Course Overview for Industrial Relations Management for Non-HR Managers

Industrial Relations (IR) management for a non-HR manager means handling workplace rules, team discipline, and employee disputes fairly while following local labour laws. 

As line managers, they need to know how to handle everyday issues before they turn into major legal problems for the company. The focus should be on what line managers need to do, say, document and escalate when dealing with employees, unions, misconduct, grievances and workplace conflict. Apart from knowing the rules, the line managers should keep clear records, address issues early and follow due process.

Course Objectives

At the end of the training, participants will be able to:

• Understand the role of managers in maintaining harmonious industrial relations.
• Recognise the key Malaysian employment and industrial-relations laws affecting day-to-day management.
• Understand the respective roles of Management, HR, employees and trade unions.
• Handle employee grievances and workplace complaints appropriately.
• Manage misconduct and disciplinary situations fairly and consistently.
• Conduct difficult conversations without unnecessarily escalating conflict.
• Build better employee relations within their teams.

Who Should Attend

• People managers

Number of Participants

• Maximum 20 pax

Duration

• 2 days

Methodology

• Slide presentation 30%
• Interactive questions and answers
• Group discussion
• Case studies
• Hands- on- application exercise

Course Content

The presentation of Industrial Relations Management for Non-HR Managers Programme

Module 1 — The Basics of  Industrial Relations

• What is Industrial Relations?
• Industrial Relations vs Human Resource Management
• Why line managers are critical to industrial harmony
• The manager’s responsibilities vs HR’s responsibilities
• Employer–employee relationship
• Manager–employee relationship
• The role of employee representatives and trade unions
• Common causes of workplace conflict
• Cost of poor industrial relations

Module 2 — Malaysian Industrial Relations Legal Framework – Key legislation and institutions

• Industrial Relations Act 1967 (Act 177)
• Employment Act 1955 (Act 265)
• Industrial Relations Regulations

Module 3 — The Manager’s Role in Maintaining Industrial Harmony

• Fair and consistent treatment
• Effective communication with employees
• Setting clear expectations
• Managing performance fairly
• Be aware of favouritism and discrimination
• Resolving  employee concerns early
• Building trust with employees
• Manager behaviour that creates industrial conflict
• Importance of proper documentation

Module 4 — Handling Employee Grievances and Complaints

• What is a grievance?
• Formal vs informal complaints
• Listening without admitting liability
• Fact-finding
• Asking the right questions
• Separating facts from assumptions
• Importance of Confidentiality
• Adequately Recording complaints
• Know when to escalate to HR
• Avoiding retaliation
• Maintaining neutrality

Module 5 — Effectively Managing Misconduct and Disciplinary Issues

• What constitutes misconduct?
• Minor vs serious misconduct
• Performance issue vs misconduct
• Manager’s responsibility when misconduct occurs
• Gathering facts and evidence
• Witnesses and documentation
• Consistency in disciplinary action
• Natural justice and procedural fairness
• Termination risks

Module 6 — Managing Performance Without Creating Industrial Relations     Problems

• Performance management vs disciplinary action
• Setting measurable expectations
• How to conduct performance discussions
• Performance improvement plans
• Poor performance documentation
• Giving constructive feedback
• Handling repeated underperformance
• Avoiding discriminatory or retaliatory behaviour
• When poor performance becomes a potential termination issue

Module 7 — Trade Unions and Industrial Harmony

• What managers need to know about trade unions
• Management’s relationship with unions
• Employee rights and union activities
• Managerial conduct when dealing with union members
• What managers should never say or do
• Know when HR/IR specialists must be involved

Module 8 —  Conducting  Difficult Conversations

• Know how say “No” professionally
• Challenge unacceptable behaviour
• Give corrective feedback
• Respond to angry employees
• Respond when an employee threatens to complain to authorities
• Respond when an employee says, “This is unfair.”
• Handle emotional reactions
• Avoid inflammatory statements
• End difficult conversations professionally

Module 9 — Documentation: Protecting the Employee, Manager and Company

• Why documentation matters
• What should be documented?
• Objective vs subjective language
• How to record incident, meeting, attendance, employee complaint and performance
• Key components of investigation notes
• Confidentiality and document handling