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| INDUSTRIAL RELATIONS | ||||||||||||||
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| TRAINING COURSES | ||||||||||||||
| INDUSTRIAL RELATIONS | ||||||||||||||
| THE SUPERVISOR AND THE UNION | |
| DUTIES AND RESPONSIBILITIES OF SHOP STEWARDS | GRIVEANCE AND DISCIPLINE HANDLING |
| INDUSTRIAL COURT DECISIONS | GUIDE TO INDUSTRIAL RELATIONS IN SWAZILAND |
| NEGOTIATION SKILLS (2 day workshop) May & October, 1999 Objectives This two day workshop has been developed to provide participants with an in-depth knowledge of specific and current issues affecting negotiations in Swaziland, and effective skills in negotiation procedures. In more specific terms, the workshop is designed to: recreate, as far as is possible in a role-playing exercise, not only the actual mechanics of negotiating a collective agreement but also the atmosphere that prevails at the negotiating table; illustrate the "give and take" requirements of negotiating and also the advantages or disadvantages of compromises; highlight the difficulty of writing clear but watertight wording in a collective agreement. Participants Line managers responsible for negotiations, personnel specialists involved with Industrial Relations from both the private and public sectors; Union and Management representatives and officers from the Labour Department. These people should already have a good knowledge of Labour Legislation in Swaziland plus demonstrated experience. Individuals who have completed previous Industrial Relations training will automatically qualify for this course. Course Structure and Content Initially, the workshop will focus on the actual process of negotiating. Emphasis will be put on the composition of bargaining teams, planning the negotiations, authority or mandate of the negotiator, tactics, the role of conciliation, third party adjudication and ratification of any agreement reached. In addition, participants will play an active role in negotiating exercises chosen from an actual case event in Swaziland, with the object of gaining agreement on the wording and interpretation of a selected article of a collective agreement. The following modules are included in the course: The negotiation process Industrial conflict Consultation Negotiation Collective bargaining Negotiation power Negotiation rules Case study & role play in collective bargaining THE SUPERVISOR AND THE UNION (3 day workshop) March & August, 1999 Objectives Participants will be able to represent management or constituency interests through analysis and discussion of case studies involving conflicts with the application of supervisory responsibility. This modular training programme has been designed around the belief that regular consultation, team spirit and focus on organisational needs will control conflict at work. Participants Managers who are interested in developing a strategic plan and accountability at supervisory level, supervisors in conflict with their allegiance to organisational objectives and subordinate preferences as well as Shop Stewards who need to know how to focus their role as representatives. Course Structure and Content The following modules are included in the workshop: The supervision function Duties and responsibilities of a Supervisor Factors of effective supervision Management functions and rights Role of the Union Employee-Employer consultation Advantages of consultation Role of the Supervisor in handling conflict Discipline without punishment: Video Rules of evidence in investigation Discipline handling and administration Conflict situations Final tips for handling conflict DUTIES AND RESPONSIBILITIES OF SHOP STEWARDS (2 day workshop) February & June, 1999 Objectives Participants will at the end of this two-day workshop be able to represent their constituency's interest through the analysis and discussion of case studies involving conflict at work, with the application of a Shop Steward's responsibility. Participants Personnel practitioners, Labour officers, and Line Managers who need Human Resources management skills. Course Structure and Content The union formation and registration The organisation's constitution and recognition The organisation's reporting structure The Collective Agreement The Recognition Agreement The IR Code of Practice The Grievance and Disciplinary Codes and Procedures The consultation process The negotiation process Integrative decision making Management Rights. GRIEVANCE AND DISCIPLINE HANDLING (2 day workshop) April & September, 1999 Objectives Many cases brought before the Industrial Court arise as a result of poor grievance and discipline handling. This intensive two day workshop has been designed to equip participants with the knowledge of handling grievances and administering discipline in the workplace. At the end of the course participants will be able to analyse and document grievance and discipline hearings and appeals by knowing how to apply the rules of evidence, and conduct hearings and appeals to meet the requirements of the Employment Act of Swaziland. Participants This course is suited to those wishing to improve their skills in the management of people. It is also suitable for personnel officers, employee representatives, Supervisors, Shop Stewards, Works Council representatives and managers from all sectors of activity in Swaziland Course Structure and Content The following modules are included in the course: Grievance handling The role of the Personnel Officer Rules of evidence Primary, secondary and hearsay evidence Opinion and expert testimony Burden of proof Discipline handling code Administration of discipline The role of the shop steward The role of the supervisor The written reprimand Obligations Conflict Handling Key features of procedures Hearing a case The appeal Case studies
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