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Investigation Skills Training
Monday, 14 March 2016 @ 9:30 am - 4:00 pm£399.00
Today’s businesses operate in a complex environment of markets, regulations and performance pressures. Equally those businesses need to lead an increasingly diverse workforce with a broad range of motivations and styles. Conflict is inevitable.
Grievances are often at the root of workplace conflicts or disciplinary actions and as a result employment legislation is putting pressure on employers to deliver employment decisions that are more and more impartial and objective.
Effective investigation can often be the key to resolving grievances fairly: particularly where there is a need to find the facts.
However getting to the bottom of such events is way down the manager’s list of priorities or experience. Often, the organisation or individual lacks confidence to conduct such a procedure or there is a reluctance to be involved in a process that may become part of legal proceedings. Undertaking a proper grievance investigation involves adhering to a rigorous process. But since such investigations are not criminal investigations any conclusions can only draw on the evidence and facts and provide a conclusion that, while being admissible in court, will be based on the "balance of probability".
The Investigation Skills seminar is designed to provide attendees with an understanding, process, framework, and tool set to enable managers to undertake an investigation, working with a proven methodology.
Eight key things you will learn on this course:
- When an investigation is appropriate or not e.g. grievance, bullying, discrimination etc
- The requirements of a good investigation
- Understand the key role of the investigator
- Learn an investigation process model
- Appreciate the importance of confidentiality and impartiality
- Identify key skills utilised in an investigation and how they are applied
- Recognise potential ‘derailers’ and how to address
- How to complete a final report and what happens after
|9:30||Registration and Coffee|
|10:00||Welcome, Introductions and Objectives for the day|
Setting the scene
An investigation framework and plan
Undertaking an Investigation
|13:15||Lunch and Discussion|
|14:00||Practise session and case study|
|15:15||Preparing the Report and Recommendations|
|15:45||Summary and follow up plans|
This course may be taught by one of the following experts:
Barry qualified as an accountant before graduating in business studies and pursuing a career in human resources. After six years in the telecommunications industry with STC (ITT), he moved to Schlumberger Ltd, the oil field exploration and energy management multinational, spending ten years in senior, international HR and Operational appointments. Following spells with Control Data and GE, he served as Executive Vice President, Human Resources, of the Corange/Boerhinger Mannheim healthcare groups. In 1996 he became MD of the executive search company Simmonds International and in recent years has also specialized in mediation and grievance investigations. Barry has lived in Holland, France and Japan. He specialises in the high technology, healthcare, general manufacturing, retail and financial services sectors.
Bev was born in the United States and has lived and worked in Europe since 1990. A graduate of Northeastern University in Boston, Massachusetts, with a BA and MBA, Bev initially worked in student personnel before moving into HR management with GE in 1980. After a number of assignments in power systems, aerospace and industrial automation, Bev joined the international team covering Europe, Middle East and Africa before transitioning to financial services. She has extensive acquisition and integration experience and is skilled in facilitation, change acceleration and coaching techniques. Additionally, she is an accredited employment and commercial mediator.
Paul gained a BSc in Economics from Bristol University and is a Fellow of the Chartered Institute of Personnel and Development. He started his career in production management with Christian Salvesen and then moved into HR. After three years in HR positions at Ferranti he joined GE for seven years, where he became the head of UK HR. After two years as HR Director at Unisys he joined Sun Microsystems as UK HR Director. In his 20 years at Sun, as well as the UK, he lived in California, Japan, Hong Kong and Australia. After several years as HR director for Europe and Asia, he became VP of HR Operations worldwide and was responsible for setting up HR shared services globally and managing an HR outsourcing contract spanning 50 countries. In 2010 Paul completed a masters degree in executive coaching at Ashridge Business School and obtained the National Certificate in Employment Mediation. Paul is now an independent specialist in international HR, executive coaching and dispute resolution.