It’s not unusual for a business to reach out to me knowing that they don’t have a good handle on the ‘people’ piece of their business. It’s something that happens for a variety of reasons, rarely malicious and usually by accident as a business grows and scales and the people function happens by default and on an ad hoc basis. This is so limiting to a business’ ability to scale and grow and in some cases it could be incredibly detrimental, particularly if obligations are being breached. But what are the people fundamentals that businesses should have under control?
Before we get stuck in, I’d like to offer a quick reminder/disclaimer that this blog post is general in nature and doesn’t constitute legal advice! The legal ramifications of getting the people piece wrong are insignificant, and so as always, speak to your legal team!
Right, now that’s out of the way, legislation is dynamic and ever-evolving. For example, as per this article, new sexual harassment and discrimination legislation around policies and procedures relating to compliance training and education indicate they need to be renewed.
That’s just one example, but it’s a good one in that it highlights that getting the foundations right (including meeting obligations) is critically important for brand reputation, both from a client or customer perspective but also as an employer. A solid employer brand makes activities such as selective sourcing so much more effective and seamless.