Yesterday, we looked at 3 things your managers won’t want to have to ‘fess up to on the witness stand. Today, 3 more — plus, an invaluable resource for the small HR department.
[For #s 1-3, click here.]
4. “It was all in fun. Susan seemed to like it.”
This is a standard line delivered by people accused of sexual harassment. “Susan” is going to sue one day, saying, “I had to go along with it; I have a family to feed.”
The important thing to remember about sexual harassment is that intent isn’t the issue. Effect is the issue.
5. “But I thought she’d eventually stop.”
This is the rallying cry of every manager who ever ignored a problem until it exploded.
Whether it’s harassment, bullying, or attendance, the issue is the same: if you let inappropriate behavior go unchallenged, you are effectively condoning the behavior. It’s never going to be a convincing argument to say you hoped it would go away on its own.
(There’s also a corollary: The people you wish and hope would resign? They never do.)
Are you the HR person in charge of training? Are you the HR person, period? Check out our comprehensive resource designed especially for you: Managing an HR Department of One.
6. “In our department, ‘Satisfactory’ actually means ‘Poor'”
Grade inflation: It’s not just for students anymore. It’s also rampant in the workplace.
But it’s going to leave you on the witness stand trying to explain why you fired someone for poor performance when you signed a performance appraisal giving a rating of “Satisfactory.”
Your employee’s attorney is going to ask you to read the company’s definition of “satisfactory” that appears on the evaluation form you signed, and it’s going to say “performs all duties in a satisfactory manner.” It’s not going to get any better from there.
Training Your Supervisors Is Key, But…
What happens when the HR department is you? Just you? All by yourself? How do you stay on top of your training responsibilities, as well as your compliance obligations and the day-to-day paperwork and all the rest of it?
Managing an HR Department of One is the answer.
Now updated and expanded to include additional topics — including a federal law chart and info on healthcare reform compliance.
This practical HR management handbook for the solo practitioner gives you the guidance and tools to run your HR department effectively and efficiently. Whether you’re new to HR, or an HR manager in a solo environment, it will help you perform your HR function with the best of the them.
Includes how to align HR with your company’s goals, build credibility and influence, understand HR ethics, cope with management expectations, learn effective staffing strategies, and use HR metrics to prove your contributions.
Practical chapters show you how to get big HR performance with a limited staff:
- Align HR’s goals with the company objectives
How to find out what your CEO really wants, and keep your efforts focused - Keys to building credibility and influence
Learn how to engage other managers and get their support, plus ethics for the HR professional - Overview of compliance, federal and state issues, and best practices
At-a-glance reference summarizes all key laws you must comply with such as posting requirements, staffing, hiring and firing, the legal side of compensation and benefits, privacy concerns, harassment - The strategic HR planning process
Gives you practical guidance and tools for HR communications, handbooks, budgeting and resource allocation, recordkeeping, recruiting, hiring and interviewing, etc. - Training for organizational excellence
You get nine steps to effective training, training preparation, topics for training, documentation, evaluating effectiveness - Prewritten forms, policies, and HR checklists
Carefully developed templates save you time and money
Don’t delay — check it out now, 100% risk-free.