How to handle office romances

With many of us spending more and more time at the office, it’s no surprise that many working relationships blossom into something a little more intimate. In fact, research carried out by CareerBuilder.com found that 38% of workers have dated a colleague at some point in their working lives.

Those individuals are in pretty good company as well, as just one power couple that met in the workplace is none other than Barack and Michelle Obama. Back in 1989, the pair met whilst they were spending time working at the same law firm in Chicago.

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As an employer though, you’d be right to be a little cautious about what the implications could be for your business. If you suspect that there’s an office romance in the pipeline, you could be concerned about the impact that this could have on your team, or what might happen if things turn sour.

February is the month of love, so it’s a great time to consider some best practice on this subject. Without any further ado, here’s what you need to know:

Accept that these things happen

It would be unreasonable to try to implement any kind of policy that banned romantic relationships between employees altogether and it is unlikely that it would act as a deterrent. If anything, you’d be simply creating a culture of secrecy and mistrust.

The bottom line here is that these things happen, and as a leader, you have to accept it.

Nip any problems in the bud ASAP

Public displays of affection aren’t appropriate in the workplace. No one wants to see canoodling by the canteen, or have to navigate their way through a kissing couple just to get to the kettle. Luckily, most couples will know this already, and will often do everything they can to make sure that there are no awkward moments for their colleagues.

If you do feel that boundaries are being crossed though, you need to take action as soon as possible. Have a discreet word with both individuals, explain your worries, and remind them of what’s acceptable and what isn’t.

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Consider the team as a whole

You’re probably not in the office all day long, every day of the week. So in many ways, you only get a very limited snapshot of what’s going on, and how everyone’s interacting on a day-to-day basis. This means that you need to be extra vigilant when it comes to monitoring sentiment.

Of course, this is a larger issue surrounding workplace culture, and it covers more than just office romances. Keeping your finger on the pulse and collecting meaningful, insightful feedback from your staff on a regular basis will ensure that you’re creating a productive, motivated, and happy workforce – if, of course, you’re taking action on your findings.

Don’t take sides if things go wrong

Many employers worry about the potential fallout of office relationships turning sour. And it’s essential that you’re prepared for the worst-case scenario. Stay impartial, try to exercise a degree of understanding and sympathy, but make sure that you keep overall business objectives and priorities in sight.

Of course, it’s vital that you can recognise the difference between a break-up and something more sinister. Your policies and procedures on serious matters such as sexual harassment and bullying should be robust, and always implemented.

If you need any further advice or guidance to make sure that you are prepared for any eventuality call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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Valentine’s Day; Office do’s and don’ts

It’s Valentines Day… the day where most of us are filled with thoughts of love and romance!?  However it can be a somewhat tedious process for HR… can employers have rules on personal relationships at work? Is it harassment for a worker to ask a colleague out on a date? In today’s business world, dating someone at work is not at all uncommon so here is a list of office do’s and don’ts.

Studies show that after online dating, the workplace is the second biggest place where people meet their significant others. It makes a lot of sense, you are sharing the same space for eight or more hours a day with people who tend to be like-minded and share similar life goals.

Also, the everyday stresses of work life tend to be an easy thing to relate and bond with an individual over. While it can be a great thing, office romances can also cause a lot of undesirable stress and tension. Surely, ending an office relationship can be uncomfortable for both parties, since they  have no choice but to continue to see each other every day, despite the fact that the relationship has dissolved.

DO:

Know Your Company’s Policy

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Every company tends to have a bit of a different policy when it comes to dating among colleagues. There isn’t one golden rule, so if you’re thinking about asking someone from work out, it might be best to make sure right away that you know where your company stands on this issue.

There are some businesses that make it a requirement for you to come forth with the relationship and let your higher-ups know about it. Others don’t. Romance is an important part of life, but you shouldn’t allow it to negatively affect your career in any way. So do the research and check out your company’s policy before you set the ball rolling.

Try to Keep it a Secret

Even if the company requires that you tell the bosses about the relationship, you shouldn’t have to tell everyone. One of the best reasons for keeping it a secret is that it can be fun. Having a special relationship with someone while keeping it hidden from plain sight at work can be thrilling and fun for both of you… so long as it doesn’t affect your work!

You will need to avoid public displays of affection at work whatever you decide. Even if you do decide to tell coworkers about the relationship, you should still resist the PDA. The only thing it can lead to is making your other colleagues feel uncomfortable around you.

Take it Seriously

No matter how much you want it to be, an office romance is unlike any other romance. It comes with its own rules, and it’s something that you should take very seriously, not only to help make it a successful relationship, but to avoid issues if the relationship does end up going sour in the end.

