Workplace investigations are a crucial component of modern corporate environments. They play a significant role in addressing conflicts, ensuring fair and ethical work conditions, and promoting a safe and inclusive workplace. In many instances, organisations choose to hire external workplace investigators to maintain objectivity and impartiality in the process. To be a good external workplace investigator, individuals must possess certain key qualities and qualifications, including a strong background in Employee Relations/Industrial Relations (ER/IR) and Human Resources (HR). This background is a major advantage, allowing investigators to provide practical and pragmatic solutions while reducing the need for costly and risk-averse legal advice.
- A Solid Foundation in ER/IR and HR
One of the most important qualifications for an effective external workplace investigator is a strong background in Employee Relations/Industrial Relations (ER/IR) and Human Resources (HR). This expertise provides investigators with a deep understanding of the dynamics within corporate organizations. It equips them with the knowledge of employment laws, company policies, and industry-specific regulations, enabling them to navigate investigations efficiently and effectively.
- Expertise in Conflict Resolution
Investigating workplace issues often revolves around resolving conflicts between employees or between employees and management. An investigator with a background in ER/IR and HR is well-versed in conflict resolution techniques, negotiation, and mediation. This expertise allows them to bridge gaps, facilitate constructive conversations, and recommend practical solutions that can rebuild trust and harmony in the workplace.
- Ability to Maintain Neutrality
Maintaining impartiality and neutrality is a fundamental requirement for any workplace investigator. An external investigator with a strong ER/IR and HR background can approach cases objectively, without any preconceived biases. This objectivity is vital in ensuring a fair and unbiased investigation process, instilling confidence in all involved parties.
- In-Depth Knowledge of Corporate Policies
Workplace investigators need to be intimately familiar with the policies and procedures of the organizations they work with. Individuals with a background in HR and ER/IR are more likely to have a comprehensive understanding of these policies, including those related to harassment, discrimination, and employee conduct. This knowledge is invaluable when assessing whether any violations have occurred.
- Practical and Pragmatic Solutions
One of the key advantages of having an investigator with an ER/IR and HR background is their ability to recommend practical and pragmatic solutions. While legal advice may be necessary in some cases, a seasoned investigator can often offer cost-effective and risk-conscious solutions that address the root of the problem. These solutions may include policy revisions, training programs, or organizational changes to prevent future issues.
- Effective Communication Skills
Effective communication is essential in the workplace investigation process. Investigators must be able to interview witnesses, gather information, and present findings in a clear and concise manner. Professionals with an ER/IR and HR background are skilled communicators who can navigate sensitive conversations with professionalism and empathy. Conclusion In the realm of external workplace investigations, having a strong background in Employee Relations/Industrial Relations (ER/IR) and Human Resources (HR) is a significant advantage. Such qualifications enable investigators to draw upon their extensive knowledge of corporate policies and employment law to provide practical and pragmatic solutions. This not only helps organizations save on legal costs but also fosters a more harmonious and compliant workplace. Neutrality, conflict resolution skills, and effective communication are additional qualities that make an investigator more successful in their role. Overall, these attributes contribute to a positive and productive outcome for all parties involved in the workplace investigation process.