Strategy for managing employee relations relating to Employee Engagement


This workshop is designed to prepare participants for the challenges of the contemporary workplace. It provides participants with a strategy for managing employee relations relating to Employee Engagement, Flexible Work Practices, Managing Grievances and Managing Misconduct. After an overview of the importance of employee relations and their impact on the workplace, participants will learn what are their responsibilities are in such cases and how to respond to the specific problems. Participants will also learn how to identify undesirable behavior of employees, how to respond to issues that affect the work environment, how to promote open communication, and to establish grievances problem handling processes.

Course Details: 


• Identify the common employee engagement and involvement strategies.

• Select the strategies that are most appropriate and effective for his/her organization.

• Develop indicators to monitor the level of staff engagement.

• Identify the different flexible work arrangements available.

• Develop and apply a grievance handling procedure.

• Develop the code of conduct with categories of misconduct.

• Develop and administer a disciplinary procedure.

• Determine the appropriate type of penalty through due process.


I. Employee Engagement can be described as the level to which employees commit themselves emotionally and intellectually to the organisation they work for, subscribing wholeheartedly to its mission, vision and values.

• Definition and objectives of employee engagement.

• Types of employee engagement strategies.

• Common tools to monitor the level of employee engagement.


II. Flexible work arrangement has become a very viable tool for both employers and employees in today's demanding and fast-changing business environment.

• Flexible Work Practices.

• Emergence and relevance of flexible work arrangement.

• Types of flexible work practices.


III. If grievances are not managed properly, employees’ morale and productivity can be adversely affected. Without a proper avenue for these grievances to be raised and resolved, employees may resort to using other means like the social media to publicize such unhappiness which can irreparably damage the company’s image and brand and in extreme cases, lead to expensive and time consuming litigations.

• Managing Grievances.

• Identification of grievances at workplace.

• Consequences of mismanaged handling of grievances.

• Development of avenues and procedures to resolve grievances.


IV. Misconduct is behaviour that an employer deems inappropriate for an employee. This is usually behaviour that is wrongful, improper, or unlawful conduct motivated by premeditated or intentional purpose or by obstinate indifference to the consequences of one's acts.

• Managing Misconduct.

• Definition and classification of misconduct at work.

• Examples of codes of conduct.

• Best practices of grievance procedure.

• Disciplinary process for misconduct.


Who should attend

• HR Managers.

• Employee.

• Industrial Relations managers and executives.

• Those training to be in HR profession.


Noel KhngNoel Khng has more than 20 years’ experience in the Human Resources field working for the Shell Group of Companies. He has taken on roles as a generalist as well as specialist roles in Recruitment, Staff Administration, Industrial Relations, HR Information Systems and Learning and Development.

He also worked as the Group HR Manager for Mewah International Inc., one of the largest palm oil refiners and traders in the world, headquartered in Singapore with 3 refineries in Malaysia and marketing offices in China, Australia, Russia, Rumania, Poland, Brazil and Argentina. Leading a team of 28 HR professionals, he was charged with setting the overall direction for HR policies and practices across the Mewah Group.

By way of academic achievements, Noel holds a Master’s of Science (UK) majoring in HRM and a Diploma in Industrial Relations. He also successfully completed the Advanced Certificate in Training and Assessment (ACTA).

Noel is currently one of the trainers for HRSINGAPORE's HR Certification Courses.

Administrative Details:

Scheduled Dates

• Date to be advised - 5th Run


• One day

• 9 am to 5:30 pm



A Certificate of Attendance will be awarded at the end of the course.



• S$ 650 for Community

• S$ 680 for Non-Subscribers


• PIC Claimable for Company Sponsored Participants.




• Coffee & tea with snacks during the morning and afternoon breaks

• Buffet lunch with vegetarian & halal options


Past Participants:

Past Participants' Comments

Past Participant Organisations

• AETOS Security Management, AVS Technologies, Bright Vision Hospital, Brunel International SEA, Cadskills, Certis CISCO Aviation Security, Civil Aviation Authority of Singapore, Clearing and Payment Services, Coherent Singapore, CPF Board.

• Dornier MedTech Asia, Government of Singapore Investment Corporation, Housing And Development Board, Inecom, Jardine OneSolution (2001), MOH Holdings, Morningstar Community Services, Mount Pleasant Veterinary Centre (2008), Mt Pleasant Referral Clinic.

• NTUC Club, Pertama Merchandising, Silicon Laboratories International, Specialist & Warrant Officer Institute, TEE International Limited, Wadi Al Jizzi Power Company SACO, Wee Chwee Huat Scaffolding & Construction.