PEACE FRAMEWORK FOR COMPLEX HR PRACTICE

The work of HR practitioners is becoming increasingly complex. Navigating potential general protections, unfair dismissals and a range of other industrial risks seems to now be a normal days work for HR in the modern workplace. However, we know that this work is far from easy. It comes at a cost, that can range from financial, reputational, right through to emotional. This is why we have put together a simple framework PEACE, for HR and leaders to use as a tool to help navigate complex HR matters.

PEACE is a framework commonly used in investigative interviewing and diplomacy. For this purpose, we have reimagined the model and adapted it to contemporary HR practice. You are invited to download a complementary copy of the framework, to share with your team and organisation. We intend to build this model into the future, so please don’t hesitate to provide feedback.

5 guiding principles for navigating complex HR matters

Purpose

What is our purpose? As HR? As an employer? The employee? Third parties? Why are we doing what we are doing? What is the outcome we want to achieve?

Early-Intervention

Complex HR cases move quickly, so HR must be prepared to act early and decisively. Delays can create or add to psychosocial risk factors.

Authority

HR must project credibility, confidence and a sense of authority in complex HR matters. Leaders and employees look to HR as the expert and authority.

Consider

HR must carefully consider the matter, recognising that given the inherent complexity, mistakes may be made, or things missed. It is not about perfection, but progress. Be prepared to adapt and correct as the situation evolves.

Emotions

Complex HR matters will involve equally complex emotions, and as a result: these intense emotions are often driving decision-making and responses of the parties (including for HR). HR must create space for these emotions to exist.

PEACE FRAMEWORK FOR COMPLEX HR PRACTICE

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Important Disclaimer: The material contained in this document is provided as general information only. It is not, nor is intended to be legal advice. If you wish to take any action based on the content of this document, we recommend that you seek professional advice.