Introduction
Bullying and harassment in the workplace are disruptive to both individuals and businesses. HR departments play a vital role in combatting and preventing workplace bullying and harassment. Therefore, this essay will delve into role of HR in dealing with workplace bullying and harassment. This includes developing anti-harassment and bullying regulations and providing employee support.
Develop anti-harassment and bullying regulations
Many companies may have implemented their own anti-harassment and bullying policies. However, they are insufficiently comprehensive to cope with a wide range of scenarios. HR professionals should undertake studies and gain a thorough awareness of the applicable workplace regulations. Companies, for instance, should prevent workplace discrimination regarding sexuality, gender, race, or disability. Afterwards, HR should perform an extensive policy review. By evaluating existing regulations, the department can find gaps or loopholes that may encourage harassment or bullying. Eventually, enhanced regulations can be enacted. For example, the organization can streamline its reporting system and clearly identify the line of both harassment and bullying. It appears to be effective in combating and preventing harassment and bullying.
Provide victim support
In addition to creating regulations against harassment and bullying, HR should offer assistance to those who have been affected. Initially, HR professionals should engage with employees who have experienced bullying or harassment, demonstrating empathy and actively listening. They should ensure that a peaceful and secure space is provided for victims to openly express their concerns, emotions, and encounters. Throughout the conversation, HR should display comprehension and provide extensive support to console those who have been unfortunate. Furthermore, HR should possess knowledge about both internal and external support services that can aid victims in addressing their emotional and psychological well-being. These services may encompass counseling, employee assistance programs, or connections to external organizations focused on mental health.
Conclusion
To sum up, HR departments are vital in dealing with workplace bullying and harassment. By undergoing the above measures, we believe that we can immensely tackle, prevent and control them in workplaces. This will obviously improve the mental well-being of the victims and the other employees, as well as building up good reputation for the organization.
How can FastLane HR offer help?
We believe that you have acquired a brief understanding of the role of HR in dealing with workplace bullying and harassment. However, it will be less time-consuming if you outsource your HR plans to other HR advisory agencies. FastLane HR has years of experience in HR advisory services. Collaborating with our professional team allows you to enjoy high-quality, one-stop HR services while reducing costs. Should you have any inquiries, please contact us via WhatsApp, WeChat, or phone calls. You can also schedule a meeting with us for further information. We look forward to seeing you.