Investigation Skills Training
Monday, 14 November 2016 @ 9:30 am - 4:00 pmFree
Jumeirah Lowndes Hotel, Knightsbridge, London
Investigation Skills Training 2935281 DD
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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.
- 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.
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
|09:30||Coffee and registration|
|10:00||Welcome, Introductions and Objectives for the day|
|10:30|| Setting the scene
|10:45|| The Investigator
|11:15|| An investigation framework and plan
|12:00|| 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|
Barry first qualified as an accountant before graduating in business studies and pursuing a career in human resources. He has held senior international HR positions with oil exploration and energy company Schlumberger Ltd., Control Data and General Electric after six years with telecommunications giant STC, before serving as the Executive Vice President for Human Resources at Corange – Boehringer Mannheim healthcare groups. His roles have taken him all over the world, including long periods in Holland, France and Japan.
Barry then moved into HR consultancy in 1996, utilizing his expertise in organizational design, talent management, executive search and recruitment as well as individual and team executive coaching.
Barry is also an experienced trainer in workplace issues such as conflict resolution, mediation, investigations, disciplinary hearings and appeals, and delivers our highly popular Symposium workshops that help HR practitioners at all levels and across all industries navigate these often complex processes.
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 workshops 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.
What are people saying?
Real words from real customers!
- “Very informative, enjoyed the course” HR Assistant, Hugo Boss UK
- “Good interactive group, food for thought” HR Manager, Clyde & Co
- “Really interesting and informative” HR Advisor, Woking Borough Council
- “Training was excellent, very detailed” HRBP, South Wales Police
- “Lovely venue, nice group, informal discussion style training, very enjoyable” Learning & Development Team Manager, Liverpool Direct Ltd
- “Really great training session, was good to see the theory that underpins the D&G process and policy” HR Administrator, TJ Morris Ltd
- “Really useful, practical training” HRBP, Mercer
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