Hr Employee Relations - Free Download
4.4, 3166 votes
Please vote for this template if it helps you.
Hr Employee Relations
Hr Employee Relations
36 Profession Map Our Professional Standards V2.4 37 Profession Map Our Professional Standards V2.4
BANDS AND
TRANSITIONSBEHAVIOURS
CORE PROFESSIONAL
AREAS
DESIGN AND
ARCHITECTURE INTRODUCTION
PROFESSIONAL
AREAS
Band 1 Band 2 Band 3 Band 4
Develop employee
relations strategy,
policy and practice
9.1.1 Work with individuals
and managers to ensure
adherence to organisational
values and behaviours in
everyday practice.
9.1.2 Involve managers
in defining and delivering
cultural initiatives to embed
trust, respect and fairness into
everyday practice.
9.1.3 Working with senior
managers, create and
implement initiatives to build
a culture with associated
behaviours and values focused
on trust, respect and fairness
into values and behaviours.
9.1.4 Establish the overall
employee relations culture
with organisational leaders,
building trust, respect and
fairness between organisation
and employees.
9.2.1 Maintain relevant ER
documentation, ensuring all
contractual/legal documents
and templates are kept up to
date and in line with current
legislation.
9.2.2 Develop relevant ER
documentation, ensuring all
contractual/legal documents
and templates are kept up to
date and in line with current
legislation.
9.2.3 Develop employee
relations plans, policies and
practice to cover the full
employee engagement with
the organisation.
9.2.4 Lead the development of
the employee relations strategy
that delivers and supports the
organisation’s objectives.
Embed employee
relations strategy,
policy and practice
9.3.1 Monitor people
processes and activity to
ensure compliance with ER
plans and legislation.
9.3.2 Ensure that all activity
relating to ER is consistent
and in line with legislation.
9.3.3 Ensure that ER plans
are integrated consistently
across all HR/people
strategies and plans.
9.3.4 Ensure that all HR/
people strategies, policies and
procedures are consistently
deployed in line with the
organisation’s stated values.
9.4.1 Implement guidelines
on ER issues, ensuring new
information and updates
are provided to staff and
managers.
9.4.2 Develop comprehensive
guidance to HR colleagues
and managers on ER issues.
9.4.3 Ensure that ER
principles, policies, practices
and procedures are clearly
communicated and understood
within the organisation.
9.4.4 Ensure that the
appropriate ER tools, policies
and practices are well executed.
9.5.1 Inform and advise
managers and staff about
employee relations policies
and practices.
9.5.2 Support and coach HR
colleagues and managers in
understanding and complying
with ER policies and practices.
9.5.3 Co-ordinate and work
with legal providers to ensure
that all HR colleagues and
managers receive the relevant
ER training.
9.5.4 Co-ordinate and work
with legal providers to ensure
that ER professionals have
capability and are sufficiently
developed to meet ER
strategy.
9.6.1 Give accurate and
appropriate advice, training
and support to managers to
recognise, respect and enable
the flourishing of individual
differences.
9.6.2 Give accurate and
appropriate advice, training
and support to managers to
recognise, respect and enable
the flourishing of individual
differences.
9.6.3 Design policies
and practices and lead
implementation to promote
diversity and inclusion across
the organisation.
9.6.4 Stimulate debate and
challenge leaders across the
organisation on diversity and
inclusion and build the business
case for recognising and
respecting individual differences.
9.7.1 Track and monitor team
performance against plans,
recommending areas for
improvement.
9.7.2 Track employee relations
plans against agreed metrics,
recommending areas for
improvement.
9.7.3 Assess ER plans against
metrics and recommend areas
for improvement.
9.7.4 Monitor the impact
of ER strategy on relations
between organisation and
employee and make changes
as required.
Conflict
management
9.8.1 Encourage open and
honest conversations between
individuals and supervisor/
manager.
9.8.2 Focus interventions
on enhancing constructive
and honest communications
between employees and
managers.
9.8.3 Coach senior managers
to foster positive working
relationships with employees.
9.8.4 Encourage executives
to behave in a consistent,
transparent manner with
integrity.
9.9.1 Provide accurate, timely
information and support to ER
advisers and managers who
are leading the resolution of
ER issues.
9.9.2 Provide specialist advice
and instruction to managers
who are leading the
resolution of ER issues.
9.9.3 Instruct or strongly
influence those leading
sensitive ER issues on the
appropriate approach to
conflict management.
9.9.4 Advise the organisation
on appropriate conflict
management approaches,
including mediation.
L
e
a
d
i
n
g
H
R
C
u
r
i
o
u
s
D
e
c
i
s
i
v
e
t
h
i
n
k
e
r
S
k
i
l
l
e
d
i
n
f
l
u
e
n
c
e
r
C
o
u
r
a
g
e
t
o
c
h
a
l
l
e
n
g
e
R
o
l
e
m
o
d
e
l
D
r
i
v
e
n
t
o
d
e
l
i
v
e
r
C
o
l
l
a
b
o
r
a
t
i
v
e
P
e
r
s
o
n
a
l
l
y
c
r
e
d
i
b
l
e
Insights,
strategy
and
solutions
Performance
and reward
Employee
engagement
Employee
relations
Service
delivery and
information
Organisation
design
Organisation
development
Resourcing
and tal
ent
planning
Learning
and
development
L
e
a
d
i
n
g
H
R
Activities: what you need to do (in addition to core activities)
Employee relations
Ensure that the individual and collective relationship between the
organisation and its employees are managed appropriately; within a clear
framework underpinned by organisation culture, practices, policies and
ultimately by relevant law.
Review this technical professional area in conjunction with the core areas.
9
Hr Employee Relations Previous Page Hr Employee Relations Next Page
source: cipd.co.uk
Hr Employee Relations
Previous

1/3

Next