing disruption and ongoing problems for both the employer and employees.

Delegates on this course will learn the skills to deal with the conflict between employees and how to arrive at a solution/s that are acceptable to both parties.

The course covers: Active listening & questioning of employees – communication between parties – the legal process – employee suspension – formal meetings – the appeal process and practical role play – ending with a Q & A session

Anyone attending this course will leave knowing they have the legal awareness and knowledge to help them deal with difficult situations between employees ensuring all the legal guidelines are followed and a solution is reached.

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HR05 – Dealing with Disruptive Employees

Course content?
Active listening and questioning skills – Engaging with the interviewee – Planning, preparation and communication – Identifying good practise – Getting the interviewee account – The investigation process – The disciplinary meeting – The appeal process – Practical role play.
What will I get out of it?
Disciplining staff is very much part of the supervisors /managers role, yet this is the area of the job which people are rarely trained in but are expected to carry out, this course will prepare you to do that.
Course Overview
The course is designed to provide the delegate with a structured method of interviewing a member of staff in a disciplinary situation, without falling foul of the many employment laws.
09.30 – 16.30

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HR06 – How to deal with Harassment and Discrimination in the Workplace

COURSE PROGRAMME
Encouraging appropriate behaviour in the workplace – discouraging harassment and bullying – identifying the different types of bullying – informal and formal ways to deal with bullies in the workplace – legal guidelines – inappropriate language.
WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
The delegate will learn the skills to deal with harassment and bullying and discrimination in the workplace – the process of handling and dealing with employees who suffer from the above and the employees causing the problems.
COURSE OBJECTIVES
Anyone attending this course will have the legal awareness and knowledge to help them deal with difficult situations between employees and deal with them in the most appropriate way

WHO SHOULD ATTEND
Anyone responsible for dealing with issues in the workplace that may involve having to deal with harassment, bullying, and unfair treatment this could be HR, Managers, Supervisors

COURSE DURATION
1 day course – 09.30 – 17.00
Course fees – £105 per person [min 4]

Dealing with all types of Harassment

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HR07 – Diversity & Equality Training for Managers & Supervisory staff

Anyone responsible for dealing with issues in the workplace that may involve equality and diversity, Managers, Supervisors other staff.

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
The promotion of equality and diversity embraces an even broader definition that everyone has a contribution to make and that a business can be strengthened by harnessing the skills and contributions of all sectors of the workforce and society this course will give you the skills to ensure that.

COURSE PROGRAMME
Identifying and defining minority groups – Encouraging appropriate behaviour in the workplace – developing you equal opportunities policy – diversity in recruitment and promotion – staying of the right side of the legalisation.

COURSE OBJECTIVES
Anyone attending this course will gain the knowledge and skills to help them deal with difficult situations between groups which could cause conflict if not resolved

COURSE DURATION
1 day course – 09.30 – 16.30
Course fees – £105 per person [min 4]

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HR08 – Handling Difficult People in the Workplace

WHO SHOULD ATTEND
Human Resource Managers Supervisors and anyone with responsibility for carrying out for the discipline of employees in the work place

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
Delegates who complete the training will:
Gain a clear understanding of : How to deal with issues within the employment field that are normally ignored, because of the stigma that is sometimes attached to the companies sending on a particular training course which is known as a taboo subject

Course programme
This 2 day intensive training course is designed to enable employers the opportunity to send staff that are responsible for dealing with these very sensitive issues to a local venue where they will learn how to address these issues, along with a number of other related issues. For many years employers have failed to acknowledge that they have a problem in these areas, In some cases even burying their heads in the sand because they do understand the complexity of the problems and how to deal with them. Even denying that a problem is occurring. Employer should remember

COURSE OBJECTIVES
Delegates will be assessed on their input during their performance, both during classroom and practical exercises; on successful completion of the course a certificate is awarded. Valid for 3 years

COURSE DURATION
09.30 – 17.00 – 1 day course
Course fees – £190.00 per person [min 6]
Venue – Dinnington Training Office
On site delivery available ring or email for a quote
01909 – 518040 – gthrc@btconnect.com

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HR09 – Short Term Absence and Sickness in the Workplace

What is it about?

How to spot the vital signs
How to deal with ongoing short term absence
Dealing with absence
Reasons for the absence

What will I get out of it?

Any attendee will leave the course fully prepared to deal with short term absence from employees/ and understand some of the reasons why it occurs

Course Overview

Short term absence is one of the main issues that disrupt employers workplaces, causing disruption and discontentment between other employees , anyone attending will leave with a better of an understanding of the issues and will be harmed with the knowledge to investigate and deal with any concerns that arise.

I day Course 09.30am – 16.30pm

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HR10 – Dealing with Employees with life limiting Illnesses

What is it about?
How to spot the vital signs
How to deal with ongoing absence due to the illness
Managing absence with affected employee
Dealing with the DDA
What will I get out of it?
Any attendee will leave the course fully prepared to deal with absence from employees who are coping with a life limiting illness/ and help you to understand some of the problems the employees are dealing with
Course Overview
Absence/ sickness leave for an employee with a life limiting illness is to be expected, this course will show the attendees how to show compassion and understanding to the employees concerned.
They will understand that employees who attend work while dealing with a life limiting illness do so to have something positive in there life.
I day Course 09.30am – 16.30pm

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HR11 – Employment Legislation 2015-2016 (basic)

WHO SHOULD ATTEND
Human Resource Managers, Supervisors and anyone with responsibility for dealing with the employment of staff

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
If you are new to the Human Resources role, or would like to find out more about Human Resource responsibilities, this course will provide you with a starting point to guide you in implementing procedures whilst avoiding falling foul of employment legalisation.

Course programme
The role of Human Resources in any business – Recruitment and Selection – Engagement Procedures & policies – Maternity & Paternity – Employment laws and Administration Systems – Redundancy – Discipline and Dismissal procedures.

