The Labour Law & Employment Rights Bootcamp

Course overview

What does HRM mean by industrial relations? A collaborative academic discipline called “industrial relations” (IR) studies how employers and workers, labor and trade unions, employer organizations, and the government interact in the workplace. It also covers employment arrangements that are “non-industrial”. A variety of employment scenarios are examined by IR, but those involving unionized workers are given special attention.

What roles do industrial relations serve? The employment relationship’s mechanism for defending workers’ rights is supported and strengthened by IR. Shared interests and conflicts of interest combine to form IR. It relates to grievance procedures, means of voicing employee opinions, works committees and unions, collective bargaining, and labor-management partnerships. IR promotes employee fairness and voice in addition to economic efficiency.

What function does a trade union serve? By ensuring workers’ jobs and securing fair compensation, unions play a key role in labor relations. In exchange for employees accepting boring job designs or risky working conditions, union negotiators offer higher compensation. Unions play a crucial role in providing insurance and ensuring that an employee’s employment position is protected and valued. These benefits include job security, fair compensation, job design, retraining and skill development, and health and safety.

Participants in this training from Training Bee will learn that there is frequently a disconnect between important corporate decisions and the demands of the union delegates. Agreements must be reached between union officials and companies in order to provide employees with a secure employment and fair compensation.

Introduction

Greetings and welcome to the full “Industrial and Labor Relations” and “Labor and Trade Union Training Course.” With the knowledge you will gain from this course, you will be better prepared to grasp the complex forces that shape workplaces, the fundamentals of successful labor relations, and the crucial function that trade unions play in contemporary organizational environments.

There has never been a greater need for peaceful workplace relations and effective trade union representation in the quickly changing world of today, where industries are changing regularly and labor expectations are shifting. You can learn the skills necessary to establish good workplace relationships, advance fairness, and promote the rights and welfare of employees in this course.

Participants will go on a trip that explores the fundamental ideas of industrial and labor relations throughout this course. You will look into the processes that lead to productive collaboration, negotiation, and dispute resolution between employers and employees. You will also learn about the methods trade unions use to promote workers’ interests while assisting in organizational success.

Participants will have gained both theoretical knowledge and useful skills at the end of the course, which you may use right away in situations that arise in the real world. Whether you’re a human resources professional looking to improve your abilities in managing workplace relations, a trade union representative trying to effectively advocate, or a person curious about the dynamics of contemporary work environments.

We are The Training Bee, a global training and education firm providing services in many countries. We are specialized in capacity building and talent development solutions for individuals and organizations, with our highly customized programs and training sessions.

Learning Objectives

Upon completing Industrial and Labor Relations & Labor and Trade Union Training Course, participants will be able to:

Promote and nurture cordial labor-management relations
Improve the worker’s financial situation via increasing pay, benefits, and a responsible budget.
Streamline manufacturing by reducing industrial disputes through state intervention
Establishing the government as an employer will attract industries.
Make sure that employees are included in the decision-making process.
Encourage and motivate workers to join unions to enhance their focus
Avoiding workplace conflicts and their consequences
Improve and maintain industrial democracy

Our Unique Training Methodology

This interactive course comprises the following training methods:

Journaling – This consists of setting a timer and letting your thoughts flow, unedited and unscripted recording events, ideas, and thoughts over a while, related to the topic.
Social learning – Information and expertise exchanged amongst peers via computer-based technologies and interactive conversations including Blogging, instant messaging, and forums for debate in groups.
Project-based learning
Mind mapping and brainstorming – A session will be carried out between participants to uncover unique ideas, thoughts, and opinions having a quality discussion.
Interactive sessions – The course will use informative lectures to introduce key concepts and theories related to the topic.
Presentations – Participants will be presented with multimedia tools such as videos and graphics to enhance learning. These will be delivered engagingly and interactively.

Training Medium

This Industrial and Labor Relations & Labor and Trade Union Training Course training is designed in a way that it can be delivered face-to-face and virtually.

