How to Keep HR from Being the Employee Complaint Department

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How to Keep HR from Being the Employee Complaint Department

$27.95

Natalie Ivey discusses the eight root causes to The Complaint Department phenomenon and very specific organizational and personal strategies to diplomatically push back on issues and problems that HR shouldn’t own.

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Description

It seems that HR has become the place where employees go to vent about every petty slight or departmental squabble. And employees somehow expect HR to instantaneously fix these and smooth over all their workplace relationship issues. Certainly, employees who come to HR to lodge legitimate complaints of harassment, discrimination, or retaliation is one thing—but this petty nonsense with employees running to HR about anything and everything is getting out of control. The problem with HR being The Complaint Department is that organizational resources are not being allocated to HR to help deal with this increase in employee foot traffic. The result is that a lot of HR professionals, many of whom are women, are working longer and longer hours every day just to try to keep their heads above water with their workloads. And, with technology having changed the way we work, HR is also much more accessible after work hours. And, some HR professionals are beginning to hit a burn-out factor in their careers from a lack of work/life balance. In this enlightening, informative, and entertaining book, internationally recognized professional speaker, author, and HR consultant, Natalie Ivey, discusses the eight root causes to The Complaint Department phenomenon and very specific organizational and personal strategies to diplomatically push back on issues and problems that HR shouldn’t own. She highlights how HR’s involvement in departmental concerns is actually an enabling behavior which is creating the “on ramp” for the foot traffic to HR’s door and how this enabling behavior is crushing the productivity of the HR department. She also shares specific communication tips and techniques to use when handling difficult employees and assertive communication tips on how to deal with conflict-averse managers who are shirking their leadership responsibilities and creating more work for HR. Lastly, she provides great insight into how to execute a “stay or go” HR career assessment to improve work/life balance and personal and professional satisfaction.

About the Author

Natalie Ivey, MBA, SPHR is President and CEO of Results Performance Consulting, Inc., (RPC), a company she founded in 2002 that helps individuals and organizations improve performance through HR management consulting and leadership and professional development training programs. Prior to founding RPC, Ms. Ivey worked in leadership positions in operations management, organization development, and HR management with several global service brands including Hilton, Avis, Budget Rent a Car, and American Express. During her years in leadership with these Fortune 500 organizations, Ms. Ivey often partnered with corporate security, fraud and risk departments, and external partners on internal investigations involving misuse of assets, theft, substance abuse, harassment and discrimination, FMLA and workers comp fraud, and labor and employee relations’ issues. Since 2002, she has consulted with clients on how to turn around dysfunctional work environments to minimize employee complaints and reduce the risk of litigation. Her experience in leadership enables her to connect with supervisors and managers to help them “get” HR and risk management through improving leadership behavior and competency development. Ms. Ivey’s firm, RPC, is a strategic business partner with HRCertification.com and HR Training Center, premier providers of continuing education programs for the HR profession. Ms. Ivey is the instructional designer of The Internal Investigations Certificate Program and The Certificate Program for HR Generalists, both HRCI accredited training programs delivered throughout the U.S. Ms. Ivey’s academic credentials include an A.S. degree in Travel and Tourism Management from Johnson & Wales University, a B.S. degree in Business Management from the University of Phoenix, and an M.B.A. in Management from Western International University. Ms. Ivey has worked with clients including the Eleventh Judicial Circuit of Florida, Mercury Insurance, the United States Agency for International Development (USAID), the Miami-Dade School District’s Civilian Investigative Unit, Community Unit District 300-Chicago, SUPSHIP-Groton, a liaison with the U.S. Navy and Electric Boat Corporation, and numerous smaller employers throughout the U.S.

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