Investigations – conducting workplace investigations

Conducting workplace investigations – overview

This workshop aims to build participants’ knowledge, skill and confidence in conducting investigations in the workplace. The workshop will benefit both managers and HR professionals alike who may be involved in a full of range of investigations, including:

  • Disciplinary investigations
  • Investigations into allegations of harassment/bullying
  • Grievance investigations, etc

The skills and processes learnt will ensure that participants are able to carry out robust investigations in line with best practice and employment law. Internal company policies and procedures will be referred to throughout the workshop as appropriate.

Please click HERE to be taken to our sister brand’s website, Maximum HR, where you will find a more up-to-date version of this programme.

Learning objectives

On completion of this highly practical programme participants will:

  • Be confident in their ability to conduct workplace investigations effectively
  • Be able to produce a high quality investigation report which will stand up at any subsequent hearing
  • Have a heightened awareness of the legislation affecting how employers discipline their employees and respond to staff complaints, including those of bullying and harassment
  • Have a clearer understanding of the various forms that bullying, harassment and discrimination can take, and of what constitutes a grievance for purposes of the law
  • Understand the relevance of internal HR procedures, and the significance of conducting a fair and thorough investigation
Who should attend?

Anyone likely to be involved in advising on, or conducting disciplinary, grievance, or bullying / harassment investigations, including:

  • HR/employee relations advisers
  • Line managers

This programme is particularly popular with public sector employers.

Course format

This one-day course is centred around formal presentations from the expert trainer, but also includes group discussion to enable the sharing of experiences and to ensure that all participants’ questions are answered fully. Practical exercises can be included.

Special features

This programme can be tailored to particular settings. We suggest that, for maximum benefit, the trainer be given access to your organisation’s relevant policies and procedures well in advance in order to use them as examples during the course.
Expert trainer

Rosanne has over twenty years’ experience working in Human Resources in blue-chip companies and in the public sector as an HR Manager, a trainer and a coach. Rosanne has worked at a strategic level within organisations and also has operational experience. She now runs her own consultancy practice and brings enthusiasm, pragmatism and a real understanding of the challenges facing businesses today.

Her work focuses on:

  • training (in the areas of HR skills, management development, skills training and training for trainers)
  • building high performance teams (using the Solutions Focus approach)
  • one-to-one coaching (using the Co-Active Coaching approach)
  • expert facilitation (of meetings, workshops, strategy development days, etc)

Rosanne is passionate about helping organisations and individuals reach their full potential. She has substantial experience of training and development at all stages, including training needs analysis, designing and delivering training interventions and training evaluation against business outcomes and performance.

A Fellow of the Chartered Institute of Personnel and Development, a Business Practitioner in NLP and with a background in Transactional Analysis, Rosanne is also a qualified coach through the Coaches Training Institute and is also qualified to use a number of psychometric instruments such as OPQ/MBTI/TMSDI.

Feedback from clients:

‘Rosanne assisted us with a delicate personality problem within an otherwise effective team – her approach was to focus on our achievements and what worked really well and to confront the aspects of the team dynamics that did not work so well. We spent a very worthwhile day learning how to have fun within the team and how we approach colleagues can dramatically improve working relationships. Rosanne takes time to understand what you want to achieve and tailors any training to reflect this.’
Doug Stockton, Process Manager – Third Party Payments, Medas

‘The programmes that Rosanne has been facilitating for us have consistently received positive feedback and have enhanced the skills of those who have attended leading to improved performance on the job.’
Fiona Hamilton, Head of European Risk Learning Institute, Standard & Poor’s

Feedback from training course participants:

‘A lot of information was absorbed. I’ve not had SO MUCH FUN on any previous course.’

‘Excellent facilitator. Can draw the audience and get the best out of them.’

‘I think that this is the most useful and enjoyable course I have attended so far, not only in content but also in presentation.’

‘Thoroughly enjoyable and highly relevant throughout. Very professionally prepared and presented. Thank you.’

‘Really fun, very informative, lots of great ideas.’

‘Excellent course in terms of content, right balance of theory and practical sessions. Rosanne made us feel extremely relaxed and gave feedback to help us learn from the practical sessions.’

Conducting workplace investigations – course outline

1 Welcome and setting the scene

  • Course objectives and benefits from attending this course
  • Personal objectives

2 The context

  • Establishing the range of investigations that participants are involved in
  • Participants’ experiences of investigations
  • Existing knowledge, skills and experience in the team

3 Employment law

  • Risks and legal challenge
  • An overview of current legislation in this area
  • Exploring what constitutes a fair and reasonable investigation
  • Lessons from case law

4 The investigation

  • The purpose and importance of the investigation
  • Roles and responsibilities – investigatory managers/HR
  • Relevant internal procedures
  • Four key responsibilities

5 Key steps to an effective investigation

  • Deciding when and how to investigate
  • Determining complexity of the investigation and who is the best person to investigate
  • Taking immediate action – suspension, temporary redeployment, etc
  • Planning the investigation
  • How to conduct effective interviews and take witness statements
  • Gathering other evidence
  • Evaluating the evidence
  • Making a recommendation
  • Documenting the investigation
  • Next steps

6 Avoiding common investigation mistakes

7 Essential investigation skills

  • Managerial skills
  • Participants’ strengths and development areas
  • Skill building activities, eg, rapport, listening and questioning skills, taking notes, etc

8 Putting it into practice

  • Practical scenarios to assist participants build knowledge, skills and confidence in conducting workplace investigations
  • Developed for each client to ensure maximum learning and relevance (eg, include planning for and conducting an investigatory interview; reporting and presenting the recommendations; etc)
  • Group work to consider approach in particularly challenging or sensitive ‘what if …?’ scenarios (eg, what happens if a grievance is raised during the investigation, counter-allegations are made or there is evidence of a disability, etc)

9 Open forum

10 Next steps

  • Group and individual actions