COURSE OBJECTIVES
This course is aimed at ensuring all employees who are responsible for staff understand that failure to follow the correct procedures will in many cases result in employers facing claims in Employment Tribunals.

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HR12 – Contract of Employment

COURSE PROGRAMME
The contract of employment is the starting point for any employer or employee, this document will outline the duties, the dos and the don’ts – salaries – benefits – holidays – hours of work – etc
Minimum contract requirements – staying within the law
WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
The delegate will learn the skills to write a contract of employment – put together a statement of terms and conditions – write an offer letter –
COURSE OBJECTIVES
This one day course is designed to ensure people involved in Human Resources or who have the responsibility for employee staff are fully aware of the content of a contract of employment and how to prepare one.

WHO SHOULD ATTEND
Anyone responsible for employing staff – this could be HR, Managers, Supervisors

COURSE DURATION
1 day course – 09.30 – 17.00
Course fees – £105 per person [min 4]

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HR13 – Employment Law Updates

What is it about?

This course is designed to ensure any new updates that have come into force are dealt with by the employees responsible for Human resources within the workplace

What will I get out of it?

Any attendee with have an understanding of all current updates within employment law and be able to implement them without falling foul of the employment legislation

Course Overview

This course covers all current updates and future one to come in the next 12 months giving anyone working in an HR department the knowledge to not fall foul of the law if they fail to implement change

Half Day Course – 09.30am .12.30pm

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HR14 – Data Protections Do’s & Do not’s

WHO SHOULD ATTEND
Anyone responsible for handling employers or employees personal details this could include Directors – HR Managers – Supervisors

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
The delegate will gain an understanding of how the Data Protection Act works along with the knowledge of what information can be given out to other organisations or companies

COURSE PROGRAMME
The Data Protection Act the Dos and the Don’ts

COURSE OBJECTIVES
Anyone attending this course will have the legal awareness and knowledge to help them understand what information needs to be retained – What information can be shared – Who and what the Data Protection Act covers – Breaches and how to avoid them.

COURSE DURATION
1 day course – 09.30 – 17.00
Course fees – £105 per person [min 4]

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HR15 – Understanding the Disable Discrimination Act [DDA]

WHO SHOULD ATTEND
Anyone responsible for responsible for employing staff at any level within their company this could be Directors – HR Managers – Managers – Supervisors

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
The delegate will gain an understanding of how to recruit and how to avoid the pitfalls – how to avoid discrimination – writing and advertisement – the interviewing process – questions to use during interviews – the final selection process.

COURSE PROGRAMME
This one day intensive course covers all the areas of recruitment from advertising the role to engaging the employee – it’s so easy to fall foul of the law at many stages of recruitment – this course is designed to ensure staff responsible for recruitment follow all the correct procedures throughout the process.

COURSE OBJECTIVES
Anyone attending this course will have the knowledge to ensure all the legal guidelines are met throughout the recruitment process it’s a nightmare for some staff who only recruit staff on very rare occasions this course will ensure they always follow the correct protocols when recruiting staff.

COURSE DURATION
1 day course – 09.30 – 17.00
Course fees – £125 per person [min 4]

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HR16 – Dealing with Stress in the Workplace

COURSE OBJECTIVES
The aim of this course is to enable managers and people responsible for the welfare of employees to be able to recognise stress in its early stages, therefore, enabling them to deal with and offer help to the employees concerned.
WHAT AREAS ARE COVERED?
What is stress? – Stress related illness – Signs of stress – help and support – managing stress – symptoms of stress – occupational help – referrals – working hours- Managing absence due to stress
WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE?
Delegates who complete the training should be able to recognise and be able to deal with employees who are suffering or showing the signs of suffering from stress

WHO SHOULD ATTEND?
Anyone with responsibility for the welfare of staff in the workplace
COURSE DURATION
09.30 – 17.00 – one day course
Course fees – £175 per person

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HR17 – Dealing with Short term absence/ time keeping

What is it about?

Causes of absence – Measuring/monitoring absence- counselling interviews/strategies –Disciplining persistent absentees – Discipline – v Counselling- Occupational health measures – the legal framework and case law – tackling persistent absence –Disability discrimination – Suspension on medical grounds – Sickness dismissals.

What will I get out of it?
This cause will help delegates develop awareness and skills in effective absence management.

Course Overview

This course is aimed at ensuring all employees who are responsible for Sickness costs are increasing in many businesses and high levels of absence significantly affect the performance of the business, this workshop will help delegates control and effectively monitor absence in all areas of the business and provide a number of solutions to deal with the problems once identified.

09.30 – 17.30

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HR18 – Dealing with Long term sickness and absence in the Workplace

Course Contents

How do I get it right?
Measure absence to find out:
how much time is lost
where absence occurs most
how often individual employees are absent.

Monitor absence by:

obtaining the employee’s consent to keep
details of individual records of sick absence,
which are ‘sensitive personal data’ under the
Data Protection Act 1998;
keeping accurate attendance records which
show individual instances of absence,
together with duration, reason and where in
the company the absentee works;
ensuring that records can be easily analysed
by section or department, month or year;
The DPA
assure staff that any sensitive personal data
will be kept for only as long as necessary and
will only be assessed by named departments
or individuals;
making sure that absence measurement
figures show the scale and nature of the
problem – whether there is an absence
problem and which of the main categories
of absence are involved:
long-term sickness
short-term certified or uncertified sickness
unauthorised absence and lateness.
Reduce absence levels by paying special
attention to:
working conditions
job design
payment systems
communications and induction and training
welfare
employment relations
health and safety (including stress)
flexible working arrangements.
Deal with short-term certificated or uncertificated
sickness by:
interviewing employees on their return
to work;
making arrangements for medicals
where necessary;
having a policy on the provision of certificates
to cover sick absence, although GPs are not
obliged to provide patients with certificates
for illnesses of seven days or less;
ensuring employees are told if their level of
absence is putting their job at risk.

