Human Resource Management

HRM professionals and line managers with people management responsibilities need to be familiar with the principles of employment law and the key obligations and constraints placed on them in managing the employment relationship. 

The maintenance of a good employee / industrial relations atmosphere in an organisation depends on the promotion and maintenance of discipline on the one hand while at the same time it is important that grievances are handled effectively in accordance with the principles of natural justice and fairness.  Equally it is important that HRM practitioners and line managers are aware of how to ensure the conduct of a robust investigation in relation to disciplinary or grievance matters.

The aim of the Employment Law - Discipline, Grievance and Workplace Investigations workshop is to provide HRM practitioners and line managers with an awareness of the law and best practice in dealing with discipline and grievance matters and an appreciation of the responsibilities that they have in relation to adhering to discipline and grievance procedures. The workshop also aims to provide guidance relating to the organisation and conduct of investigations.

The impact of Covid-19 on the employment relationship has been enormous. Remote working is normalised and some employers and some employees want it to stay.

As the Oireachtas considers the Working from Home (Covid-19) Bill 2020, the focus is on what steps employers can take to ensure legal compliance and future proof their remote working practices.

Employment Law - The Law and Practice of Remote Working is a half-day online workshop that will explore remote working and the employment contract of the future.

A new Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work has been in place since latter 2020. The aim of the Employment Law - Preventing Bullying and Harassment and Protecting Dignity in the Workplace workshop is to inform HRM and line managers as to how harassment and bullying at work are defined and to set out the procedures by which bullying at work should be managed and the preventative measures and actions that should be taken. The formal process which should be implemented will also be outlined and the role of the Health and Safety Authority (HSA) and Workplace Relations Commission (WRC) will be clearly explained.

Freedom of Information for Decision Makers is an intensive one day course for people charged with making decisions in relation to applications for information under the Freedom of Information Act 2014, which was enacted on 14 October 2014.  Reference will also be made where appropriate to the repealed FOI legislation (1997 and 2003) and to Data Protection legislation and obligations under it regarding Personal Data.  

The purpose of this course is to bring participants through the different Parts (1-7) of the new Freedom of Information legislation and to explore with them the implications for their organisations. Emphasis will be placed throughout the course on the sections that are most relevant to attendees. By the end of the course, participants should feel more confident when dealing with an application for information under FOI Act 2014.

Performance management is a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes a shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved.   Remote working (or a blended approach of time in the office and time working remotely) presents managers with particular challenges in terms of managing performance and collaborative engagement.

A new Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work, written by the Workplace Relations Commission (WRC) and the Health and Safety Authority (HSA), has been in place since December 2020 (S.I. 674 of 2020, Industrial Relations Act 1990). 

The Local Authority Sector, through the work of the Local Goverment Managment Agency (LGMA), has revised their Dignity at Work Policy to incorporate the changes required to implement the new Code of Practice.      

The aim of this workshop: The Role of the Secondary Resolution Process in the Local Authority Dignity At Work Process,  is to focus specifically on the new informal resolution process namely the ‘Secondary Resolution Process’ and how this should be undertaken on behalf of the Local Authority and what the expected outcome should be.  

Line Managers have a very important role to play, not only in managing people and operations day-to-day, but also in implementing HR and other organisational policies and in supporting their team's development and fostering a culture of staff performance, positive employee relations and employee engagement.  It is also the case that Line Managers should play an active and constructive role in leading and managing change in their organisations.  This is particularly the case in organisations which devolve these activities to Line Managers.  In view of this, it is important to give proper thought to how Line Managers are supported and developed to make sure they have the necessary knowledge and skill to be successful in their role.

The IPA is pleased to offer our HRM Training for Line Managers course as a modular tailored training programme to meet the specific learning and development needs of Line Managers in your organisation.