Is there a need for a change of title to reflect the role of HR practitioners? In a recent Fair Work Commission (FWC) case there was criticism of how HR dealt with an employee dismissal. The person was emailed notification of his dismissal while on leave for alleged mental health issues. Reported by Workplace Express (15th May 2017) the Fair Work Commissioner described the approach as ‘unfortunate’ and gave
Introduction Controversy has abounded since the mid 90’s over the efficacy of Critical Incident Stress Management (CISM). Intended as multi-component staff support program, CISM has been extended well beyond the purpose for which it was designed as a support for emergency support workers in times of crisis and war. The use of CISM in a wider context has created debate as to the usefulness, and even possibility of harm.
Many organisations avoid the issue of crisis planning, as if anticipating a crisis is tempting fate. Establishing a set of basic crisis management procedures, which can be used in any organisation from a school to a major industrial centre can be done using four steps: Determine the major categories of crisis events that may occur in the organisation. Crises can be divided into three types, people crises, natural disasters
