Grievance Investigation Skills
29 August @ 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.
Who's it for?
- Interested in learning more about a positive approach to resolving disputes in the workplace.
- Managers, HR professionals, trade union officials, lawyers, business advisors, consultants, senior managers, business owners and dispute resolution professionals.
By the end of the course you will:
|09:30||Coffee and registration|
|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||Practice session and case study|
|15:15||Preparing the Report and Recommendations|
|15:45||Summary and follow up plans|
HR / Change Management Consultant
Beverly brings expertise in a diverse range of areas within human resources strategy, including organizational design and effectiveness, leadership, executive coaching, change management and acceleration, acquisition due diligence and integration, conflict resolution and mediation.
She spent twenty five years with General Electric (GE) in both the US and Europe as an HR practitioner across various financial and industrial services, as well as over five years working within GE integration, leading cross-functional business teams on acquisition and integration projects across Europe. She is an accredited workplace mediator, experienced corporate change management consultant and delivers Symposium training workshop on mediation skills.
Beverly is an honours graduate from Northeastern University in Boston, Massachusetts, holds an MBA from the same institution, and is a member of the Chartered Institute of Personnel and Development (CIPD) and the Institute of Directors.
HR/Change Management Consultant
Paul is an international HR specialist, executive coach and mentor with over thirty years experience in senior HR roles for organizations including Unisys, Sun Microsystems and General Electric (GE), building and leading diverse global teams. He has extensive experience in organisational restructuring and change management, including moving Sun Microsystems from a regionally focused HR function to a global delivery model with over five hundred HR employees in fifty countries.
Paul is also an experienced trainer in HR processes and delivers Symposium workshops providing investigation, mediation and disciplinary skills to HR practitioners at all levels. Paul offers consultancy on HR strategy, organisational design and development and change management as well as the design and management of day-to-day HR processes.
Paul is a graduate in economics with honours from the University of Bristol, a Fellow of the Chartered Institute of Personnel and Development (CIPD) and a masters graduate from the Ashridge Business School.
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