Human Resource Management

Physical violence and verbal abuse are acknowledged workplace problems which can have significant negative consequences for employers and employee health. Although instances of verbal abuse and threats to personal safety are common in many workplaces, incidents of physical attacks are quite rare.

The aim of the Managing your Personal Safety at Work workshop, is to provide line managers and staff with an awareness of the legal and organisational requirements involved in maintaining the personal safety of employees at work. Equally we aim to provide participants with practical guidance on how to minimise the risk to their personal safety and; to outline the organisational supports available to employees in the event of an accident or injury being sustained.

With ever increasing support for the validity and utility of Psychometric testing many organisations are using a version of a Cognitive Test or Personality Test to ensure that they acquire the right applicant. The context for this 90-minute Psychometric Testing Preparation for Candidates workshop is to provide the learner with insights on how to prepare for Psychometrics, Personality and Situational Judgement Tests. 

Training Needs Analysis / Learning Needs Analysis is a one day online course designed to equip Training, Learning & Development, Human Resource and Line Management personnel to understand which training needs arise in organisations and where there are gaps in knowledge, skills and behaviours among staff members.

This online course is designed to identify the range of skills required to conduct a Training Needs Analysis (TNA) / Learning Needs Analysis (LNA), the sources of information, the means by which data can be collected and the methods tools which can be used to analysis the needs and identify appropriate solutions.

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.

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.

The law on whistle-blowing has had a significant overhaul since the introduction of the Protected Disclosures Act 2014.  In order to give effect to Directive (EU) 2019/1937 the law has been revised and extended and the Protected Disclosures (Amendment) Act 2022 was signed into law in July 2022.

Employment Law - Whistle-Blowing and Protected Disclosures aims to familiarise attendees with the core definitions and considerations in the area of protected disclosures and to get ahead of the changes required by the new Act.  It is an invaluable insight into this fast moving area of law ahead of the imminent commencement of the 2022 Act and will have particular value for managers, human resource practitioners and those working in the overlapping areas of complaints and grievance resolution. 

Data protection compliance is a legal and regulatory requirement for all Mediators.  

Join us for an online GDPR Awareness for Mediators course with the Institute of Public Administration to gain:

• An overview of GDPR
• A clear understanding of your data protection obligations
• How to recognise a data breach and what to do if one occurs
• Understand your obligations in terms of information security
• Awareness of what needs to be in your GDPR Policy
• Clarity around documentation, record keeping and storing

This Mediation Skills for Managers training programme is designed to give participants an understanding of conflict and different approaches to managing conflict, awareness of their own style, where mediation sits within the range of alternative dispute resolution approaches, an introduction to the theory and practice of mediation as well as an understanding of the mediation model and relevant skills.  

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 employee performance, positive employee relations and employee engagement. It is important to give proper thought to how Line Managers are supported and developed to make sure they have the necessary knowledge, skills and competencies to be successful in their role.

The IPA is pleased to offer our HR Training for Line Managers course to meet the specific learning and development needs of Line Managers in your organisation.