A self-paced employee relations, engagement and wellbeing course for HR business partners, HR generalists and employee-relations specialists. You build a listening plan, a retention action plan, a psychosocial risk assessment, a case file and an investigation report in six complimentary Pro Kits, they are graded against a rubric, and you sit a proctored exam. About 18 hours over 5 weeks.
Employee Relations is a self-paced online certification from Bodhih Training Solutions, formally titled Bodhih People Management: Employee Experience, Wellbeing and Relations, Practitioner. It teaches HR professionals to design listening and surveys, turn engagement and turnover data into action, assess psychosocial risk, write fair policy, run grievance and disciplinary cases, investigate complaints, prevent harassment and run exits with dignity. It takes about 18 hours over 35 days and is assessed by a graded eight-asset portfolio and a proctored exam. It costs $199.
Scores are presented, managers nod, and next year’s results look the same. People stop answering honestly when they never see action. A listening system people trust, and action plans managers own, is what moves the numbers.
Who investigates, what goes in the terms of reference, how witnesses are interviewed and what standard the findings meet are decided under pressure. A process built before the case arrives protects everyone involved.
Wellbeing offers treat the worker and leave the work unchanged. Assessing psychosocial risk and fixing workload, role clarity and how people are managed comes first, with clear routes to professional help.
For people who sit between managers and employees. You leave with a listening plan, an engagement and retention action plan, and a casework process you can run consistently.
For people who handle policy, complaints and exits alongside everything else. You build a plain-language policy and procedure pack and an exit and offboarding plan.
For people who run cases. You practise grievances and disciplinaries with natural justice, and take one fictional investigation from complaint to report.
A lead strand runs inside the same course: leading action planning with managers, running a consistent, timely ER service, and treating exits as a system.
This course is not for you if you need legal advice on a live case or clinical training in mental health; it gives neither. It is also not for you if you are not prepared to build and submit eight pieces of work for grading.
Each module ends in a portfolio asset built in your complimentary Pro Kits, on your own organisation, anonymised, or a realistic composite. No real case files are used. The portfolio is graded on five criteria, and the credential is issued only when both the portfolio and the proctored exam pass.
A listening system rather than one survey: questions people can answer, stay interviews, and confidentiality, small-group and escalation rules.
Results read honestly, driver analysis and a priority matrix, turnover and retention analytics, and action plans led with managers.
Psychosocial hazards assessed, work-design controls first, and manager conversations and signposting, with no clinical advice.
Plain-language policy, fair process built into procedures, and an approach to one handbook across several countries.
Informal resolution, a grievance from complaint to outcome or a disciplinary case run with natural justice, and the decision on suspension.
Terms of reference, fair interviews, documents and digital evidence, and findings on the balance of probabilities, on one fictional case.
Harassment, bullying and discrimination in plain words, the prevention duty with dated country notes, reporting, first response and committees.
From resignation to last day, knowledge transfer, exit insight, alumni and rehires, and involuntary exits handled with dignity.
The path runs in order: a diagnostic, four modules on listening, engagement and retention, wellbeing and policy, a portfolio checkpoint, four modules on casework, investigations, harassment prevention and exits, then the portfolio, a 12-month roadmap, a mock and the certification exam.
Measured before you start and again on the same instrument at the end, so the change is recorded rather than claimed.
A 50-minute diagnostic: 48 workplace exercises, six in each of the eight domains. Not scored for the credential: it shows where you start in each domain and is re-run at 90 days to show what changed.
Employee experience in plain words, a listening system rather than one survey, survey questions people can answer, stay interviews, and confidentiality with small-group and escalation rules. Portfolio asset A1: listening strategy and instrument pack (Engagement and Retention Kit).
Reading results honestly, driver analysis and the priority matrix, turnover and retention analytics, and leading action planning with managers (lead strand). Asset A2: engagement and retention action plan.
Wellbeing as an organisational duty, psychosocial hazards and risk assessment, work-design controls first, manager conversations and signposting, with no clinical advice. Asset A3: psychosocial risk assessment and wellbeing plan (Workplace Wellbeing Programme Kit).
