EMPLOYMENT RELATIONSHIP

ACARA

26 – 28 Maret 2019 | IDR 6.750.000 per peserta di Yogyakarta
09 – 11 April 2019 | IDR 6.750.000 per peserta di Yogyakarta
15 – 17 April 2019 | IDR 6.750.000 per peserta di Yogyakarta
24 – 26 April 2019 | IDR 6.750.000 per peserta di Yogyakarta

Jadwal Training 2019 Selanjutnya …

 

EMPLOYMENT RELATIONSHIP TRAINING OBJECTIVES

When you have completed this workbook you will be better able to:

  1. Define ‘diversity’ and explain why it is important to manage diversity at work
  2. Outline the main legislation relating to fair employment
  3. Recognize whether the law has been broken
  4. Understand and implement your organization’s employment policies and procedures as a major step towards managing your team fairly and consistently within the law
  5. Describe the steps you can take to ensure diversity in the workplace
  6. Describe the consequences of non-compliance for your own work area and organization
  7. Deal with disciplinary matters in a fair and consistent way within the law

 

EMPLOYMENT RELATIONSHIP TRAINING OUTLINES

  1. Workbook introduction
    • ILM Super Series study links
    • Links to ILM qualifications
    • Links to S/NVQs in management
    • Workbook objectives
    • Activity planner
  2. MANAGING DIVERSITY
    • Introduction
    • Diversity and Equality (Activity 1, 2)
    • The Importance of Equality at Work (Activity 3)
    • Inequality and Unfairness at Work (Activity 4)
    • Has Inequality Occurred – a Checklist (Activity 5, 6, 7)
    • Self Assessment, Summary
  3. THE LAW RELATING TO EQUALITY AT WORK
    1. Introduction
      • Changing trends
      • Unchanging attitudes
      • Modifying behavior
      • Diversity (Activity 8)
    2. Scope of the Anti-Discrimination Laws
      • Positive discrimination (Activity 9)
      • Genuine Occupational Qualification (GOC) (Activity 10)
    3. United Kingdom Statute Law
      • Are there ways around the law (Activity 11)
      • Legally unqualified workers
    4. Other Legislation Affecting Unfair Discrimination
      • Human Rights Act 1998
      • Parental leave
      • Flexible working hours scheme
      • Working Time Directive
      • Minimum wage legislation
      • Contingency planning (Activity 12)
      • The Public Interest Disclosure Act (PIDA) (Activity 13)
    5. A Detailed Look at the Main UK Legislation
      • The Sex Discrimination Acts and Sex Discrimination (Northern Ireland) Order 1976 of 1975 and 1986
      • The Employment Protection (Consolidation) Act 1978, the Employment Act 1980 and the Social Security Act 1986
      • The Equal Pay Act 1970 and the Equal Pay Act (Northern Ireland) 1970, amended in 1983
      • The Race Relations Act 1976 and Race Relations (Northern Ireland) Order 1997
      • The Disability Discrimination Act 1995(Activity 14)
    6. Illegal Discrimination in Detail
      • Direct discrimination (Activity 15)
      • Indirect discrimination (Activity 16)
      • Victimization (Activity 17)
      • Pressure to discriminate (Activity 18)
      • Instruction to discriminate (Activity 19)
      • Segregation (Activity 20)
      • Review
      • Self Assessment, Summary
  4. PURSUING REAL EQUALITY IN THE WORKPLACE
    • Introduction
    • Who is Liable (Activity 21)
    • Procedures for Ensuring Equality (Activity 22, 23, 24, 25)
    • Commitment to Equality (Activity 26, 27, 28)
    • Pursuing Real Equality (Activity 29, 30, 31)
    • Self Assessment, Summary
  5. EMPLOYMENT POLICIES
    1. Introduction
    2. Communicating Employment Policies
      • The organization handbook (Activity 32, 33, 34)
      • Induction training
      • Regular briefings
    3. The Contract of Employment
      • Written terms and conditions of employment
      • How can the contract be ended
      • What remedies are available for breaches of contract
    4. Employment Tribunals
    5. Grievance and Disciplinary Procedures
      • Formal grievance procedures
      • Formal disciplinary procedures
      • Stages in the disciplinary procedures (Activity 35)
      • Appeals procedure
      • Applying disciplinary policies and procedures fairly and consistently (Activity 36)
    6. Dealing with Recognized Trades Unions
      • Members of trade unions without legal recognition or representation rights
    7. Employment Records (Activity 37)
      • Exit interviews
      • Self Assessment, Summary
  6. THE CONSEQUENCES OF ILLEGAL DISCRIMINATION
    1. Introduction
      • Remedies for unfair dismissal (Activity 38, 39)
      • Consequences of unfair discrimination
    2. Types of Liability for Illegal Discrimination
      • Direct liability
      • Vicarious liability
      • Personal liability (Activity 40)
    3. The Financial consequences
      • Ability to pay
      • Implications of illegal discrimination
    4. The Legal Process – Employment Tribunals
      • The make up of employment tribunals
      • Who can apply to a tribunal
      • What the tribunal will look for in discrimination cases (Activity 41, 42)
      • Victimization
      • On the balance of probabilities
      • Review of employment tribunals
    5. Employment Practices and Procedures
      • Recruitment
      • Custom and practice (Activity 43)
      • Harassment and bullying
      • Appraisal system
      • Stress at work
      • Implementing flexible working arrangements
      • Self Assessment, Summary
  7. DISCIPLINE
    1. Introduction
    2. The Purpose of Discipline (Activity 44)
      • Safety
      • Fairness
      • Prosperity of the organization
      • Compliance with a contract
    3. Rules (Activity 45, 46)
    4. Dealing with Offences (Activity 47, 48, 49, 50)
    5. Following the Procedures (Activity 51)
      • Sound procedures (Activity 52, 53, 54, 55)
    6. Finding Out the Facts (Activity 56, 57)
      • The 5W formula (Activity 58)
    7. The Counseling Session (Activity 59)
    8. Taking Action
      • The purpose of an interview
      • Preparing for the interview (Activity 60)
      • The interview (Activity 61)
      • The decision (Activity 62, 63, 64)
      • After the interview (Activity 65)
      • Custom and practice (Activity 66, 67)
      • Self Assessment, Summary

