Human Resource Management

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 Government Management 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 Sector,  is to focus specifically on the new informal resolution process of the Dignity at Work 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.  

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). 

This Understanding the Cause and Effect of Workplace Bullying Behaviour workshop is designed to ensure organisations understand what is and what is not regarded as bullying behaviour (as detailed in the Code of Practice) and what steps should be taken to address issues that may be happening and ensure that the problem does not re-occur elsewhere. To give of their best, it is essential that all employees feel their workplace is a ‘safe place to work’.

Bullying behaviour takes many forms and the effects are wide reaching.  In addition to the possibility of costly legal actions, it causes stress and anxiety to those involved, increases absenteeism, lowers levels of performance and can significantly undermine organisational, team and employee morale.  This workshop will enable those with responsibility for employee welfare to address this potentially damaging workplace issue and empower team members to ‘speak out’.

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.