Policy, procedure or guideline, plain-language policy, fair process built into procedures, and one handbook for many countries. Asset A4: policy and procedure pack (Employee Handbook and Policy Builder).
Submit drafts of A1-A4 for feedback before you start casework and investigations. A reviewer checks your listening plan, analysis, risk assessment and procedure. Not graded for the credential.
Informal resolution, grievances from complaint to outcome, natural justice in disciplinary cases, suspension, and running a consistent, timely ER service (lead strand). Asset A5: grievance or disciplinary case file (Employee Relations and Investigations Kit).
Terms of reference, interviewing fairly, documents and digital evidence, and findings on the balance of probabilities, on one fictional case from complaint to report. Asset A6: investigation plan and report.
Harassment, bullying and discrimination in plain words, the prevention duty with dated country notes (India, UK, US, EU), reporting and first response, committees and fair outcomes. Asset A7: respectful-workplace programme plan (Harassment Prevention Programme Kit).
From resignation to last day, knowledge transfer, exit insight, and exits as a system: alumni, rehires and involuntary exits with dignity (lead strand). Asset A8: exit, offboarding and alumni plan (Exit, Offboarding and Knowledge Transfer Kit).
Eight work products built in your six complimentary Pro Kits, on your own organisation (anonymised) or a realistic composite, each with its evidence. Graded on five criteria (0-4): method and process accuracy, evidence and data quality, fairness, confidentiality and compliance judgement, proportionality and business fit, communication and usability. Each asset at least 12/20 with no criterion at 0; weighted portfolio at least 70%. One resubmission per asset. Anonymised data only; no real case files.
The changes you will make to listening, engagement, wellbeing, policy, casework, harassment prevention and exits over the next 12 months, in order, with owners, the risk and its control, the escalation route, how you will explain each change and how you will measure it. Handed in on this stage and reviewed with the portfolio.
48 exercises, sixty minutes, exam conditions. It ends with the lessons to revisit and can be retaken. Nothing here appears in the final.
48 exercises, sixty minutes, proctored. Pass: 70% overall and at least 60% in every domain. One free retake after seven days. The credential is issued when both the exam and the portfolio pass.
Finishing this pathway issues a credential backed by the evidence you produced along the way. It is verifiable by link and is also issued as an Open Badge 2.0, so an employer can check it without taking your word for it.
Design surveys and stay interviews people trust, protect confidentiality and small groups, and set rules for what gets escalated.
Read results honestly, find the drivers that matter, analyse turnover, and turn it into action plans managers own.
Treat wellbeing as an organisational duty: assess psychosocial hazards and fix the work before offering the worker another app.
Resolve informally where you can, and run grievances and disciplinaries with natural justice, consistency and timeliness.
Write terms of reference, interview fairly, weigh documents and digital evidence, and reach findings on the balance of probabilities.
Build a respectful-workplace programme with a clear reporting route, and run exits that protect knowledge, dignity and the alumni relationship.
Want the detail before you decide? Read the guide: Employee relations: listening, wellbeing, grievances and workplace investigations.
| What is compared | A typical HR certificate course | Employee Relations at Bodhih |
|---|---|---|
| Proof of skill | A quiz, an exam of multiple-choice questions, or written assignments. | Eight graded work products plus a proctored scenario exam of 48 exercises. Both must pass before the credential is issued. |
| Scope | Engagement, or wellbeing, or employee relations law, each sold separately. | Listening to exits in one course: engagement, wellbeing, policy, casework, investigations, harassment prevention and offboarding. |
| What you leave with | A certificate and your notes. | A listening plan, retention plan, risk assessment, policy pack, case file, investigation report, respectful-workplace plan and exit plan, built in six Pro Kits you keep. |
| Measurement | None before the course and none after it. | A diagnostic at the start, re-run at 90 days to show whether the change held. |
| Law and clinical limits | Often written around one country’s employment law. | Global-neutral principles with dated country notes (India, UK, US, EU) for harassment prevention, and no clinical or legal advice. |
| For HR leads | A separate, more senior course. | A lead strand inside the same course: action planning with managers, a consistent ER service and exits as a system. |
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Straight answers on time, price, tools and the credential. If yours is not here, ask us and you will have a reply the same working day.
