HR Essentials training for Line Managers
Giving managers the knowledge and confidence to manage people well.
Being a line manager isn’t just about getting the work done. Once you’re responsible for people, there are a whole range of HR responsibilities that come with the role, and that’s not always something managers are prepared for.
Managers don’t need to become HR experts, but they do need to understand their responsibilities. That’s where HR Essentials can help.
Understanding your role as a line manager
HR Essentials training can be useful for any new and existing line managers, supervisors, team leaders and technical managers who have responsibility for people. They may be confident in their technical role but less sure about what to do when someone is off sick, performance isn’t where it needs to be, there’s a conduct issue or they need to have a difficult conversation.
That’s why I combine the HR knowledge with practical application. We can talk about the legislation or the policy, but we also look at what that means when you’re actually managing someone. The distinction between the role of the line manager and HR isn’t always clear. One of the questions I hear quite often is “Is this something I should deal with, or do I need to involve HR?”
Whether you have a HR team or not, line managers should know the basics of employment legislation, understand the organisation’s policies and procedures, recognise where there may be risk to the business and know when they need to seek advice.
What does HR Essentials training cover?
The content is flexible and can be tailored around your organisation, your policies and the experience of your managers. Depending on what you need, this can include:
Employment legislation and HR essentials
Understanding the key employment legislation that managers need to be aware of, their responsibilities and the potential risks to the organisation. We can also look at changes in employment law and what those changes mean in practice.
Equality and diversity
Understanding the importance of treating people fairly and consistently and the responsibilities managers have in creating an inclusive workplace.
Performance and feedback
Helping managers understand how to address performance concerns, give effective feedback and deal with issues rather than allowing them to drift. Managers will be confident to have the performance conversations and if necessary progress to performance improvement plans (PIP).
Investigations, disciplinary and grievance
Understanding the manager’s role, what good process looks like, when HR should be involved and how to approach potentially difficult situations.
Managing absence
Looking at the manager’s responsibilities around absence and return-to-work conversations, and when additional HR support may be needed.
Recruitment and onboarding
How to attract, select and recruit new hires. How to make fair recruitment decisions and make your recruitment process robust. Manager’s learn the importance of effective onboarding and proactive management of the probationary process.
There are other areas we can explore too, depending on what your managers need.
We’ll look at what’s relevant to your organisation and your people.
Keeping your line managers up to date
Employment law doesn’t stand still, so neither should managers’ knowledge.
As a Chartered Fellow of the CIPD, I keep up to date with developments in employment legislation and can provide refresher sessions when there are significant changes that managers need to understand.
These sessions can be particularly useful where an organisation wants to make sure its managers understand what has changed, what their responsibilities are and whether anything needs to change in the way they manage their teams
Why Work With Nicola Childs?
I’ve spent more than 25 years working in HR and People Development, so I’ve seen the challenges that managers and organisations face from a number of different perspectives.
By upskilling line managers in HR essentials they leave with a better understanding of their role, the knowledge they need and the confidence to deal with situations appropriately.
Sometimes that means managing something themselves. Sometimes it means having a conversation with HR before taking action. Knowing the difference is part of being a good manager.
HR Essentials training for Line Managers in Rotherham & South Yorkshire
HR Essentials can be delivered face-to-face, virtually or as a combination of the two.
The format can be flexible too. It might be a standalone session, a series of workshops or part of a wider manager or leadership development programme.
I work with organisations across Rotherham, Sheffield, Doncaster, Barnsley and South Yorkshire, as well as with organisations further afield.
Questions About HR Essentials training for Line Managers
Do managers need previous HR knowledge?
No. HR Essentials is designed for managers who need to understand the HR side of their role, whether they’re new to management or have been managing people for some time.
Can the content be tailored to our organisation?
Yes. I can adapt the content around your organisation’s policies, processes, culture and the experience of your managers.
Does it cover employment law?
Yes. Sessions can cover core employment legislation and relevant changes in employment law, alongside what those requirements mean for managers in practice.
Does it cover disciplinary and grievance?
Yes. Investigations, disciplinary and grievance can all be included, with a focus on understanding the manager’s role and when HR should be involved.
Can managers bring real situations to the sessions?
Yes. In fact, I encourage it. Real situations and questions often provide the best opportunity to understand how the principles apply in practice.
Can you provide employment law refresher sessions?
Yes. Where there are relevant changes in employment legislation, refresher sessions can be provided to help managers understand what has changed and what they need to know.
Can it be delivered online?
Yes. Sessions can be delivered face-to-face, virtually or through a blended approach.
Ready to talk?
If you’re looking to give your managers a better understanding of their HR responsibilities and more confidence dealing with people issues get in touch with Nicola for an informal conversation.