One Size Fits All? Part B

Your Corporate Strategy:  It Just Doesn’t Matter?      Part 25b

The great HR leader will also bring a fresh perspective and awareness of risk, practice and policy analysis every company must undertake.   HR/People Departments - as do all departments - tend to become blind to the legal and practical results of their operations over time, a process related to cognitive or change blindness.  Furthermore, a good HR leader makes certain ongoing due diligence and constant oversight of these functions takes place.

I happen to like what Jon Hyman wrote last year in his 12/12/12 blog:

“The Practical Employer -12 is the Magic Number: 12 Thoughts for Your Workplace”.   As previously stated Jon’s The Employer Bill of Right: A Manager's Guide to Workplace Law. …” should be mandatory reading. 

http://www.workforce.com/article/20130116/BLOGS07/130119964/putting-the-human-back-in-human-resources-redux

These a good places to begin gaining a better picture and understanding of where your people policies and practices are and have led you. Remember, ignorance is never a legitimate legal defense, and bad policies resulting in violation or willful violation of employment laws are never defensible.

http://www.workforce.com/article/20121212/BLOGS07/121219981/12-is-the-magic-number-12-thoughts-for-your-workplace

Next: Why Do Top Leaders Need A Real HR Leadership Partner?