Best Practice Manual

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.

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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.

  • 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

  • Onboarding and Orientation

    Enhanced to improve the comprehensiveness, organization and scope of coverage.

  • Employee Engagement Surveys

    This section of the XpertHR best practice manual identifies the steps employers should follow to conduct an effective employee engagement survey. It discusses the business case for conducting engagement surveys, their benefit to the organization and how to determine survey scope and design, improve employee response rates and take action on survey results.

  • People Analytics

    This section of the XpertHR best practice manual discusses people analytics. It explains what people analytics is and how it fits into the overall structure of the HR department. It emphasizes the importance of identifying the objectives of a people analytics project and gaining buy-in from senior management and explores how engaging in people analytics can provide a firm foundation for making business decisions, which in turn can positively impact the organization's bottom line.

  • 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.

  • Mergers and Acquisitions

    This section of the XpertHR Best Practice Manual explains why the acquisition of, or merger with, another organization requires consideration of both the financial details and human capital factors. It also assists HR professionals on the keys to merger and acquisition (M&A) success.

Performance and Discipline

  • Whistleblowing

    This section of the XpertHR Best Practice Manual explains the benefits of having effective internal whistleblowing procedures and guides employers on how to introduce and manage a whistleblowing policy and procedure, encourage employees to raise concerns and ensure that concerns are dealt with appropriately.

  • 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.

Training and Development

Workplace Accommodations

  • Transgender Employees and Applicants in the Workplace

    Updated in relation to the Supreme Court ruling on LGBTQ+ rights.

  • 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.

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