An employee relations course teaches how an organisation handles the relationship between people and the employer: how concerns are heard, how policy is written, and how grievances, disciplinaries and complaints are resolved fairly. The Bodhih Employee Relations course also covers employee experience, engagement and retention, organisational wellbeing and exits, in eight modules that each end in a work product.
The Employee Relations course takes about 18 hours of work, and most learners are expected to finish in 35 days, or roughly 5 weeks alongside a full-time job. It is self-paced and runs through 14 stages: a 50-minute diagnostic of 48 exercises, eight modules, a portfolio checkpoint where a reviewer gives feedback on your first four drafts, the portfolio, a 12-month roadmap you present to a reviewer, a 60-minute mock exam of 48 exercises and the certification exam.
The Employee Relations course costs $199 for an individual, paid once with no subscription, and $159 per seat for companies. GST at 18% is added for Indian billing addresses and a GST invoice is issued automatically. The price covers the diagnostic, all eight modules, six complimentary Bodhih Pro Kits, portfolio grading, the mock, the certification exam and the credential.
Six Bodhih Pro Kits come with the course at no extra cost, including the Engagement and Retention Kit, the Workplace Wellbeing Programme Kit, the Employee Handbook and Policy Builder, the Employee Relations and Investigations Kit, the Harassment Prevention Programme Kit and the Exit, Offboarding and Knowledge Transfer Kit; the course page lists them. The labs are done in these kits, so you keep working tools.
Yes. The sixth module takes one fictional case from complaint to report: terms of reference, interviewing fairly, documents and digital evidence, and findings on the balance of probabilities. Your portfolio asset for that module is the investigation plan and report.
The course is assessed in two parts, and both must pass. The portfolio of eight work products is graded on five criteria scored 0 to 4; each asset needs at least 12 out of 20 with no criterion at zero, and the weighted portfolio needs 70%, with one resubmission allowed per asset. The proctored certification exam has 48 exercises in sixty minutes; the pass mark is 70% overall and at least 60% in every domain, with one free retake after seven days.
The seventh module covers harassment, bullying and discrimination, the prevention duty with dated country notes for India, the UK, the US and the EU, reporting and first response, committees and fair outcomes. It teaches the law at principle level and is not legal advice; take questions about a specific case to an employment-law adviser.
No. The wellbeing module treats wellbeing as an organisational duty: assessing psychosocial hazards, fixing the design of work first, and preparing managers for conversations and signposting to professional help. It gives no clinical advice and does not train you to diagnose or counsel anyone.
No. You build the portfolio on your own organisation, anonymised, or a realistic composite, and no real case files are allowed. Confidentiality is one of the five criteria your work is graded on.
Bodhih is not affiliated with SHRM, CIPD or AIHR, and this credential is not one of theirs. Those bodies teach employee relations well, mostly through courses, exams or written assignments, often around one country’s law. The Bodhih course is built differently: you produce eight work products in Pro Kits you keep, they are graded against a rubric, you sit a proctored scenario exam, and your diagnostic is re-run at 90 days.
Yes. Companies can buy seats on the Employee Relations course at $159 per seat, which is lower than the individual price. Organisations that prefer the programme delivered in-house can ask for a workshop; there is no public price for that, so talk to us at solutions@bodhih.com or +91 99000 11601.
The Employee Relations course is $199, about 18 hours, and access opens the moment your payment is confirmed. The listening plan, the procedure pack and the investigation report are yours to use at work whether or not anyone asks to see the credential. Enrol today and start with the 50-minute diagnostic.
Starting records where you stand today. That baseline is what the re-measurement is compared against, and it is never rewritten afterwards.
The whole people function in one credential: a Foundations module, all four People Management pathways, an integrated capstone and a panel review.
Goals and OKRs to succession and careers: eight performance and L&D work products, six complimentary Pro Kits, a proctored exam and a credential.
Eight HR work products built with AI on your own work, a proctored exam and a credential anyone can verify.
Measure your team first, plan each person’s growth after, or bring a trainer or coach in. Bodhih’s sister companies cover the rest of the journey.