Deal with long-term sickness by:
discussing the problem with the
employee concerned;
considering alternative work or working
arrangements, whether the job can be
covered by other employees or temporary
replacements and how long the job can
be kept open (be aware of the requirements
of the Disability Discrimination Act 1995,
which applies to all employers);
seeking medical opinions from the
employee’s GP or a company doctor.

Deal with authorised absence or lateness by:

requiring absent employees to phone in
by a given time on each day of absence;
ensuring that the supervisor has an informal
talk with the employee on the day after
absence if no explanation is presented;
taking disciplinary action if the unexplained
absence continues.

What if I get it wrong?

High levels of unauthorised absence, including
lateness and certificated or uncertificated sick
leave, can:
cause lost or delayed production
reduce the range or standard of service
cause low morale and dissatisfaction
indicate other, more deep seated problems.

One Day Course 09.30 – 17.00

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HR19 – Dealing with Alcohol & Drug misuse in the Workplace

Course content?

Legal issues and Health and Safety concerns – Working within the legal guidelines – Following a strict protocol – The testing process – Drug and Alcohol abuse – Supporting and employee with abuse issues – The disciplinary process – The drug and Alcohol policy – Testing Process demonstrations.

Who should attend?

Anyone with responsibility for Health and Safety or Human Resources this includes the Directors, Managers and supervisors

Course Overview

This course will address legal issues and health & safety and HR concerns, and outlines how productivity and employee problems can be traced to drug and alcohol related abuse within the working environment. Home office statistics and case histories clearly show a necessity for a comprehensive policy in the workplace
09.30 – 16.30

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HR20 – The Disciplinary process through to Dismissal

Course content?

Identifying and defining minority groups –Encouraging appropriate behaviour in the workplace – Developing your own equal opportunity and diversity recruiting and promotion policy – Staying on the right side of the law.

What will I get out of it?

The promotion of equality and diversity embraces an even broader definition: that everyone has a contribution to make and that a business can be strengthened by harnessing the skills and contributions of all sectors of the workforce and society , this course will show you the ways to do that.

Course Overview

Equal opportunities means not discriminating against staff, suppliers and customers on the basis of race/ethnicity, gender, ability/disability, sexual orientation or social status.

HALF DAY COURSE

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HR21 – The Recruitment Process

COURSE OBJECTIVES
Anyone attending this course will have the knowledge to ensure all the legal guidelines are met throughout the recruitment process it’s a nightmare for some staff who only recruit staff on very rare occasions this course will ensure they always follow the correct protocols when recruiting staff.

COURSE PROGRAMME
This one day intensive course covers all the areas of recruitment from advertising the role to engaging the employee – it’s so easy to fall foul of the law at many stages of recruitment – this course is designed to ensure staff responsible for recruitment follow all the correct procedures throughout the process.
WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
The delegate will gain an understanding of how to recruit and how to avoid the pitfalls – how to avoid discrimination – writing and advertisement – the interviewing process – questions to use during interviews – the final selection process.
WHO SHOULD ATTEND
Anyone responsible for responsible for employing staff at any level within their company this could be Directors – HR Managers – Managers – Supervisors

The recruitment Process
COURSE DURATION
1 day course – 09.30 – 17.00
Course fees – £125 per person [min 4]

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HR22 – Understanding the TUPE Regulations

WHO SHOULD ATTEND
Human Resource Managers, Supervisors and anyone with responsibility for dealing with all the aspects of employment.

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
Anyone attending this course be it Employers or their HR Mangers will be trained and instructed in how to deal with the TUPE process and will be able to fully follow the legal guidelines and protocols

Course programme
TUPE can be a nightmare for some employers, this course is designed to ensure you are fully aware of all the correct processes to follow and be able to follow them in the correct sequence and then know which areas of the process require more attention to detail

COURSE OBJECTIVES
Delegates will learn how to prepare letters, preparation for the various meetings throughout the varies stages of the TUPE process.

COURSE DURATION
1 day course – 09.30 – 17.00
Course fees – £190.00 per person [min 3]

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HR23 – Overcoming Challenges

Change Management Training

Any culture, business or Organisational Change eats up consultants and training budgets.
The language is frightening. Process engineering, supply cycles, control planning models.
What’s needed is some understanding of the theory, the effects on jobs and lifestyle and some simple coping strategies.
80% of Change Management programmes fail!
Most of these failures are attributable to mis-management of the people being required to change.
Except for the change experts everyone is scared of the negative effects of change on themselves.
The language is frightening. Process engineering, supply cycles, control planning models.
What’s needed is some understanding of the theory, the effects on jobs and lifestyle and some simple coping strategies.
Change Management Training Objectives

Understanding the Different Types of Change
Working with Strong Feelings
Handling Cynicism, Fear and Resistance
Why 80% of Change Programmes Fail
How do You Perceive and Handle Things?
Tailored Change Management Training
For all of us who have to deal with change and manage change for others.
Very few, if any, companies are immune from change these days. Sometimes the change is organic and people hardly notice it happening.
More often, however, change is initiated because businesses have to respond to external pressures and constraints as well as internal ones.
Most companies are either preparing for change, in the middle of managing change or just simply having a hard time recovering from some previous change.
Wherever you are with managing change helping your people is essential.
Most change programmes fail because nobody looks at the emotional fallout and the effect on people’s lives.
If you know there is a danger of productivity dipping because morale is about to plummet in the face of imposed change, then giving people support is the single best investment you could make to sustain and develop your changing business.
Change is Good
Change is constant
Change is good for you
Too much change is bad for you
We need change to keep us stimulated and creative

