Employee Relations Management: Armstrong's HRM Approach

Name: Employee Relations Management: Armstrong's HRM Approach
Rating: 4.8 (150 reviews)

Inspired by: Michael Armstrong's Human Resource Management Practice

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Employee Relations Management: Armstrong's HRM Approach

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Course Overview:

The course is a strategic corporate training programme designed to elevate HR professionals and people managers in mastering the essential elements of modern HRM practice. Drawing from the authoritative source "Armstrong’s Handbook of Human Resource Management Practice," this course explores employee relations frameworks, employee voice, conflict resolution, internal HR consulting, grievance handling, service delivery, and engagement-driven strategies in depth. Through a comprehensive learning experience, participants will gain actionable knowledge in HR services management, handling employee grievances, implementing workplace disciplinary procedures, driving employee well-being programmes, and enhancing communication strategies within diverse organisational structures.

Target Audience:

HR Business Partners
Employee Relations Managers
HR Consultants and Specialists
People Services Coordinators
Organizational Development Practitioners
Senior HR Executives and Directors
Department Heads involved in employee oversight

Targeted Organizational Departments:

Human Resources
Organizational Development
Employee Services and Support Units
Legal and Compliance Departments
Internal Communications
Talent Management and Retention
Industrial Relations

Targeted Industries:

Healthcare
Government and Public Services
Education and Academia
Oil, Gas, and Energy
Financial Services
Manufacturing and Industrial Sectors
Telecommunications
NGOs and Non-Profit Organizations

Course Offerings:

By the end of this course, participants will be able to:

Design and implement comprehensive employee relations strategies
Effectively manage HR complaint handling and grievance procedures
Develop communication plans that enhance employee voice and trust
Apply counselling techniques in HR to improve morale and workplace culture
Lead conflict resolution processes across organisational levels
Build frameworks for employee lifecycle management and service excellence
Evaluate and redesign HR service delivery models
Strengthen union and non-union relationships through proactive negotiation
Interpret and implement employment law and HR compliance standards
Use metrics to assess employee satisfaction and relationship effectiveness

Training Methodology:

This course utilises a blended learning approach based on Armstrong's best practices. Participants will engage in practical case studies, role-play simulations for conflict resolution and disciplinary procedures, and group workshops focused on developing employee communication plans and trust-building programmes. Facilitated interactive discussions, combined with real-world scenarios from various industries, will promote collaborative problem-solving. Pre- and post-assessments will evaluate growth in core competencies such as grievance handling, employee service delivery, and employee empowerment.

Course Toolbox:

Armstrong’s HRM Practice ebook
Employee Relations Strategy Template Pack
Conflict Resolution Roleplay Scenarios
Grievance Handling Process Map
HR Services Delivery Assessment Checklist
Communication Planning Worksheets
Case Studies Binder (based on Armstrong examples)
Employee Voice and Exit Interview Question Banks
Sample Union Recognition Agreements

Course Agenda:

Day 1: Foundations of Employee Relations and Service Strategy

Topic 1: The Employee Relations Framework
Topic 2: The HRM Approach to Industrial Relations
Topic 3: Collective Bargaining and Regulation
Topic 4: Unitary vs Pluralist Views in Employee Relations
Topic 5: The HRM Role in Social Partnership and Individualism
Topic 6: Aligning Employee Relations Strategy with Business Strategy
Reflection & Review: Identify internal and external ER influences and map them to current organizational practices

Day 2: Core Employee Relations Processes and Legal Dimensions

Topic 1: Developing Employee Relations Policies
Topic 2: Designing an Effective Employee Relations Climate
Topic 3: Negotiating with Unions and Managing Without Them
Topic 4: Handling Grievances and Employment Issues
Topic 5: Overview of Disciplinary Procedures and Legal Compliance
Topic 6: Employee Relations and Organizational Risk Management
Reflection & Review: Analyze real-world grievance handling cases and develop mitigation strategies

Day 3: Employee Voice, Communication, and Engagement

Topic 1: Concepts and Frameworks of Employee Voice
Topic 2: Mechanisms for Expressing Voice: Surveys, Suggestion Schemes, Joint Consultation
Topic 3: Designing Employee Voice Strategies That Work
Topic 4: Communication Approaches and Information Transparency
Topic 5: Evaluating Communication Effectiveness in Organisations
Topic 6: Planning Strategic Employee Communication
Reflection & Review: Group activity to design and critique a voice and communication strategy

Day 4: Enhancing Employee Experience and Services

Topic 1: Managing the Onboarding and Induction Experience
Topic 2: Designing Internal HR Services and Support
Topic 3: Exit Strategies and Employee Feedback Mechanisms
Topic 4: Linking Employee Services to Engagement and Trust
Topic 5: Measuring the Effectiveness of HR Services
Topic 6: Using Employee Lifecycle Data for Continuous Improvement
Reflection & Review: Workshop on designing a full employee services and relations lifecycle model

Day 5: Strategic Integration and Future-Ready ER Practices

Topic 1: Strategic Role of Employee Relations in HRM Systems
Topic 2: Integration of ER with Performance Management and Organisational Goals
Topic 3: Building a Culture of Engagement, Empowerment and Recognition
Topic 4: Employee Well-being, Support Services, and Retention
Topic 5: Metrics, Surveys, and Continuous Evaluation in ER
Topic 6: Best Practices for Strategic ER Planning in Dynamic Work Environments
Reflection & Review: Strategic group presentations linking ER systems to HR strategy using Armstrong’s models

FAQ:

What specific qualifications or prerequisites are needed for participants before enrolling in the course?

There are no formal prerequisites. However, participants should have a foundational understanding of HR practices or hold roles in human resources, employee relations, or managerial positions.

How long is each day's session, and is there a total number of hours required for the entire course?

Each day's session is generally structured to last around 4-5 hours, with breaks and interactive activities included. The total course duration spans five days, approximately 20-25 hours of instruction.

What’s the difference between employee voice and employee communication?

According to Armstrong's Handbook, employee voice refers to the various ways through which employees express their opinions, contribute ideas, and influence decision-making , whereas employee communication refers to the structured approaches and systems through which information is transmitted from management to employees and vice versa.

How This Course is Different from Other Employee Relations and Services Courses:

This course transcends standard employee relations courses by providing a strategic learning path inspired by Michael Armstrong's HRM framework. focusing on practical applications in service delivery, grievance management, communication, and employee engagement.

Additionally, the course covers HR metrics, proactive advisory strategies, and trust-building techniques. Participants enjoy an immersive experience featuring real-world applications, strategic role-playing, and customized toolkits, establishing it as a leading program for mastering employee relations and HR service management in today’s organisations.

credits: 5 credit per day

Course Mode: full-time

Provider: Agile Leaders Training Center

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