There is much information on the internet about how to introduce and manage HR processes which create healthy and happy workplaces.

 

This section does not attempt to duplicate resources that are already available in the public domain but rather to emphasize key criteria for successful HR administration:

​

• Understand the law which offer protection for employees – specifically learn about the Health and Safety Act 2011 (HSA), Fair Work Act 2009 (FWA)

• Understand your organization’s Code of Conduct or Practice and importantly, any workplace agreement signed with a union. Or, at the very least, follow the requirements of the FWA.

• Do not `circumvent’ processes to suggest compliance while `hurting’ employees through unfair or constructive dismissals and the `staging’ of performance appraisals and change management processes. R HH

• Investigate all workplace grievances – apply independent and holistic approaches so grievances are fairly assessed and managed. Be fair and objective. Understand legal theory in an industrial relations framework; learn the importance of natural justice and procedural fairness.

• Learn how to manage dismissals with compassion and class, even when it is a mismatch! Learn about building self esteem and helping employees transition to other forms of employment. 

• Learn how to manage conflict and mediation. Where necessary, be prepared to work with employees and move them away from conflict particularly if their health is at stake.

• It is against the law to bully, harass and discriminate! Learn how to deal with psychopaths and sociopaths in your organization and chose to remove them and not the employees who they bully, harass and discriminate.

• Learn that psychopaths and sociopaths do exist in every segment of society, including the workplace. Learn how to recognize them (based on real evidence). Understand that psychopaths are very friendly to employees if they believe they will enhance their power and if not, they will expend or threaten employees; sociopaths on the other hand view employees more relationally on the basis of whether these employees can please them so they have total control and if they don’t have this control they will opt to `harm’ these employees even if in the end it risks their own power.

 

It is incumbent upon HR Directors, other managers and the leadership within organizations to ensure that laws are followed and that all staff are supported within the organization.

Where there is corruption within HR Departments and/or within the leadership of an organization, employees need to find ways in which to expose these with good evidence and without jeopardizing their jobs.