Enabling Others to Cope and Move on
Making a Personal Shift in how You See Things
Making Positive Changes to Your Business
Making Positive Changes to Your Life

Change is Good
Change is constant
Change is good for you
Too much change is bad for you
We need change to keep us stimulated and creative
Yet we need stability and routine to make us feel safe
A bit contradictory, no?
How much change we have or whether change is good or bad for us is irrelevant; far more important is Change Management, how we deal with and cope with change.
Good Change Management needs key people within your organisation to develop the skill and insight that will make a difference to the way things happen around them.
In order to manage change in others you need first to examine how you got to be who you are, define your communication resources and investigate your personal beliefs and values.
This Change Management Programme covers the effect of rules, assumptions, patterns, the roles people play and conflicting ways of thinking and perceiving.
It includes advanced interpersonal skills for greater insight into yourself and others.
Our Change Management Training deals head on with the challenge of change. You will create a personal leadership strategy that will motivate, persuade and inspire those around you.

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HR24 – Ensuring Compliance

What is it about?

This course is designed to ensure any employers of staff from 1 staff member to 100 staff members will remain compliant at all times with Employment Legislation and Health & Safety Legislation

Who Should Attend?

Anyone responsible for employees in the workplace with regard Employment issues and Health sands Safety compliance

Course Overview

This course is designed to give attendees an understanding of there responsibilities under both employment and health and safety legislation. They will leave the course with up to date knowledge which will allow them to ensure full compliance in their own companies

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HR25 – Improving Performance

WHO SHOULD ATTEND?
Anyone with responsibility for the welfare of staff in the workplace

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE?
Delegates who complete the training should be able recognise and be able deal with employees who are suffering or showing the signs of suffering from stress

WHAT AREAS ARE COVERED?
What is stress? – Stress related illness – Signs of stress – help and support – managing stress – symptoms of stress – occupational help – referrals – working hours- Managing absence due to stress

COURSE OBJECTIVES
The aim of this course is to enable a managers and people responsible for the welfare of employees to be able to recognise stress in its early stages therefore enabling them to deal with and offer help to the employees concerned

COURSE DURATION
09.30 – 17.00 – one day course
Course fees – £175 per person

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HR26 – Inspiring leaders

What is it about?

This course is designed to ensure any staff who have the ability to progress into supervisory or management roles have the skills to tackle the ever changing challengers in the workplace

Who Should Attend?

Anyone wishing to progress through the ranks and climb the ladder of management within their own business fields

Course Overview

This course is designed to give attendees an understanding of their responsibilities as supervisory or management staff , it will outline the pitfalls that they would come across on a daily basis and give them the skills to deal with them

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HR27 – Negotiation Skills

Course content?

What are negotiations – Preparing to negotiate – Questioning and listening – Moving to agreement – Achieving the win win situation – Identifying the skills –Seeing the other side – Influencing strategies – Agreeing what’s been agreed.

What will I get out of it?

The knowledge and skill to deal with difficult situations which could cause conflict and result in disciplinary issues.

Course Overview

This course is designed to ensure the staff on a daily basis develop their negotiation skills, any organisation will benefit from the staff members being more confident, more assertive and motivated as well as enabling them to achieve a win win situation.

09.30 – 16.30

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HR01 – Basic Employment Law

What is Constructive Dismissal?
Constructive Dismissal is where an employer has committed a serious breach of contract, entitling the employee to resign in response to the employer’s conduct. The employee is entitled to treat him or herself as having been “dismissed” and the employer’s conduct is often referred to as a “repudiatory breach”.
It is not enough to show merely that your employer has behaved unreasonably – it must be a fundamental breach of an express contractual term, or the implied term of trust and confidence between the employer and employee. Furthermore, you must have left because of the breach and must make it clear when you resign that you regard yourself as having been “constructively dismissed”.
You do need t be careful not to have waive any breach by your employer. This can happen where there is a long delay in resigning in response to an employer’s breach- or anything which signals an acceptance of the breach. This could especially happen if you are off on long term sickness, so you do need to take early advice.
Examples of breaches of contract by an employer entitling an employee to claim constructive dismissal include:
Reduction in pay;
Demotion without reason;
Allegations of poor performance which are unfounded;
Unreasonable disciplining of the employee;
Complete change in the nature of the job;
Harassing or bullying an employee;
Stress at work, that has not been properly addressed.
It may not just be one incident that amounts to a repudiatory conduct by the employer- sometimes there is a continuing pattern of behaviour or incidents which, taken as a whole, amounts to such conduct. In these circumstances, a tribunal may consider that such previous breaches which might otherwise have been considered waived or accepted by the employee, should not be treated as “waived”, but part of a continuing course of conduct.
How easy is it to claim for constructive dismissal?
You must have been continuously employed for a period of 23 months and 3 weeks in order to bring a claim, unless your case falls within one of the exceptions where no minimum service is required (i.e. where it relates to discrimination).
It is preferable that you lodge a formal grievance against your employer before you resign unless there is good reason not to do so. This will give your employer an opportunity to resolve disputes. Failure to lodge a grievance before issuing proceedings would entitle an employment tribunal to reduce any damages you are awarded by 25%. In addition, the lodging of a grievance provides a good springboard for negotiations to take place to resolve the dispute by other means, including the mutual termination of employment upon suitable terms.
You should also preferably state your reason for leaving at the time you resign. Where no reason is communicated to your employer at the time of your departure, a tribunal may be more inclined to conclude that you did not leave because of your employer’s conduct (unless you can show it was understandable why you did not want to refer to it -and there was sufficient other evidence of your employers conduct).
If you can show that your employer has fundamentally acted in a way that makes your position untenable and goes to the root of your relationship, your claim may well succeed. It is always best to obtain professional advice first, however, especially before you resign, as this is a pretty final step if you get it wrong.
Do I need to specify that I am claiming constructive dismissal when I resign?
To establish a claim of constructive dismissal, there is no absolute requirement that you must state your reason for leaving at the time. However, where no reason is communicated to your employer at the time, a tribunal might more readily conclude that your employer’s repudiatory conduct was not the real reason for your leaving. A tribunal may acknowledge that if you have been put in an outrageous and embarrassing position, that it is understandable that you would not want to confront your employer with your reason for leaving that that time. However, there must be some evidence that your employer’s breach was at least a factor. For this reason, it is always best to specify in your resignation letter why you are leaving, and after first having lodged an formal grievance.
What remedies are available for constructive dismissal?
The remedies available for constructive dismissal are exactly the same as those for unfair dismissal.
Unlike unfair dismissal, however, you must give credit for earnings received on what would have been your notice period.
When should a claim for constructive dismissal be made?
A claim for constructive dismissal should be made to the Employment Tribunal within a period of 3 months less 1 day from the date that you have resigned. However before you can make a claim, you now need to notify the intention with ACAS under their “early conciliation scheme”. This can have an impact on when the tribunal proceedings need to be lodged. For more information on tribunal time limits and process, please click here.
 
