Bullying and Harassment - Investigation Skills

As HR resources are centralised or become increasingly stretched, HR teams are required to devolve greater responsibility to line managers to conduct investigations. It is, therefore, vital that managers develop or refresh the skills, tool and techniques which will ensure that investigations are conducted fairly.

Additionally, complaints to Employment Tribunals continue to rise, with potential compensation in discrimination claims uncapped. Managers must, therefore, be properly trained and equipped to defend their investigations and the associated findings, should a case proceed to Tribunal hearing.

Impact/outcomes

By the end of the programme participants will:

• Be able to link the organisation's policies and the legislative framework governing investigations, with the practical skills needed to conduct thorough investigations
• Have discussed and be able to describe the role of the investigator and understand the possible outcomes of the investigation by working through case studies
• Have developed and practised interviewing skills by taking part in practice investigation interviews
• Understand the purpose, required structure and content of the investigation report and associated documentation

Programme

• The organisation's policies and procedures
• Legal background
• Defining and identifying bullying and harassment behaviours and situations, & their impact
• Role, remit and responsibilities of the investigating officer
• Planning, preparing and structuring interviews
• Investigation and interviewing skills & techniques
• Evaluating evidence
• Interviewing skills preparation
• Skills practice
• Feedback from skills practice
• Note taking, record keeping
• Statements
• Layout, format and style of investigation reports
• Presenting the case
• Review and questions

During the course case studies are used to enhance learning. 

Who should attend

This course is designed for all managers and other individuals who are required to carry out investigations into matters relating to dignity at work. These will specifically include complaints of harassment or bullying by colleagues or third parties, such as service users or other members of the public.  

 

 

 

 

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