Essential terms used by HR and their meanings.


Advocacy in Human Resources (HR) refers to the practice of championing and supporting the rights, needs, and well-being of employees within an organisation. It encompasses a wide range of activities and initiatives that aim to create a fair, inclusive, and productive workplace, where employees are empowered and their concerns are addressed effectively.

What is Advocacy in the Workplace:

  • Employee Representation - HR professionals often act as advocates for employees, ensuring their voices are heard and their interests are protected. They may serve as liaisons between employees and the management, facilitating open and constructive communication.

  • Conflict Resolution - Advocacy within HR involves mediating disputes and resolving conflicts. HR practitioners work to find equitable solutions to workplace issues, whether they concern interpersonal relationships, work conditions, or organisation-spanning policies.

  • Policy Development - HR is a key contributor to the formulation of company policies and procedures, with a focus on fairness, equity, and compliance with employment laws.

Key Advocacy Practices for HR

  • Employee Empowerment - HR is often involved in empowering employees to take an active role in their own career development. This includes providing resources, training, and opportunities for growth.

  • Legal Compliance - HR teams must stay up-to-date with legislation and regulations to ensure that employees' rights are upheld. They are responsible for ensuring that the organisation's practices align with the appropriate laws in all the countries an organisation operates.

  • Confidentiality - HR advocates are bound by ethical principles that require them to maintain strict confidentiality. They handle sensitive employee information with care and only disclose it when necessary and with proper consent.

  • Whistleblower Protection - HR takes a leading responsibility in safeguarding employees who report misconduct or violations of company policies. HR professionals play a critical role in protecting whistleblowers from retaliation and ensuring their concerns are thoroughly investigated.

The Critical Role of Job Architecture in Organisational Effectiveness

The Critical Role of Job Architecture in Organisational Effectiveness

It can be difficult to know where to start with a job architecture.

When faced with a chaotic picture of multiple job titles across various business areas and regions, the response can be to put this task into the “too hard” box or delay it for another year in the hope that it sorts itself out.

However, this approach can create issues, open organisations up to compliance risk, not to mention slow down strategic people initiatives.

RoleMapper’s Guide to Job Architecture offers practical insights and recommendations for HR professionals to design and maintain an effective organisational architecture.

You will learn:

  • The importance of a future-proofed and dynamic job architecture

  • Its benefits and the key steps to creation and implementation

  • The need for a job architecture to support job catalogue, job families and job levelling

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Why Advocacy is Important

  • Employee Engagement - Efforts in advocacy enhance employee engagement by fostering a sense of trust and belonging. When employees feel that HR is actively advocating for their needs, they are more likely to be committed to their work and the organisation.

  • Talent Retention - A strong advocacy culture can help retain top talent. When employees perceive that their concerns and aspirations are valued, they are more likely to exhibited good job satisfaction and less likely to seek opportunities elsewhere.

  • Conflict Mitigation - Advocacy minimises workplace conflicts by addressing issues early and ensuring that employees' concerns are addressed in a fair and timely manner. This can reduce turnover and improve overall productivity.

  • Legal and Ethical Compliance - HR advocacy helps the organisation remain in compliance with employment laws and ethical standards. This not only mitigates legal risks but also fosters a positive public image.

In conclusion, advocacy within the HR function is an essential part of a positive workplace culture. It involves promoting employee wellbeing, protecting their rights, and fostering a diverse and inclusive environment. HR professionals play a pivotal role in what advocacy means to an organisation, building a strong, engaged workforce and ensuring long-term success.