 

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HR02 – Bullying & Harassment Training

What is it about?

How to spot bully,
How to deal with bullies,
how to deal with victims,
Disciplinary procedures for bullying employees
Spotting the vital signs

What will I get out of it?

Any attendee will leave the course fully prepared to deal with bullies at all levels in the workplace , knowing how to resolve issues before they get out of control.

Course Overview

Bullying and harassment in the workplace is a ongoing problem for employers, this course shows the attendees how to deal with and spot the bullying before it gets out of control

I day Course 09.30am – 16.30pm

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HR03 – Company Policies and Procedures [Employment Rules]

What is it about?
This course is designed to ensure any new updates that have come into force are dealt with by the employees responsible for Human resources within the workplace
What will I get out of it?
Any attendee with have an understanding of all current updates within employment law and be able to implement them without falling foul of the employment legislation
Course Overview
This course covers all current updates and future one to come in the next 12 months giving anyone working in an HR department the knowledge to not fall foul of the law if they fail to implement change
Half Day Course – 09.30am .12.30pm

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HR04 – Conflict Resolution Training

Could you recognise the signs of Conflict in your workplace, would you have the ability and knowledge to deal with the problem whilst following all the legal guidelines?

Conflict in the workplace can be a serious problem causing disruption and ongoing problems for both the employer and employees.

Delegates on this course will learn the skills to deal with the conflict between employees and how to arrive at a solution/s that are acceptable to both parties.

The course covers: Active listening & questioning of employees – communication between parties – the legal process – employee suspension – formal meetings – the appeal process and practical role play – ending with a Q & A session

Anyone attending this course will leave knowing they have the legal awareness and knowledge to help them deal with difficult situations between employees ensuring all the legal guidelines are followed and a solution is reached.

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HR05 – Dealing with Disruptive Employees

Course content?
Active listening and questioning skills – Engaging with the interviewee – Planning, preparation and communication – Identifying good practise – Getting the interviewee account – The investigation process – The disciplinary meeting – The appeal process – Practical role play.
What will I get out of it?
Disciplining staff is very much part of the supervisors /managers role, yet this is the area of the job which people are rarely trained in but are expected to carry out, this course will prepare you to do that.
Course Overview
The course is designed to provide the delegate with a structured method of interviewing a member of staff in a disciplinary situation, without falling foul of the many employment laws.
09.30 – 16.30

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HR06 – How to deal with Harassment and Discrimination in the Workplace

COURSE PROGRAMME
Encouraging appropriate behaviour in the workplace – discouraging harassment and bullying – identifying the different types of bullying – informal and formal ways to deal with bullies in the workplace – legal guidelines – inappropriate language.
WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
The delegate will learn the skills to deal with harassment and bullying and discrimination in the workplace – the process of handling and dealing with employees who suffer from the above and the employees causing the problems.
COURSE OBJECTIVES
Anyone attending this course will have the legal awareness and knowledge to help them deal with difficult situations between employees and deal with them in the most appropriate way

WHO SHOULD ATTEND
Anyone responsible for dealing with issues in the workplace that may involve having to deal with harassment, bullying, and unfair treatment this could be HR, Managers, Supervisors

COURSE DURATION
1 day course – 09.30 – 17.00
Course fees – £105 per person [min 4]

Dealing with all types of Harassment

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HR07 – Diversity & Equality Training for Managers & Supervisory staff

Anyone responsible for dealing with issues in the workplace that may involve equality and diversity, Managers, Supervisors other staff.

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
The promotion of equality and diversity embraces an even broader definition that everyone has a contribution to make and that a business can be strengthened by harnessing the skills and contributions of all sectors of the workforce and society this course will give you the skills to ensure that.

COURSE PROGRAMME
Identifying and defining minority groups – Encouraging appropriate behaviour in the workplace – developing you equal opportunities policy – diversity in recruitment and promotion – staying of the right side of the legalisation.

