Editor's message: The role of the HR department stretches from setting people policies and procedures to feeding into the business strategy. We conduct around 30 surveys of employer practice every year to ensure we are capturing the most up-to-date practice within HR.
Our Survey analysis > HR roles and responsibilities: 2015 XpertHR research is the latest research, tracking key HR metrics. One of the key metrics included is the ratio of HR practitioners to employers - over the thirteen years that we have been tracking this figure, we have seen this ratio change from a high of 1:118 to, where it stands today, 1:74.
XpertHR's survey on dress codes, with responses from 578 employers, finds that the majority of employers offer at least some guidance to employees on what is appropriate to wear at work.
Our data and benchmarking services include all of our latest findings, searchable by size and sector of organisation.
Noelle Murphy, HR practice editorial team leader
On this week's XpertHR Weekly, we look at career breaks and provide practical advice for employers.
In this week's podcast, we discuss employees' rights during a career break and how to reduce the risk of issues arising as a result of an employee taking a career break.
A change in the law means that large commercial organisations will soon have a duty to prepare a slavery and human trafficking statement for each financial year.
A model policy to deal with absence and other issues arising at the time of sporting or other special events such as the rugby World Cup.
HR practitioners continue to be busy dealing with employee disputes or conflict outside of those that reach a formal grievance. Our latest research reports on the issues most likely to cause problems among employees.
We asked HR practitioners to tell us what metrics they spent time gathering within their organisation, how they rated the quality of the information gathered and how it was used in practice. While the majority of employers find metrics useful in monitoring absence levels, many are frustrated with the process around recording and interpreting data.
In this first part of our survey analysis, we will focus on the key data that HR practitioners gather, its quality and key problems they face turning the data into usable, measurable HR metrics.
The first part of our investigation into individual workplace disputes outside the formal discipline and grievance arena looks at the prevalence and causes of individual conflicts at work.
A new guide has been been added to our Good practice manual covering HR transformation
HR and legal information and guidance relating to HR policy and strategy.