Role clarity
Map a current situation involving role clarity; separate facts from assumptions and identify questions that need clarification.
All programmesPeople & HR / PM-PEO-013
Employee Relations in Practice
A practical programme in employee relations in practice, connecting working concepts with team decisions and relevant workplace examples.
About the Course
This programme develops a working approach to employee relations in practice in the context of people processes and workforce priorities. Participants move from understanding the main concepts to examining a case, testing alternatives and explaining a practical recommendation. The three modules focus on role clarity, case documentation and constructive dialogue. Examples are selected after the training brief so that they reflect the responsibilities and experience of the participant group.
Course Objectives
- Explain the role of role clarity and identify the information required for a reliable assessment.
- Use a structured worksheet to examine case documentation and compare reasonable alternatives.
- Identify assumptions, missing evidence and implementation concerns related to constructive dialogue.
- Prepare an evidence-based people initiative and follow-up measures for discussion with an HR or learning team.
- Translate the exercise into a workplace action plan with owners, review points and measurable progress.
Who Can Benefit
- HR and people-development professionals: apply role clarity to their responsibilities through a guided case and a course-specific worksheet.
- Line managers and workforce planners: apply case documentation to their responsibilities through a guided case and a course-specific worksheet.
- Learning and organisational-development teams: apply constructive dialogue to their responsibilities through a guided case and a course-specific worksheet.
Participant experience and learning needs are reviewed before the programme is confirmed.
Curriculum & Practical Work
Case documentation
Compare two approaches to case documentation; explain the expected benefits, limitations and information gaps.
Constructive dialogue
Develop an action plan for constructive dialogue; assign responsibilities and agree how results should be reviewed.
Learning Method
Short concept discussions, guided worksheets, group comparisons and instructor feedback, followed by a workplace action plan.
Educational programme. No professional accreditation is implied; specialist legal, engineering or tax advice requires qualified professionals.