INHOUSE TRAINING

 

Meridian Training has trained thousands of satisfied delegates over the decade we have been trading. Our material is top-notch, our methodology engaging and delegates tell us that they leave with the confidence to apply their new skills and knowledge. The long-term relationships we have with clients is testimony to the enduring value of our service. 

Our perspective is that training is not simply about imparting knowledge and skills.  It is about using that knowledge to develop a strategy to achieve business results. Legal compliance does not stand alone.  How a party complies with the law to best advance its interests, makes all the difference. 

Our Courses are customised and our facilitators sensitive the dynamics of your workplace. From mining, to banks, to government departments, to legal practices, health care providers, IT companies and unions – our training is attuned to your issues and needs. 

We offer free advice and assistance in compiling your training needs analysis to help you take training in your organisation to new heights. 

Meridian can also assist to build your own training programme to meet your organisational needs.  You can select modules within each phase to create the skills sets you need.For example, disciplinary, HR and legal competencies will follow the following stream.

 

DEVELOPMENT PLANS WITH EACH PHASE.

 

FOUNDATION PHASE

 

WHO 

• The target group are new and existing managers (or shop-stewards) who have little or no experience in internal dispute resolution processes.

WHAT 

• Delegates are equipped with an understanding of the legislative framework and substantive and procedural law.

 

• Delegates develop and improve their skills in representing a party in formal and informal disciplinary processes and grievance hearings. 

 

• Being pro-active, using soft skills and persuasion are also discussed and role-played.

 

• We show delegates how to communicate betterin a business environment.

WHY

• Fairness and decisiveness from line-management is essential in performance management. If discipline is done properly at this level, an organisation thrives.  

 

DEVELOPMENT PHASE

 

WHO 

 

• The target group aremanagers whose role includes representing their employer in formal internal dispute processes and external dispute resolution processes through the CCMA and Bargaining Councils.

 

WHAT

• Delegates areshown how to assessthe strengths and weaknesses of a case of misconduct and how to develop a case theory to achieve it. 

 

• Delegates will learn how to gather evidence and how to precognise their witnesses.

 

• Delegates will learn how to develop persuasive opening and closing arguments to support their case. They will learn how to counter the points opponents typically raise.

 

• Delegates will learn how to deal with guilt and sanction.

 

WHY

• Case planning, strategy and representation will be greatly improved delivering effective formal discipline and thus accountability in the workplace.

 

SPECIALIST PHASE

 

WHO 

• The target audience is specialist employees that have greater experience at CCMA and Bargaining Councils.

 

WHAT 

• Delegates areequip with advanced cross examination skills to support their case strategies.

 

• Delegates are exposed to advanced evidentiary principles including how to deal with technical and tricky pieces of evidence.

 

• Delegates understand recentcase law to develop winnable cases in internal and external forums.

 

• Delegates will be exposed to labour court proceedings and gain knowledge on reviews and how to draft successful applications.

 

WHY

• Litigation is risky, time-consuming and costly. Understanding which cases are winnable or not – reduces risk. Being able to choose the right pieces of evidence and be ready on all procedural fronts – reduces wastage of time. Being able to fight certain cases in the CCMA or Bargaining Councils without expensive lawyers – reduces cost.