COURSE OBJECTIVES
Anyone attending this course will gain the knowledge and skills to help them deal with difficult situations between groups which could cause conflict if not resolved

COURSE DURATION
1 day course – 09.30 – 16.30
Course fees – £105 per person [min 4]

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HR08 – Handling Difficult People in the Workplace

WHO SHOULD ATTEND
Human Resource Managers Supervisors and anyone with responsibility for carrying out for the discipline of employees in the work place

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
Delegates who complete the training will:
Gain a clear understanding of : How to deal with issues within the employment field that are normally ignored, because of the stigma that is sometimes attached to the companies sending on a particular training course which is known as a taboo subject

Course programme
This 2 day intensive training course is designed to enable employers the opportunity to send staff that are responsible for dealing with these very sensitive issues to a local venue where they will learn how to address these issues, along with a number of other related issues. For many years employers have failed to acknowledge that they have a problem in these areas, In some cases even burying their heads in the sand because they do understand the complexity of the problems and how to deal with them. Even denying that a problem is occurring. Employer should remember

COURSE OBJECTIVES
Delegates will be assessed on their input during their performance, both during classroom and practical exercises; on successful completion of the course a certificate is awarded. Valid for 3 years

COURSE DURATION
09.30 – 17.00 – 1 day course
Course fees – £190.00 per person [min 6]
Venue – Dinnington Training Office
On site delivery available ring or email for a quote
01909 – 518040 – gthrc@btconnect.com

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HR09 – Short Term Absence and Sickness in the Workplace

What is it about?

How to spot the vital signs
How to deal with ongoing short term absence
Dealing with absence
Reasons for the absence

What will I get out of it?

Any attendee will leave the course fully prepared to deal with short term absence from employees/ and understand some of the reasons why it occurs

Course Overview

Short term absence is one of the main issues that disrupt employers workplaces, causing disruption and discontentment between other employees , anyone attending will leave with a better of an understanding of the issues and will be harmed with the knowledge to investigate and deal with any concerns that arise.

I day Course 09.30am – 16.30pm

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HR10 – Dealing with Employees with life limiting Illnesses

What is it about?
How to spot the vital signs
How to deal with ongoing absence due to the illness
Managing absence with affected employee
Dealing with the DDA
What will I get out of it?
Any attendee will leave the course fully prepared to deal with absence from employees who are coping with a life limiting illness/ and help you to understand some of the problems the employees are dealing with
Course Overview
Absence/ sickness leave for an employee with a life limiting illness is to be expected, this course will show the attendees how to show compassion and understanding to the employees concerned.
They will understand that employees who attend work while dealing with a life limiting illness do so to have something positive in there life.
I day Course 09.30am – 16.30pm

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HR11 – Employment Legislation 2015-2016 (basic)

WHO SHOULD ATTEND
Human Resource Managers, Supervisors and anyone with responsibility for dealing with the employment of staff

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
If you are new to the Human Resources role, or would like to find out more about Human Resource responsibilities, this course will provide you with a starting point to guide you in implementing procedures whilst avoiding falling foul of employment legalisation.

Course programme
The role of Human Resources in any business – Recruitment and Selection – Engagement Procedures & policies – Maternity & Paternity – Employment laws and Administration Systems – Redundancy – Discipline and Dismissal procedures.

COURSE OBJECTIVES
This course is aimed at ensuring all employees who are responsible for staff understand that failure to follow the correct procedures will in many cases result in employers facing claims in Employment Tribunals.

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HR12 – Contract of Employment

COURSE PROGRAMME
The contract of employment is the starting point for any employer or employee, this document will outline the duties, the dos and the don’ts – salaries – benefits – holidays – hours of work – etc
Minimum contract requirements – staying within the law
WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
The delegate will learn the skills to write a contract of employment – put together a statement of terms and conditions – write an offer letter –
COURSE OBJECTIVES
This one day course is designed to ensure people involved in Human Resources or who have the responsibility for employee staff are fully aware of the content of a contract of employment and how to prepare one.

WHO SHOULD ATTEND
Anyone responsible for employing staff – this could be HR, Managers, Supervisors

COURSE DURATION
1 day course – 09.30 – 17.00
Course fees – £105 per person [min 4]

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HR13 – Employment Law Updates

What is it about?

This course is designed to ensure any new updates that have come into force are dealt with by the employees responsible for Human resources within the workplace

What will I get out of it?

Any attendee with have an understanding of all current updates within employment law and be able to implement them without falling foul of the employment legislation

Course Overview

This course covers all current updates and future one to come in the next 12 months giving anyone working in an HR department the knowledge to not fall foul of the law if they fail to implement change

Half Day Course – 09.30am .12.30pm

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HR14 – Data Protections Do’s & Do not’s

WHO SHOULD ATTEND
Anyone responsible for handling employers or employees personal details this could include Directors – HR Managers – Supervisors

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
The delegate will gain an understanding of how the Data Protection Act works along with the knowledge of what information can be given out to other organisations or companies

COURSE PROGRAMME
The Data Protection Act the Dos and the Don’ts

COURSE OBJECTIVES
Anyone attending this course will have the legal awareness and knowledge to help them understand what information needs to be retained – What information can be shared – Who and what the Data Protection Act covers – Breaches and how to avoid them.

COURSE DURATION
1 day course – 09.30 – 17.00
Course fees – £105 per person [min 4]

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HR15 – Understanding the Disable Discrimination Act [DDA]

WHO SHOULD ATTEND
Anyone responsible for responsible for employing staff at any level within their company this could be Directors – HR Managers – Managers – Supervisors

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
The delegate will gain an understanding of how to recruit and how to avoid the pitfalls – how to avoid discrimination – writing and advertisement – the interviewing process – questions to use during interviews – the final selection process.

COURSE PROGRAMME
This one day intensive course covers all the areas of recruitment from advertising the role to engaging the employee – it’s so easy to fall foul of the law at many stages of recruitment – this course is designed to ensure staff responsible for recruitment follow all the correct procedures throughout the process.

COURSE OBJECTIVES
Anyone attending this course will have the knowledge to ensure all the legal guidelines are met throughout the recruitment process it’s a nightmare for some staff who only recruit staff on very rare occasions this course will ensure they always follow the correct protocols when recruiting staff.

