In an increasingly complex labor market, where legal regulations are constantly updated and employee rights are emphasized, harmonious labor relations have become a vital foundation for the sustainable development of every business. The reciprocal relationship between employers and employees not only determines work efficiency but also directly influences the internal culture and reputation of the organization.

Understanding these concerns, HRDC is proud to introduce the Labor Relations Management Skills course – a deep-dive, practical training program designed to equip managers, HR professionals, and anyone responsible for human resource management with essential competencies. This course not only provides a solid legal foundation but also delves into soft skills to prevent risks, solve problems, and proactively create a positive, legally compliant work environment where every individual feels respected and empowered to contribute.

1. Course Objectives – Elevating Comprehensive Labor Relations Management Competencies

HRDC’s Labor Relations Management training program is built upon 5 core objectives, aiming to deliver a clear transformation in participants’ capabilities:

1. Enhance in-depth understanding of labor law: Participants will gain comprehensive knowledge of the current Labor Code, along with detailed regulations on employment contracts (types, mandatory clauses, probation), working hours, rest periods, overtime, wages and bonuses, and regulations on labor discipline and material liability. The goal is to help participants firmly grasp the legal framework, thereby ensuring compliance, preventing, and effectively handling potential legal risks in business operations.
2. Improve skills in building harmonious relationships: The course focuses on developing the ability to create and maintain cohesion and trust between employers and employees. Participants will learn how to build fair, transparent HR policies, foster an open dialogue environment, encourage cooperation and mutual understanding, thereby promoting a positive and sustainable work environment.
3. Effectively minimize disputes and complaints: Participants will be equipped with proactive methods to prevent and handle conflicts and complaints. This includes early identification of conflict signs, applying active listening techniques, and constructive feedback to address issues at their root, minimizing time, cost, and especially reputational damage for the business.
4. Build a fair, respectful, and transparent work environment: The program delves into principles and tools for establishing a healthy corporate culture where the rights and obligations of both employers and employees are public, clear, and respected. This contributes to building trust and long-term employee loyalty to the organization.
5. Facilitate effective negotiation and conflict resolution: Participants will be trained in professional negotiation and mediation skills in labor dispute situations, from individual to collective conflicts. The goal is to help parties reach reasonable agreements, maintain cooperative relationships, and minimize the negative consequences of disputes.

2. Program Content – Exploring a Comprehensive Training Framework for Labor Relations

HRDC’s Labor Relations Management training program is designed as a comprehensive training framework consisting of 13 modules, ranging from legal foundations to complex practical scenario handling in businesses.

• Module 1: Labor Law: Overview of the current Labor Code, employment contracts (types, clauses, probation), working hours, rest periods, overtime, wages and bonuses, labor discipline, and material liability.
• Module 2: Forms of Employment Contracts and Labor Utilization: In-depth study of legal regulations related to employment contracts and employment contract addenda.
• Module 3: Techniques for Drafting Employment Contracts and Addenda: Detailed guidance on how to draft employment contracts and addenda that comply with the law and suit the actual needs of the business.
• Module 4: Internal Regulations Governing Labor Relations: General overview of important internal legal documents such as Internal Labor Regulations, Collective Labor Agreements, and other internal policies.
• Module 5: Internal Labor Regulations: Key principles for applying Internal Labor Regulations (ILR) in practice, company order regulations, disciplinary mechanisms, rewards, and material liability compensation.
• Module 6: Techniques for Drafting Internal Labor Regulations: A specialized module guiding how to establish company order, build labor disciplinary mechanisms, rewards, and material liability compensation regulations thoroughly and appropriately, then clearly articulate them in the ILR.
• Module 7: Resignation Process: Guidance on the steps for liquidating contracts and handling employee resignations in a legally compliant manner to avoid disputes.
• Module 8: Contract Termination Process: Focus on specific steps to terminate employment contracts, ensuring legality and minimizing the risk of disputes.
• Module 9: Disciplinary Action Process: Detailed steps for carrying out legally compliant disciplinary actions, adhering to Internal Regulations, and avoiding unnecessary legal disputes.
• Module 10: Material Liability Compensation Process: Guidance on the steps for handling material liability claims in a legal and effective manner to avoid disputes.
• Module 11: Labor Conflict Management: Clear distinction between individual and collective conflicts. Equipped with active listening techniques and constructive conflict resolution methods.
• Module 12: Labor Relations Handling Process in Enterprises: Mastering the principles and procedures for handling labor relations when employees violate ILR, or have complaints/grievances about wages, employment, transfers, temporary suspension/termination of employment contracts.
• Module 13: Common Labor Disputes in Enterprises: Gaining a realistic overview of the most common types of labor disputes in enterprises and proven effective resolution methods.