 

EMPLOYMENT RELATIONSHIP TRAINING METHOD

Lecturing, diskusi partisipatif, tanya jawab, dan studi kasus

 

EMPLOYMENT RELATIONSHIP TRAINING INSTRUCTOR

Patisina, ST., M. Eng., CI., HRBP., CT., NNLP.

 

EMPLOYMENT RELATIONSHIP TRAINING TIME & VENUE

  • 26 – 28 Maret 2019
  • 9 – 11 April 2019
  • 15 – 17 April 2019
  • 24 – 26 April 2019
  • 8 – 10 Mei 2019
    14 – 16 Mei 2019
  • 21 – 23 Mei 2019
  • 17 – 19 Juni 2019
  • 25 – 27 Juni 2019
  • 3 – 5 Juli 2019
  • 9 – 11 Juli 2019
  • 29 – 31 Juli 2019
  • 7 – 9 Agustus 2019
  • 13 – 15 Agustus 2019
  • 27 – 29 Agustus 2019
  • 4 – 6 September 2019
  • 10 – 12 September 2019
  • 24 – 26 September 2019
  • 2 – 4 oktober 2019
  • 8 – 10 oktober 2019
  • 29 – 31 Oktober 2019
  • 5 – 7 November 2019
  • 12 – 14 November 2019
  • 27 – 29 November 2019
  • 3 – 5 Desember 2019
  • 9 – 11 Desember 2019
  • 18– 20 Desember 2019

Hotel Pesonna Tugu| Yogyakarta
Hotel Neo Awana| Yogyakarta
Hotel Cavinton| Yogyakarta

 

EMPLOYMENT RELATIONSHIP TRAINING INVESTMENT

  • Biaya training IDR 6.750.000 per peserta – Nonresidential, belum termasuk pajak. Pelaksanaan di Yogyakarta minimal peserta orang.

 

EMPLOYMENT RELATIONSHIP TRAINING VENUE

  • Venue training lain: Bandung, Surabaya, Malang, Bali, Lombok, Batam, dengan minimal peserta adalah 4 orang.
  • Bandung, Surabaya, Malang, and Bali – training fee : at proposal
  • Batam, Lombok, Makassar – training fee : at proposal

 

EMPLOYMENT RELATIONSHIP TRAINING FACILITIES

  1. Training Modul
  2. Training kits
  3. Qualified instructor
  4. Fine bag pack
  5. Flashdisk berisi materi
  6. Sertifikat
  7. Polo shirt
  8. Training photo
  9. 2x coffee break dan lunch
  10. Transport Service dari airport ke hotel (min. 2 orang peserta dari perusahaan yg sama)

 

MANAGING THE EMPLOYMENT RELATIONSHIP – Yogyakarta

 

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