Innovative training methodologies and integrated use of digital learning technology
Join a virtual community of social dialogue professionals from across the world to share knowledge and experiences
Successful participants will be awarded an ITCILO Certificate of Participation
While it is commonly admitted that conflict is inevitable, difference is made by the way conflict is handled. Indeed, the interactions between employees and employers within enterprises can be cooperative and harmonious, or characterized by conflict and disruption.
Even where relations are generally good, the very nature of employment relations suggests that some conflict is inevitable. Such conflict can, however, be managed within the workplace itself without third-party intervention, even though assistance from third parties may be accessed from time to time on a voluntary basis.
Providing a proper approach for addressing the new challenges in the world of work, including workplace disputes that affect diversity, inclusion, as well as, gender equality, are much needed nowadays. Global crises and competition, increasing costs of employment disputes are among other factors that have influenced the way that labour conflict is prevented and managed nowadays.
Effective conflict management within an enterprise needs to start well before there are signs of discord or disputation. The starting point is the creation of a climate of mutual respect between employees and managers that establishes a firm foundation of trust and cooperation.
The growing costs of conflicts and their impact on production processes and employee satisfaction has driven employers and unions to establish new strategies and tools for the prevention and management of labour disputes in the workplace. This includes but is not limited to: early resolution of conflict, recognition of the role of workers' representatives, joint design of dispute resolution system, workplace cooperation committees and effective grievance handling mechanisms.
Note: in the framework of the ILO's gender promotion policy, applications from women are encouraged.
This course aims to:
The course will be conducted online over the course of 3 weeks: 10-28 April (Tuesdays and Thursdays from 14 to 16 Turin Time).
The training course will require approximately 35 hours of instruction.
The sessions will be delivered by ITCILO and ILO officials, as well as, international specialists on the field of social dialogue and labour conflict resolution. Each session will include theoretical explanations complemented by individual reflection activities, plenary discussions, group work and other highly interactive activities.
Participants will have access to a dedicated electronic platform on E-Campus, ITCILO's e-learning portal, accessible through a computer or any portable device.
On this electronic platform, they will find resources and activities related to the course modules. Each module includes videos, reading material, interactive resources, practical exercises and other group activities related to the subject matter. Learning will be interactive and facilitated by a person who will provide guidance and clarification on topics and activities.
We will also use new training methodologies, including an industrial relations toolkit, through which participants will have the opportunity to interactively intervene and concretely exercise ways of approaching social dialogue and labour conflict resolution.
At the end of the course, participants will be asked to complete a final course paper in the form of a report that will offer them the possibility of receiving a Certificate of Participation.
WHAT TOPICS DOES THIS COURSE COVER?
The entire training program will be conducted in English. Therefore, a good command of this language is required.