COURSE DURATION
1 day course – 09.30 – 17.00
Course fees – £125 per person [min 4]

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HR16 – Dealing with Stress in the Workplace

COURSE OBJECTIVES
The aim of this course is to enable managers and people responsible for the welfare of employees to be able to recognise stress in its early stages, therefore, enabling them to deal with and offer help to the employees concerned.
WHAT AREAS ARE COVERED?
What is stress? – Stress related illness – Signs of stress – help and support – managing stress – symptoms of stress – occupational help – referrals – working hours- Managing absence due to stress
WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE?
Delegates who complete the training should be able to recognise and be able to deal with employees who are suffering or showing the signs of suffering from stress

WHO SHOULD ATTEND?
Anyone with responsibility for the welfare of staff in the workplace
COURSE DURATION
09.30 – 17.00 – one day course
Course fees – £175 per person

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HR17 – Dealing with Short term absence/ time keeping

What is it about?

Causes of absence – Measuring/monitoring absence- counselling interviews/strategies –Disciplining persistent absentees – Discipline – v Counselling- Occupational health measures – the legal framework and case law – tackling persistent absence –Disability discrimination – Suspension on medical grounds – Sickness dismissals.

What will I get out of it?
This cause will help delegates develop awareness and skills in effective absence management.

Course Overview

This course is aimed at ensuring all employees who are responsible for Sickness costs are increasing in many businesses and high levels of absence significantly affect the performance of the business, this workshop will help delegates control and effectively monitor absence in all areas of the business and provide a number of solutions to deal with the problems once identified.

09.30 – 17.30

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HR18 – Dealing with Long term sickness and absence in the Workplace

Course Contents

How do I get it right?
Measure absence to find out:
how much time is lost
where absence occurs most
how often individual employees are absent.

Monitor absence by:

obtaining the employee’s consent to keep
details of individual records of sick absence,
which are ‘sensitive personal data’ under the
Data Protection Act 1998;
keeping accurate attendance records which
show individual instances of absence,
together with duration, reason and where in
the company the absentee works;
ensuring that records can be easily analysed
by section or department, month or year;
The DPA
assure staff that any sensitive personal data
will be kept for only as long as necessary and
will only be assessed by named departments
or individuals;
making sure that absence measurement
figures show the scale and nature of the
problem – whether there is an absence
problem and which of the main categories
of absence are involved:
long-term sickness
short-term certified or uncertified sickness
unauthorised absence and lateness.
Reduce absence levels by paying special
attention to:
working conditions
job design
payment systems
communications and induction and training
welfare
employment relations
health and safety (including stress)
flexible working arrangements.
Deal with short-term certificated or uncertificated
sickness by:
interviewing employees on their return
to work;
making arrangements for medicals
where necessary;
having a policy on the provision of certificates
to cover sick absence, although GPs are not
obliged to provide patients with certificates
for illnesses of seven days or less;
ensuring employees are told if their level of
absence is putting their job at risk.

Deal with long-term sickness by:
discussing the problem with the
employee concerned;
considering alternative work or working
arrangements, whether the job can be
covered by other employees or temporary
replacements and how long the job can
be kept open (be aware of the requirements
of the Disability Discrimination Act 1995,
which applies to all employers);
seeking medical opinions from the
employee’s GP or a company doctor.

Deal with authorised absence or lateness by:

requiring absent employees to phone in
by a given time on each day of absence;
ensuring that the supervisor has an informal
talk with the employee on the day after
absence if no explanation is presented;
taking disciplinary action if the unexplained
absence continues.

What if I get it wrong?

High levels of unauthorised absence, including
lateness and certificated or uncertificated sick
leave, can:
cause lost or delayed production
reduce the range or standard of service
cause low morale and dissatisfaction
indicate other, more deep seated problems.

One Day Course 09.30 – 17.00

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HR19 – Dealing with Alcohol & Drug misuse in the Workplace

Course content?

Legal issues and Health and Safety concerns – Working within the legal guidelines – Following a strict protocol – The testing process – Drug and Alcohol abuse – Supporting and employee with abuse issues – The disciplinary process – The drug and Alcohol policy – Testing Process demonstrations.

Who should attend?

Anyone with responsibility for Health and Safety or Human Resources this includes the Directors, Managers and supervisors

Course Overview

This course will address legal issues and health & safety and HR concerns, and outlines how productivity and employee problems can be traced to drug and alcohol related abuse within the working environment. Home office statistics and case histories clearly show a necessity for a comprehensive policy in the workplace
09.30 – 16.30

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HR20 – The Disciplinary process through to Dismissal

Course content?

Identifying and defining minority groups –Encouraging appropriate behaviour in the workplace – Developing your own equal opportunity and diversity recruiting and promotion policy – Staying on the right side of the law.

What will I get out of it?

The promotion of equality and diversity embraces an even broader definition: that everyone has a contribution to make and that a business can be strengthened by harnessing the skills and contributions of all sectors of the workforce and society , this course will show you the ways to do that.

Course Overview

Equal opportunities means not discriminating against staff, suppliers and customers on the basis of race/ethnicity, gender, ability/disability, sexual orientation or social status.

HALF DAY COURSE

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HR21 – The Recruitment Process

COURSE OBJECTIVES
Anyone attending this course will have the knowledge to ensure all the legal guidelines are met throughout the recruitment process it’s a nightmare for some staff who only recruit staff on very rare occasions this course will ensure they always follow the correct protocols when recruiting staff.

COURSE PROGRAMME
This one day intensive course covers all the areas of recruitment from advertising the role to engaging the employee – it’s so easy to fall foul of the law at many stages of recruitment – this course is designed to ensure staff responsible for recruitment follow all the correct procedures throughout the process.
WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
The delegate will gain an understanding of how to recruit and how to avoid the pitfalls – how to avoid discrimination – writing and advertisement – the interviewing process – questions to use during interviews – the final selection process.
WHO SHOULD ATTEND
Anyone responsible for responsible for employing staff at any level within their company this could be Directors – HR Managers – Managers – Supervisors

The recruitment Process
COURSE DURATION
1 day course – 09.30 – 17.00
Course fees – £125 per person [min 4]

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HR22 – Understanding the TUPE Regulations

WHO SHOULD ATTEND
Human Resource Managers, Supervisors and anyone with responsibility for dealing with all the aspects of employment.

