Human Resources compliance: purpose and risk
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Human Resources compliance: purpose and risk Course
Introduction:
The human resources (HR) function is at the center of most employers’ efforts to identify, hire, and retain the people the organization needs to execute its strategy and achieve its goals. However, the HR function is a key player within the organization’s compliance structure as well.
HR Compliance is the process of ensuring that a workplace environment is following the correct procedures surrounding law and regulation. The term compliance describes the ability to act according to an order, set of rules, or request.
Course Objectives:
By the end of Human Resources Compliance: purpose and risk course, you will be able to:
- Identify the employer's duty of care and employee rights
- Identify HR professionalism and conduct
- Identify the risks that an organization faces and provide the next steps to move forward.
- Design and implement controls to protect an organization from the threats.
- Monitoring and reporting the effectiveness of techniques for preventing risks.
- To resolve compliance difficulties that may occur.
- To advise the business on rules and controls.
Who Should Attend?
This HR compliance: purpose and risk course is primarily aimed at individuals who are transferring into HR or those with some HR generalist experience who are developing specialist knowledge in employment law.
Course Outlines:
HR and the law
- the employer’s duty of care and employee rights
- contracts, terms and conditions
- health and wellbeing
- policies and procedures
- powers of the employment tribunal
- powers of regulators
- vicarious liability and reputational risk
The HR role - compliant enabler
- business relevant HR
- organization values, culture, and ‘the moral conscience’
- support for senior management
- support for line managers: different models
- influence and giving internal advice
HR professionalism and conduct
- model behavior and styles
- impartiality and objectivity
- consistency and discretion
- emotion and pastoral care
- confidentiality
Inclusive workplaces
- inclusion and recruitment
- gender, race, disability, age, religion and sexual orientation
- flexibility: health, family, and care
- promoting and retaining diverse talent
- awareness of bias
- bullying and harassment
Collecting, using, and retaining data
- what is employee data?
- storage and access
- how you can, and cannot, use personal data
- employee rights to privacy, access to data, and consent
Performance, development, commitment, and reward
- how HR can drive performance
- the pitfalls of a performance management process that is not adhered to
- recognizing good performance
- development needs: conversations and actions
- underperformance or misconduct?
Complaints, grievances, and investigation
- HR impartiality
- evidence and reasonableness
- when informality becomes formal
- encouragement, correction, or termination
- appeals
Business Change, HR, and pragmatism
- staff communication
- identifying the HR issues in a reorganization or acquisition
- consultation; purpose and requirements
- distinguishing between individual and collective consultation and approach to both
Difficult issues
- firm management or bullying?
- misconduct or capability?
- overlapping processes
- multiple grievances
- reasonable adjustments: duty and options
- difficult conversations: approach and preparation
- long-term absence and mental ill-health
- subject access requests
Making a difference (group discussion)
- what the best HR people do: from a compliance perspective