3. Teaching Methodology – Practical Application to Master Labor Relations Management Skills

HRDC’s Labor Relations Management training course not only focuses on imparting knowledge but also on developing practical skills through modern coaching methods and deep interactive activities. The goal is to ensure participants not only “know” but also “can do” and “do well” immediately after the course.

Coaching Methodology

• Coaching 1:1 with Experts

Participants will have the opportunity to receive direct guidance and consultation from Lecturer Nguyen Thi Hong Hien – a leading expert with 25 years of experience in human resources, labor law, and consulting. This personalized coaching method helps participants address specific concerns, receive in-depth feedback, and adjust their mindset, shaping professional work practices.

• Role-play for Real-life Labor Situations

This is the core of the training method, transforming knowledge into skills. Participants will be placed in realistic scenarios, simulating complex labor relations situations commonly encountered in businesses. Through role-playing sessions, participants will practice problem-solving, decision-making under pressure, communication, and negotiation skills, thereby confidently applying knowledge to their work. Specific examples: participants will practice situations such as “Handling a senior employee’s compensation complaint,” “Negotiating with union representatives on changing internal regulations,” “Resolving conflicts between employees and managers regarding performance reviews,” or “Handling a serious disciplinary violation by a long-term employee.”

4. Who is This Program Designed For? – Investing in Professional Labor Relations Management Excellence

HRDC’s Labor Relations Management Skills course is specifically designed to meet the development needs of various individuals within the business environment.

1. Management levels and business leaders

   From executive directors, functional directors to department heads and division managers. These are individuals directly responsible for human resources, who need to enhance their ability to prevent and resolve complex labor relations issues to ensure stability, legal compliance, and promote sustainable organizational development.

2. Mid-level management teams

   Including team leaders, project managers, or anyone with a direct employee management role. These individuals frequently face daily labor relations situations. The course will equip them with the skills to address these issues on the spot effectively and professionally.

3. Human Resources (HR/L&D) specialists and departments

   Especially specialists in C&B (Compensation & Benefits), HRBP (HR Business Partners), or corporate legal specialists. These are individuals who directly work with legal documents, develop policies, and implement procedures related to labor relations.

4. Individuals working in a corporate environment who wish to develop

Any individual interested in better understanding their labor rights and obligations, as well as how to build a positive work environment.

5. Costs and Delivery Methods 

• Fee: 25,000,000 VND/participant.
• Class size: 3 to 5 participants/class. This limited class size helps HRDC maintain high-quality interaction, ensuring each participant receives personalized attention and detailed feedback from the lecturer.
• Diversity: Participants can come from various organizations and industries, creating opportunities for diverse networking, learning, and experience sharing.
• Suitable for: Ideal for individuals who want to optimize costs while still desiring a high-quality training experience with interaction and learning from peers. This is also an excellent choice for businesses looking to effectively and economically train a small core group of personnel.

Become an influential manager, a strategic HR partner, who can shape and lead labor relations in your organization in the most positive direction.

Don’t let labor relations risks and disputes affect your business’s stability and development. Register for HRDC’s “Labor Relations Management Skills” course today to gain a solid foundation, practical skills, and create a professional, harmonious work environment!

References:

• Understanding the Kirkpatrick Model – The Key to Elevating Corporate Training Effectiveness (2025)
• Measuring ROI in Training: Strategic Turning Point or Overlooked Problem?
• Challenges of L&D in the Digital Age – 2025

• The Future of Work: What L&D Needs to Prepare for Rapid Changes?

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