Legal Human Resource Support Course

Human Resources

Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute
By the conclusion of the specified learning and development activities, delegates will be able to:
Define the bases of the a employer-employee relationship;a ™
Determine the purpose, components and parameters of the UK employment law;
Illustrate the key provisions of the Employment Act 2002;
Explain the role of the Employment Act 2002 and its Statutory Instrument 2004, in averting a employer-employee repudiation;a ™
Identify some of the key issues of the Employment Relations Act 2004 and their positive and negative effects on their organisational relations;
Draw on The Race Relations Act 1976, The Race Relations Amendment act 2006, The Race Relations Act 1976 - Statutory Duties Order 2001, The Disability Discrimination Act 1995, The Disability Discrimination Act 1995 - Amendments Regulations 2003, The Equal Pay Act 1970, The Equal Pay (Amendment) Regulations 1983, and related Acts and Statutory Instruments, to formulate a legally enshrined Employment Policy;
Develop Grievance and Disciplinary Procedure which incorporates the statutory minimum requirements;
Related Jobs or Careers: This Course is Designed For: Human Resource Professionals Human Resource Managers Human Resource Specialists w
This is primarily ilt training
train the trainerThis may be appropriate for train the trainer situations
on-line e-learning cbt (computer based)This is an online eLearning or CBT training program
group study and discussionThis class may involve group study
instructor led trainingThis class may be available at a classroom in London, London,
Course Level:advanced
Duration:6 days
Training Presented in:English
Master's Degree Program Provided by Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute
Legal Human Resource Support Course
Training Program Details
Part 1: Contextualising Organisational Structure
Defining Organisations.
Social Organisations.
Formal Organisations.
Salient Elements of Organisational Analysis.
Roles;
Responsibilities;
Accountability:
Internal Accountability;
Upward Accountability;
Downward Accountability.
The Organisation s External Accountability:
Accountability To Owners/ Sponsors;
Accountability To Clients/ Users/ Customers;
Accountability To Creditors;
Accountability To Sector Or Industry;
Accountability To The State.
Authority:
Traditional Authority;
Charismatic Authority;
Legitimate Authority;
Professional Authority.
Power;
Organisational Power Sources:
Authority;
Control over resources;
Control over information, access to and control over the information flow;
Control over uncertainty;
Unobtrusive Power.
Delegation:
Bases of Delegation;
Delegation and Professional Authority;
Delegation and Superior-Subordinate Relationship.
Part 2: Time Management: A Role Effectiveness Imperative
Time Management Defined
Time in an Organisational Wide Context: Acting in Time
The Cost of Time
Time Management Tools
Maximising Personal Effectiveness
Busy vs. Productive
Time Wasters/ Time Robbers/ Time Stealers/ Time Bandits
Managing Time Wasters/ Time Robbers/ Time Stealers/ Time Bandits
Combating Procrastination
Diffusing the Impact of Others
Handling Interruptions Constructively
Asserting Yourself Politely and Calmly
Part 3: Meeting Support
Meeting Scheduling
Meeting Notification
Meeting Agenda
Soliciting Items for Agenda
Minute Taking
Records of Meetings
Supporting Meeting organisation and Conduct.
Part 4: Establishing Employer-Employee Relationship (1)
Employer-Employee Relations;
The Employment Rights Act 1996;
Tenure of Employment;
Zero Hours Contract;
The Employment Contract:
The Employee s Contract;
The Worker s Contract;
The Contractor s Contract.
National Minimum Wage Act (NMWA) 1998;
The Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000;
The Fixed-term Employees (Prevention of Less Favorable Treatment) Regulations 2002;
Statutory Instruments 2014 No. 853 - Terms And Conditions Of Employment - The Enterprise and Regulatory Reform Act 2013 (Consequential Amendments) (Employment) (No. 2) Order 2014;
The Agency Workers Regulations 2010;
The Employment Relations Act 1999 (Blacklists) Regulations 2010;
The Equality Act 2010 (Disability) Regulations 2010;
The Flexible Working (Eligibility, Complaints and Remedies) Regulations 2002.
Part 5: Establishing Employer-Employee Relationship (2)
Statutory Instruments 2014 No. 1398 - Terms and Conditions Of Employment - The Flexible Working Regulations 2014;
Expressed Terms of Employment Contract;
Generally Implied Terms of Employment Contract;
Implied Terms of Employment Contract through Common Law;
Implied Terms of Employment Contract through Statute;
Formulating the Employment Contract;
Variation of terms of Employment Contract;
National Minimum Wage;
Working Hours and Holidays;
Breaches of Employment Contract: The Tribunals and Courts;
The Role of the Advisory, Conciliation and Arbitration Service (ACAS)
Working Time Regulations 1998 (incorporating Bank Holidays);
The Employment Act 2002;
The Employment Act 2002 - Statutory Instrument 2004;
The Employment Relations Act 2004.
About The Training Provider: Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute
Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute - HRODC Postgraduate Training Institute (www. hrodc. com and is a Graduate Institution Registered with the UK Register of Learning Providers (UKRLP), of the Department for Business, Innovation and Skills (BIS), formerly Department for Innovation, Universities and Skills (DIUS). Its Registration Number is: 10019585 and can be verified at: HRODC Postgraduate Training Institute offers a...
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