Although a similar CSI-style wall is unlikely to be recreated in a typical workplace, other examples of pervasive, non-specific harassment may arise. It is incumbent upon leaders at all levels in an organization not just to recognize harassment and potentially, a poisoned work environment, but to take steps to remedy the issues.
Archives for October 2017
Court limits ability to refuse a proposal based on "personal grievance" exemption... The Court gave some considerations on the shareholders fundamental right to call meetings, on how to differentiate between “personal grievances” that are not properly matters for a shareholder meeting, and the business and affairs of the company, which are proper matters.
Like any other element of an organisation, the HR department must be structured in a way that allows it to deliver value to a business. This article explains why.
There is a saying that when you point one finger in criticism, there are four fingers pointing back at you. This adage came to my mind recently as I read an article published in a McKinsey quarterly. The article was focused on the way in which HR departments are organised or structured. It got me thinking that maybe businesses might be best served if organisational re-engineering started with an examination of the structure of the HR organisation itself.
Like any other element of an organisation, the HR department must be structured in a way that allows it to deliver value to a business. The article in McKinsey, referred to a new trend in highly developed HR organisations of establishing centers of … Continue reading “A new spin on the HR department design”