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A struggling company that developed an aggressive change strategy after going into administration has gone on to become an employer of choice.

This week's proposed amendments to the Fair Work Act could result in much greater scrutiny of the ways employers manage bullying and harassment risks, says HR Daily Community blogger, Kristin Duff.

An HR expert and author is calling for an end to traditional performance reviews, arguing they actually stop managers from providing useful feedback to their team members.

An expert investigator has outlined what HR professionals should consider when deciding whether to audio-record or take notes during workplace investigative interviews.

Interviews are an integral part of any workplace investigation, and play a vital role in ensuring a fair and just outcome after bullying, misconduct or unsafe work. Watch this webcast to develop your skills and help your organisation make the best decisions after workplace incidents.



In this presentation expert investigator Harriet Stacey, from WISE Workplace, explains:

• the PEACE framework for structuring workplace interviews;
• how to interview the respondent of a workplace allegation;
• how to apply procedural fairness principles during interviews;
• privacy, confidentiality, anonymity and related considerations;
• rules around record-keeping, and more.

Employee claims under the Fair Work Act are increasingly targeting individuals, so HR practitioners should ensure they help directors and officers to understand their potential liability, says employment lawyer Ben Gee.

Fair Work Australia's reinstatement of a Virgin flight attendant, who was sacked following a dispute over his hair length, should not discourage employers from enforcing grooming policies, says Hicksons partner Brad Swebeck.

Do you know how to obtain an honest, reliable account from a complainant after a workplace incident? Watch this webcast to learn which steps to take.



The presentation, by WISE Workplace founder and expert interviewer Harriet Stacey, covers:

• the aim of the complainant interview;
• the nature of incidents reported by complainants;
• the role of memory;
• cognitive interviewing strategies;
• applying the PEACE model to complainant interviews; and
• recording interviews.

The very best learning programs often won't result in improved performance if employees aren't held accountable for change, says HR Daily Community blogger Christina Lattimer.

One of the most important things HR professionals can do to sell and sustain a leadership development program is to develop a strong ROI model, according to the authors of a new book on the topic.