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE
Anyone attending this course be it Employers or their HR Mangers will be trained and instructed in how to deal with the TUPE process and will be able to fully follow the legal guidelines and protocols

Course programme
TUPE can be a nightmare for some employers, this course is designed to ensure you are fully aware of all the correct processes to follow and be able to follow them in the correct sequence and then know which areas of the process require more attention to detail

COURSE OBJECTIVES
Delegates will learn how to prepare letters, preparation for the various meetings throughout the varies stages of the TUPE process.

COURSE DURATION
1 day course – 09.30 – 17.00
Course fees – £190.00 per person [min 3]

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HR23 – Overcoming Challenges

Change Management Training

Any culture, business or Organisational Change eats up consultants and training budgets.
The language is frightening. Process engineering, supply cycles, control planning models.
What’s needed is some understanding of the theory, the effects on jobs and lifestyle and some simple coping strategies.
80% of Change Management programmes fail!
Most of these failures are attributable to mis-management of the people being required to change.
Except for the change experts everyone is scared of the negative effects of change on themselves.
The language is frightening. Process engineering, supply cycles, control planning models.
What’s needed is some understanding of the theory, the effects on jobs and lifestyle and some simple coping strategies.
Change Management Training Objectives

Understanding the Different Types of Change
Working with Strong Feelings
Handling Cynicism, Fear and Resistance
Why 80% of Change Programmes Fail
How do You Perceive and Handle Things?
Tailored Change Management Training
For all of us who have to deal with change and manage change for others.
Very few, if any, companies are immune from change these days. Sometimes the change is organic and people hardly notice it happening.
More often, however, change is initiated because businesses have to respond to external pressures and constraints as well as internal ones.
Most companies are either preparing for change, in the middle of managing change or just simply having a hard time recovering from some previous change.
Wherever you are with managing change helping your people is essential.
Most change programmes fail because nobody looks at the emotional fallout and the effect on people’s lives.
If you know there is a danger of productivity dipping because morale is about to plummet in the face of imposed change, then giving people support is the single best investment you could make to sustain and develop your changing business.
Change is Good
Change is constant
Change is good for you
Too much change is bad for you
We need change to keep us stimulated and creative

Enabling Others to Cope and Move on
Making a Personal Shift in how You See Things
Making Positive Changes to Your Business
Making Positive Changes to Your Life

Change is Good
Change is constant
Change is good for you
Too much change is bad for you
We need change to keep us stimulated and creative
Yet we need stability and routine to make us feel safe
A bit contradictory, no?
How much change we have or whether change is good or bad for us is irrelevant; far more important is Change Management, how we deal with and cope with change.
Good Change Management needs key people within your organisation to develop the skill and insight that will make a difference to the way things happen around them.
In order to manage change in others you need first to examine how you got to be who you are, define your communication resources and investigate your personal beliefs and values.
This Change Management Programme covers the effect of rules, assumptions, patterns, the roles people play and conflicting ways of thinking and perceiving.
It includes advanced interpersonal skills for greater insight into yourself and others.
Our Change Management Training deals head on with the challenge of change. You will create a personal leadership strategy that will motivate, persuade and inspire those around you.

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HR24 – Ensuring Compliance

What is it about?

This course is designed to ensure any employers of staff from 1 staff member to 100 staff members will remain compliant at all times with Employment Legislation and Health & Safety Legislation

Who Should Attend?

Anyone responsible for employees in the workplace with regard Employment issues and Health sands Safety compliance

Course Overview

This course is designed to give attendees an understanding of there responsibilities under both employment and health and safety legislation. They will leave the course with up to date knowledge which will allow them to ensure full compliance in their own companies

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HR25 – Improving Performance

WHO SHOULD ATTEND?
Anyone with responsibility for the welfare of staff in the workplace

WHAT BENEFITS WILL THE COURSE DELIVER TO THE DELEGATE?
Delegates who complete the training should be able recognise and be able deal with employees who are suffering or showing the signs of suffering from stress

WHAT AREAS ARE COVERED?
What is stress? – Stress related illness – Signs of stress – help and support – managing stress – symptoms of stress – occupational help – referrals – working hours- Managing absence due to stress

COURSE OBJECTIVES
The aim of this course is to enable a managers and people responsible for the welfare of employees to be able to recognise stress in its early stages therefore enabling them to deal with and offer help to the employees concerned

COURSE DURATION
09.30 – 17.00 – one day course
Course fees – £175 per person

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HR26 – Inspiring leaders

What is it about?

This course is designed to ensure any staff who have the ability to progress into supervisory or management roles have the skills to tackle the ever changing challengers in the workplace

Who Should Attend?

Anyone wishing to progress through the ranks and climb the ladder of management within their own business fields

Course Overview

This course is designed to give attendees an understanding of their responsibilities as supervisory or management staff , it will outline the pitfalls that they would come across on a daily basis and give them the skills to deal with them

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HR27 – Negotiation Skills

Course content?

What are negotiations – Preparing to negotiate – Questioning and listening – Moving to agreement – Achieving the win win situation – Identifying the skills –Seeing the other side – Influencing strategies – Agreeing what’s been agreed.

What will I get out of it?

The knowledge and skill to deal with difficult situations which could cause conflict and result in disciplinary issues.

Course Overview

This course is designed to ensure the staff on a daily basis develop their negotiation skills, any organisation will benefit from the staff members being more confident, more assertive and motivated as well as enabling them to achieve a win win situation.

09.30 – 16.30

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