HR best practices | Page 27 (775 items)

An HR leader investigating how time is spent in her organisation says a crucial part has been convincing employees the process is about helping them work at their "highest agency", and not about making roles redundant.

A "shield of positive social climate" known to protect against workplace bullying might also provide a "huge protective effect" against s-xual harassment, an academic says.

Institutionalisation becomes a risk with long-tenured employees, so it's important to actively promote "happy dissent", an experienced people leader says.

A global head of talent with more than 25 years' experience in the field expects all her HR business partners to be proficient when it comes to talking about three things: the company's product, customers, and P&L.

It can be difficult for leaders to hold employees accountable for poor performance or behaviour when they haven't made it "really clear" what their expectations are, according to a communications specialist.

Employers can bolster their prevention and response strategies for workplace sexual harassment by drawing on the expertise of those who have experienced it, according to an authority in the field.

A rotating panel of volunteer staff has become a much-tapped resource for devising, testing, implementing and evaluating a range of initiatives at Deloitte Australia, its chief people and purpose officer says.

The prospect of employee turnover that's too low is something "very few organisations have had to even think about", but concern appears to be growing among employers, an HR advisory leader says.

Bad leadership is a critical problem right now, but it is partly due to an increasingly complex work environment, rather than "bad people", a workplace specialist says.

The challenge of accurately measuring people-related practices remains a significant hurdle for organisations, and new research suggests the risk of basing strategic decisions on faulty data has driven some executives to ask, 'why bother?'.