course | Strategic Employee Relations and Workplace Ethics (1)
Learn how organisations can build an effective employee relations strategy in 2026 to improve engagement, workplace culture, and workforce productivity.
HRM-2300 | Strategic Employee Relations and Workplace Ethics (1)
Course Sector : HR Strategy and Training
| Duration | Date from | Date to | Course Venue | Course fees | Book a course |
|---|---|---|---|---|---|
| 5 Days | 26/10/2026 | 30/10/2026 | Abu Dhabi | $4,250 | Book now |
| 5 Days | 29/11/2026 | 03/12/2026 | Riyadh | $4,250 | Book now |
| 5 Days | 18/01/2027 | 22/01/2027 | Dubai | $4,250 | Book now |
| 5 Days | 07/06/2027 | 11/06/2027 | London | $4,950 | Book now |
| 5 Days | 23/08/2027 | 27/08/2027 | Dubai | $4,250 | Book now |
Course Introduction
As organisations navigate evolving workplace dynamics, developing a strong employee relations strategy in 2026 has become essential for maintaining a productive and engaged workforce. Modern companies face challenges such as hybrid work environments, talent retention, employee engagement, and organisational culture development, making strategic employee relations more important than ever.
An effective employee relations strategy helps organisations build trust between leadership and employees while fostering a positive work environment that supports collaboration, transparency, and workforce wellbeing. By implementing structured policies, open communication channels, and proactive conflict resolution practices, companies can strengthen relationships between management and employees while reducing workplace disputes and turnover.
Corporate leaders and HR teams must focus on employee engagement initiatives, performance management, leadership communication, and organisational culture development to ensure long-term success. Modern strategies also integrate HR analytics, feedback systems, and employee experience management to better understand workforce needs and expectations.
By creating a forward-thinking employee relations framework, organisations can enhance workplace satisfaction, productivity, and team collaboration, while supporting sustainable growth in an increasingly competitive business environment
Course objective
- Define the strategic importance of employee relations and their link to business outcomes
- Build trust-based relationships between employees and management
- Recognize and resolve employee conflicts, grievances, and misconduct with professionalism
- Develop and implement fair disciplinary and performance procedures
- Integrate ethics, compliance, and respect into the organization’s employee relations framework
- Measure and improve employee relations practices through data and feedback
Course audience
- Human resources professionals
- Employee relations specialists
- HR business partners and generalists
- Line managers and supervisors
- Department heads and professionals involved in managing people
Course Outline | DAY 01
Foundations of Employee Relations Strategy
- Understanding employee relations in the modern workplace
- Aligning employee relations with organizational culture and HR strategy
- Key responsibilities of HR and line managers in managing relations
- The employee experience lifecycle and its impact on engagement
- Identifying early signs of employee dissatisfaction
- Workshop: Diagnosing the root causes of workplace tension
Course Outline | Day 02
Workplace Ethics, Fairness, and the Psychological Contract
- Ethics, values, and respect in employee relations
- Defining and sustaining a culture of integrity and inclusion
- The psychological contract and employee expectations
- Ethical dilemmas and conflicts of interest in the workplace
- Creating and communicating a fair workplace code of conduct
- Activity: Group discussion on ethical gray areas
Course Outline | Day 03
Handling Complaints, Grievances, and Investigations
- Understanding formal vs. informal complaints
- Structuring an effective grievance resolution process
- Conducting objective workplace investigations
- Protecting confidentiality, neutrality, and due process
- Legal and reputational risks in poor complaint handling
- Simulation: Investigating a workplace harassment complaint
Course Outline | Day 04
Managing Performance and Disciplinary Issues
- Identifying poor performance, misconduct, and behavioral issues
- Progressive discipline: from coaching to corrective action
- Legal compliance and documentation essentials
- Managing difficult conversations and disciplinary meetings
- Handling emotional or resistant employees
- Role-play: Delivering a performance warning or termination notice
Course Outline | Day 05
Measuring, Reporting, and Sustaining Healthy Relations
- Metrics and KPIs to assess employee relations health
- Using employee feedback, surveys, and exit interviews
- Developing an employee relations dashboard
- Continuous improvement in employee relations practices
- Building a proactive ER strategy for the future
- Final workshop: Designing a customized ER action plan
BOOST’s Professional Attendance Certificate “BPAC”
BPAC is always given to the delegates after completing the training course,and depends on their attendance of the program at a rate of no less than 80%,besides their active participation and engagement during the program sessions.
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