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 Ultimate Guide to Employee Engagement Surveys

The Ultimate Guide to Employee Engagement Surveys

Like performance reviews, engagement surveys sometimes get a bad rap employees tend to distrust them because they worry their answers are going to be used against them, used to justify the decisions of leadership, or not used at all.

But if managed correctly, engagement surveys are the key to actually hearing what your employees have to say.

According to Harvard Business Review, engagement survey responses are better than other HR metrics because they directly address how employees feel about the company and capture the most accurate predictors of behavior.

To make sure you nail your next employee engagement survey, download our new guide that dives into all the elements of a successful survey.

Inside you'll learn best practices around:

  • How to build and structure your survey

  • The best ways to communicate and share your survey with employees

  • How to analyse, report, and share the results of your survey

  • And much more!

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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.