Glossary
Essential terms used by HR and their meanings.

Communication & transparency


Communication and transparency are fundamental elements that underpin the exchange of information, the development of trust, and the maintenance of a positive employee-employer relationship in an organisation.

What is HR’s role in communication

Effective communication in HR encompasses the clear, open, and timely exchange of information between management, employees, and various stakeholders. This exchange includes verbal, written, and non-verbal interactions.

  • Employee Relations - HR professionals actively engage in employee relations by communicating policies, procedures, and expectations to employees. This includes disseminating information about performance management, grievance procedures, and disciplinary actions.

  • Recruitment and Onboarding - HR plays a pivotal role in attracting and integrating new employees. This involves the transparent sharing of job details, company culture, and expectations to ensure a successful onboarding experience.

  • Training and Development - Communicating training opportunities and professional development initiatives is essential to improve employee skills, competencies, and overall effectiveness.

  • Change Management - HR often leads change management initiatives within an organisation. Effective communication is vital in preparing employees for changes and understand the reasons behind them.

How HR can support transparency

Transparency in HR is the practice of openly sharing information and decisions with employees. It fosters trust and provides employees with insights into the organisation's operations.

  • Compensation and Benefits - Transparent communication of compensation structures, benefits packages, and bonus criteria ensures employees understand how their total rewards are determined.

  • Performance Management - In transparent performance management systems, employees receive feedback on their performance, understand the criteria for evaluation, and have a clear picture of advancement opportunities.

  • Company Policies - HR ensures that employees are well-informed about company policies, codes of conduct, and disciplinary procedures, promoting fair treatment and ethical behaviour.

  • Data Privacy and Security - HR manages employee data and must maintain transparency regarding data privacy and security measures, including how personal information is collected, stored, and used.


The 7 rules of inclusion management: How to create an effective DE&I strategy

The 7 rules of inclusion management: How to create an effective DE&I strategy

Organisations must ensure that their DE&I strategy is underpinned by a time-sensitive action plan so it is not dismissed as an optional extra. A clear vision for inclusive change is a critical business priority.

To be successful, a DE&I strategy must be supported by data-driven goals and KPIs with leaders signing off and funding the agreed action points.

The strategy also needs to operate within a strategic alignment framework and dovetail with the organisation’s overall business plan, culture, people plans and customer engagement initiatives. Without such alignment, a DE&I strategy will be deprioritised and the organisation may sideline it – particularly in times of economic, social and political stability.

You will learn:

  • The importance of educating your workforce

  • How to build a workplace community

  • Effective methods to setting DE&I targets

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Why communication & transparency is important for HR

  • Employee Engagement - Effective communication and transparency are pivotal to employee engagement. When employees feel well-informed and that their voices are heard, they tend to be more engaged and committed to the organisation.

  • Conflict Resolution - Transparent communication can mitigate conflicts by ensuring that employees understand their rights and responsibilities. HR plays a key role in facilitating conflict resolution processes and ensuring fairness.

  • Talent Retention - A transparent workplace, where employees understand their career paths and how they can advance, is more likely to retain talent. It reduces uncertainties and promotes loyalty.

  • Legal Compliance - HR must ensure that communication and transparency practices comply with UK employment laws. This includes anti-discrimination regulations, data protection, and employment contracts.

  • Crisis Management - During crises or unexpected events, transparent and timely communication is critical. HR is often responsible for disseminating important information and addressing employee concerns.

  • Organisational Culture - Effective communication and transparency contribute to the establishment of a healthy organisational culture based on trust, respect, and collaboration.

By ensuring clear communication takes place within an organisation, HR professionals facilitate conflict resolution, ensure legal compliance, and play a key role in shaping an inclusive and transparent organisational culture

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