(the rest of that article is irrelevant)"Help and Support for Organisations
It seems that many organisations are still experiencing workplace behavioural problems and trying to solve them internally, especially in the public sector. There is still a strong belief that such behaviour can a) be contained, with the protagonists not taking formal action or b) that any such problems can and should be dealt with by 'the system'.
Whilst many cases may just 'go away', we have found that internally activated investigations really are not as unbiased as the organisations would have those involved believe.
Working with http://www.nationalbullyinghelpline.co.uk/ we find that many aggrieved parties find no consolation or conclusion when internal 'solutions' are applied...
A subsequent HR&DM blog post said this:
Monday, 23 November 2009
New Workplace Investigation Support
We are continuing to financially support the National Bullying Helpline charity (No 1117852) and to capitalise on the work we are doing in the area of Investigations we are opening up access to our current services.
Especially in the Public sector we are seeing organisations in need of our independent view on workplace malpractice, but wanting to carry out the investigation themselves. This has the advantage of increasing the investigative skills of their own staff and reducing both the cost of the investigation itself and the exposure to the risk of litigation.
HR & Diversity Management Ltd (HR&DM) is launching a Training programme to help in each of these areas.
For each organisation that wishes to take part we will:
1. Provide a 1 day training course on how to carry out a full investigation using the copyrighted '20 step guide to Investigations' The course will be delivered by one of our experienced investigators.
2. Provide a full copy of the '20 step guide to Investigations'
3. Provide support as necessary during the first and subsequent investigations.
4. When an investigation has been carried out, an HR&DM experienced investigator will review findings to ensure any bias has been removed and that the investigation has been carried out in compliance with the '20 step guide to Investigations'.
This last step is vital from a complainant acceptance point of view. It is well known that strong complainants may not accept internal investigation findings that do not go in their favour, with the oft quoted view - 'Well they would find in favour of their employer wouldn't they?'
Posts
Exactly, Neo! Mr & Mrs Pratt keep trying to pretend that there is no link, but all the high pressure sales puff they use to push the consultancy keeps leaking into material for the charity, and because there isn't any real separation between the charity and the consultancy, promotion material for the consultancy specifies that would be clients should approach the consultancy through the helpline.
ReplyDeleteIt may well be that HR&Diversity management have been "financially supporting" the charity, but the charity 'front' has been feeding the consultancy with its sales leads, and up until very recently, giving it credibility with potential customers, that a very small, local HR consultancy otherwise would never have had.