Clear, simply written guidance on best practice in HR and people management.

This tool:

  • Examines and explains the policies and practices used by high-performing organizations to engage their staff, deliver business objectives and outperform the competition.
  • Includes case studies to illustrate the practical application of the proffered guidance.

Attendance and Leave

  • Flexible Working

    This section of the XpertHR best practice manual discusses the importance of flexible working, the issues involved in drawing up an organizational policy and the main types of flexible working.

  • Disability

    This section of the XpertHR best practice manual discusses the key actions and considerations for establishing disability-confident workplaces, so that disabled people are employed productively for their skills and expertise. It covers how to attract disabled people to the organization, making the application and interview processes inclusive, and the ongoing considerations to ensure that disabled employees, once recruited, want to stay.

  • Sickness Absence Management

    This section of the XpertHR best practice manual discusses the management of both long- and short-term sickness absence, including measures to promote employees' health and reduce absence, sickness absence policies, paying sick pay and rehabilitation after long-term sickness.

  • Annual Leave

    This section of the XpertHR best practice manual discusses annual leave. It provides guidance on giving employees more control over their annual leave to increase employee engagement and improve business efficacy by managing the annual leave process.

  • Attendance Management

    This section of the XpertHR best practice manual discusses the management of attendance, including attendance procedures, attendance review meetings, possible causes of frequent non-attendance and ways of encouraging and promoting attendance.

Global Employers

  • Making Long-Term International Assignments Successful

    This section of the XpertHR best practice manual discusses long-term international assignments, including candidate selection, employee communication, relocation assistance and providing support for an employee for his or her return.

Grievances

  • Handling Grievances

    This section of the XpertHR best practice manual discusses handling grievances, both formally and informally, and includes information on the structure of a grievance procedure, who should handle grievances, attitudes toward grievances and conducting grievance hearings.

HR Strategy

  • Maintaining a Union-Free Workplace

    This section of the XpertHR best practice manual discusses steps an employer may take to remain union-free, including developing a proactive union-avoidance strategy, identifying employee concerns, training supervisors and engaging in ongoing communications with employees.

  • Employee Recognition

    This section of the XpertHR Best Practice Manual explains the benefits of implementing an employee recognition program and guides employers on how to design a day-to-day, informal or formal program and process.

  • HR Transformation

    This section of the XpertHR best practice manual discusses HR transformation. It considers what HR transformation is and its benefits to the organization. It describes the tools for transforming HR and the methods for implementing a successful HR transformation, as well as how HR transformation can be sustained.

Performance and Discipline

  • Whistleblowing

    Updated to reflect whistleblower immunity protections under the Defend Trade Secrets Act, effective May 11, 2016.

  • Promoting Employees

    This section of the XpertHR best practice manual discusses the steps that employers can take to advance business aims by following good practice when promoting employees. It covers promoting employees through internal recruitment for a vacant role, along with developing employees to motivate them where no obvious vacancy exists.

  • Performance Management

    This section of the XpertHR best practice manual discusses performance management, including day-to-day and formal performance management systems, how employees and managers can be encouraged to treat performance management seriously, and the ways in which performance management can be assessed.

  • Handling Discipline

    This section of the XpertHR best practice manual discusses managing disciplinary issues, including disciplinary rules and procedures, setting up disciplinary interviews, the right to be accompanied, warnings, appeals, dismissal and dealing with misconduct that is suspected but not proven.

  • Conducting Disciplinary Interviews

    This section of the XpertHR best practice manual discusses disciplinary interviewing, including setting up and preparing for the interview, questioning techniques, listening skills and deciding the outcome of the interview.

Workplace Accommodations

  • Transgender Employees and Applicants in the Workplace

    Updated to include information on a federal district court case on whether Title VII prohibits sexual orientation discrimination.

  • Stress Management

    This section of the XpertHR best practice manual discusses the business case for investing in employee stress management and explains how to develop and implement a framework for managing stress.

  • Well-Being

    This section of the XpertHR best practice manual discusses the business case for investing in employee well-being and explains how to develop and implement a well-being program.

  • Religion

    This section of the XpertHR best practice manual considers the key issues associated with religion in the workplace and identifies the steps that employers can take to address these issues fairly, while supporting the needs of the business.

You said it...

The biggest advantages of using XpertHR are: (i) knowing that the information can be relied on as accurate and that it comes from a credible resource and (ii) the ease in which the information can be obtained.

Karen Felix, Marketstaff-PEO/HRO

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