Course Duration

This training is versatile in its delivery. The training can be delivered as a full-fledged 40-hour training program or a 15- hours crash course covering 5 hours of content each day over 3 days

Pre-course Assessment

Before you enroll in this course all we wanted to know is your exact mindset and your way of thinking.
For that, we have designed this questionnaire attached below.

What are industrial and labor relations? What role do strong labor relations have in an organization?
Describe the main goals of labor and industrial relations.
What are a collective bargaining process’ essential elements? Clearly define each stage.
Discuss how laws and the government affect how industrial relations are conducted.
Make a distinction between employer associations and labor unions. What are each of their unique roles and objectives?
How do employee morale and organizational productivity are affected by labor disputes? Give instances.

Course Modules

This Industrial and Labor Relations & Labor and Trade Union Training Course cover the following topics for understanding the essentials of the Agile Workplace:

Module 1 – Introduction to Labor and Trade Unions and Industrial and Labor Relations

What are trade unions and labor relations?
Vocation, labor, and industry
Significance of unions
Trade unions and labor relations differ from one another.

Module 2 – Industrial Relations’ Purpose

Between the administration and the labor union, or in labor relations
Employment relationships
The state’s responsibility in preserving industrial relations, as well as that of employers, employees, and other parties
Settling disputes between employers and employees

Module 3 – Industrial Relationship Factors

Organizational aspects
social structures
Economic component
Technical aspects
Cultural and social aspects

Module 4 – Labor Relations Aspects

Constitutional and legal compliance
Labor-management relations
Dealing with and preventing labor unions
Labor dispute resolution

Module 5 – Trade Unions are changing

What are sources of power?
Using power sources and developing skills
Elements of power held by employees and their unions
Interest of workers in changing political and economic conditions

Module 6 – The Basics of Labor Law for Union Leaders

The Industrial Relations Laws and Trade Unions Act’s key components.
Industrial Disputes Act and the Industrial Employment (IE) Act.
The Employee Compensation Act’s objectives and qualities, etc.
Act relating to Employee Provident Funds and Other Provisions.

Module 7 – Features of the Labor Movement

Revolutionary history
Financial security for its members
Industrial democracy expansion
Reform in morals and religion
Harmful, antisocial monopoly

Module 8 – Action to Strengthen the Union

Not influenced by politics
Education of workers Adequacy of funds
Welfare programs for workers

Module 9 – What a trade union does

Control of relationships
Resolution of complaints
Introducing new guidelines for employees
Individual and group negotiations

Post-course Assessment

Participants need to complete an assessment post-course completion so our mentors will get to know their understanding of the course. A mentor will also have interrogative conversations with participants and provide valuable feedback.

Describe the idea of industrial and labor relations and the role it plays in building a positive workplace culture.
List the key goals of efficient labor and industrial relations, and give instances of how accomplishing these goals can benefit both employers and employees.
Describe the procedure for collective bargaining and spell out each phase in detail. Use a situation from real life to illustrate.
Describe how the government and pertinent labor laws affect how industrial interactions are conducted. Give particular instances of how the workplace can be impacted by legislation.
Compare and contrast employer organizations and unions, emphasizing each group’s role in labor relations.
How do labor disputes affect the operations and reputation of a company? Give illustrations and make suggestions on ways to stop and handle these conflicts.

Lessons Learned

Effective Communication is important: Keeping good working relations requires open and honest communication between unions, employers, and workers. Misunderstandings, disagreements, and complaints can result from poor or nonexistent communication.

Employers and employees both have rights and duties, which need to be balanced in order to provide a productive and fair work environment. Effective labor relations depend on both parties knowing their rights and obligations.

Collaborative Process of Collective Bargaining: The process of collective bargaining is one of negotiation, compromise, and finding a middle ground between labor and management. It is a process for coming to agreements that are advantageous to both parties and support a steady working environment.

“Where Knowledge Meets Action in Industrial and Labor Relations: Empowering Workforce Dynamics”