Category Archives: HR in the Business

Should a Toxic’ Workspace Complaint Make Hartford’s HR Director fire the Chief Internal Auditor?

CASE: HR and Work Place Discipline

HARTFORD — Hartford’s human resources director is recommending that the Chief Internal Auditor be fired after an employee complained he was subject to a “toxic” work environment in the auditor’s office.

The specific and general complaints can be summarized as follows;

  • That he made disparaging comments about others,
  • Used the office bathroom without closing the door during work hours,
  • Allegation of frequently taking long lunches and leaving work early (chief auditor does not clock in and out),
  • Regularly watches or listens to FOX News during work hours, which one staff member said “could be viewed as demotivating or distracting”,
  • Assumed poor performance as a supervisor, with one saying there were no standard operating procedures in the office.

An independent investigator substantiated some of the claims but determined that the Chief Internal Auditor didn’t violate any policies on harassment, retaliation, threats or time theft, as alleged. However, the city’s new human resources director took a difference stance when he forwarded the report to the Chief Internal Auditor supervisors on the Internal Audit Commission.

The Chief Internal Auditor also have a counter complaint.

  • That he was “being eviscerated” at the direction of Hartford Mayor.
  • That the mayor doesn’t appreciate some of the audit reports issued that are factual and true,” because, “he doesn’t want to hear bad news.”


Base on the limited information before us;

  • How will you describe the organisation’s work environment?
  • What recommendations can you give to the HR Director and the Chief Internal Auditor, on how best to resolve the current issue?
  • What type of organizational culture seems to be in operation?
  • What steps should the Chief Internal Auditor take to improve the working relationship in his department and with his other stakeholders?

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HR’s Compelling New Role In Response To COVID-19

HR’s Compelling New Role In Response To The Coronavirus

HR has a new role amidst the coronavirus–to drive business success and the work experience. The coronavirus pandemic has caused tremendous disruption in lives and in business. Human Resources (HR) is key to supporting companies and catalyzing changes in the workplace. HR’s Compelling new role is therefore cut out.

Organizations must rethink, reimagine and reconsider how they foster talent, deliver services and strengthen their organizations through a forward-thinking HR strategy—how they deliver the most compelling work experience.

“As stewards of the organization’s talent, HR has a responsibility to create the practices that maintain focus, create connectivity and ensure continuity between the most critical partnership in the world of work: that between the team leader and the team member.” — Amy Leschke-Kahle, VP Performance Acceleration at The Marcus Buckingham Company, an ADP Company

The issues are complex—including employee support, leadership development, pay and benefits and shifts and strategic partnerships across the organization. Here are some of the most important ways HR can lead, partner and drive for the best in their organizations.

Reimagining The Organization Is A Compelling New Role For HR

Systemic thinking. HR can facilitate dialogues that help ensure the right amounts of reinvention, re-proportioning and re-prioritizing of business goals .

You may also like, COVID-19 Legal HR Questions, Illegal If You Can’t Help?

Company culture. HR can conduct culture assessments and close gaps between current culture and desired culture—helping to manage the myriad variables that affect culture. They can help prioritize where to focus and how to sustain culture through disruptive times.

Leadership. HR has a key role to play in developing leaders, ensuring they are successful and holding them accountable. 

It’s All About Talent

Talent strategies. An organization’s success is based on having talent in the right roles at the right times, and HR is integral to this process. As companies re-open or accelerate their journey back to a fully operational state, every company is a start-up in some way. Start-ups require employees who can invent, solve problems and experiment.

The employee value equation is shifting, and HR is in the best position to ensure robust employer branding, creating a compelling case to attract talent.

Social capital. People need to feel a sense of community, common purpose and camaraderie. Establishing mentorship programs and affiliation groups, developing teams and ensuring thorough onboarding are ways HR can make a difference here.

Engagement. Engagement is tough to ensure when people are working from home. This is because the physical workplace cannot bring people together, contribute to their focus or create camaraderie. HR can recommend best practices for engagement. HR can also keep a finger on the pulse of engagement through quick surveys and the creation of feedback loops.

Diversity, equity and inclusion. HR can bring diverse voices to the table, to decision-making processes and provide equal access to opportunities. HR can enhance empathy, foster civil discourse and help ensure organizations to take action for what is right.

Wellbeing And Work-Life

Holistic wellbeing. Wellbeing is not just about physical wellness, but also about cognitive and emotional health. HR can offer expanded support in everything from employee assistance programs to programs for mindfulness, exercise, nutrition and financial counseling. 

Work-life. Work is a part of life and a full life includes the opportunity to contribute to worthy endeavors through work. Most companies report they will continue some level of working from home. HR must support options for where people work, when they work and even the extent to which they are supported in their home offices with furniture or ergonomic solutions.

Overall, HR is in a fundamentally influential role to ensure success of organizations through and beyond the pandemic. Facilitating reentry to the office are all critical and uniquely skilled contributions HR can make.


The above is an extract, a reformatted version of the original. The original write up was by Tracy Brower and it is available on Forbes through the Weblink below.

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