The truth of the matter is that a workplace romance has the potential to impact many more people than a regular romance, whether it lasts or ends. And if the relationship does end, try to be as professional about it as possible. It might be incredibly hard to do, but making sure that no negativity enters the workplace as a result is something you need to do. It doesn’t only affect the two of you, it can affect coworkers and clients as well.

DON’T:

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Parade it

This has already been mentioned, but it should be reiterated, public displays of affection at work should be absolutely forbidden. No one in the office wants to see that, no matter how relaxed they seem about your relationship. It is something that has no place in the office; this includes not only kissing, but also hugging, hand-holding, and even winking and sending kisses to each other across the office.

These rules should not only apply to work hours, but to all work-related functions, including holiday parties and even trips to the bar with colleagues after work.

It’s also important not to let the relationship affect other relationships you have around the office. If you’ve been going to lunch with the same group of people all year, don’t suddenly abandon them because you all of a sudden only have eyes for your office flame.

Let it Affect Your Work

It’s important not to change the person and employee you are when your partner is present. This could make things really weird in meetings and when working with a group of people in which your partner is included. Be sure not to treat that person any differently than before… remain professional at all times.

If your partner has an idea which you don’t agree with, say something. Don’t let it slide just because of your relationship, things should be the same way they were before you became an item.

Discuss it with Coworkers

Your coworkers are probably going to want to hear the juicy details about your relationship, but you must not give them any. Feeding the office gossip machine is the worst thing that you can possibly do for your relationship and your job.

Discussions of your relationship have no place in the office, no matter how bad you’d like to talk about it. You must remember that you are not the only person affected by what is said.

Conclusion

An office romance can be very rewarding. The workplace is a great place to meet someone who you might be able to connect with romantically on a long-term basis. Just be smart about it and try to keep your romantic life and your business life as separate as possible in these circumstances.

If you need any further advice or guidance give us a call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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How to have a better “Blue Monday”…

How is your Monday going?  It is the start of a new week, probably lots to do, reading and actioning emails and maybe planning ahead for yourself and your team members.

But did you know that today is “Blue Monday”, why is it you may ask; Blue Monday is calculated using a series of factors in a (not particularly scientific) mathematical formula. The factors are: the weather, debt level (specifically, the difference between debt and our ability to pay), the amount of time since Christmas, time since failing our new year’s resolutions, low motivational levels and the feeling of a need to take charge of the situation.

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However, not all psychologists agree with this description:

“The reality is there’s no such thing as the most depressing day of the year and it trivialises serious mental health issues” says Dr. Mark Winwood, Director of Psychological Services at AXA PPP healthcare.  “Mental Health and Mental illness is an ongoing matter and achieving a good work-life balance is important to being a healthier you”.

The emphasis shouldn’t focus on a “once a year” effort to cheer employees up, but should be something that is addressed all year round, encouraging better worklife balance as Dr Winwood explains.

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“When you are mentally well, you are better at making the most of your life and work.  That doesn’t mean you’ll never experience any type of emotional problem, but it can mean that you’re able to deal with difficult or stressful situations more easily.  Research also shows that positive people tend to live healthier lifestyles”.

However, Dr. Winwood agrees that the “Monday Blues” can lead to less motivation, so employers should be looking at ways to improve on employee morale.

“If you think you workforce are lacking Monday motivation, identifying the reasons behind the low morale is key.  For example, improving the working environment is just one step to changing this.  Some minor improvements, such as better lighting, more comfortable chairs, or a supply of hot drinks, water and caffeine free alternatives may improve things for everyone and thus alter the mood”.

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AXA PPP have designed the above infographic with tips on how to power on through and stay positive whenever those feelings hit.  However, it is important to stress that depression and mental illness shouldn’t be blamed on any single day – as there are 52 Mondays/weeks in a year and if you are struggling with feelings of depression over a long period you should speak to your doctor, a trusted family member or friend.

So lets not have a Blue Monday today, lets rename it happy Monday instead!

Call +44 203 538 5311, email: info@hrrevolution.co.uk or visit http://www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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Twas the office night before Christmas…

Twas the night before Christmas and all through the office
not a creature was stirring, not even a mouse,
which is not really surprising as the very night before
was the office Christmas party and everyone’s heads were quite sore!

Off in Lapland they had partied as well.
And poor old Rudolph wasn’t feeling too well.
Did he not get the memo on the office policy
that you must turn up for work the next day filled with glee!

Night before Christmas2

Nope his red nose was shining, from too much champagne.
And poor Vixon was blushing; she’d been on the copier again!
The head elf had bought the worst Secret Santa of all
So the PA was cross, shocked and appalled!

Then the big man appeared and said “this just will not do”.
Go grab some coffee we have much work to do!
So they all pulled together through the morning from hell.
Saying Don’t tell HR and all will be well!

And so a happy Christmas to all and all a good night

We would like to take this opportunity to wish all our readers a very merry Christmas and happy New Year.

We’ll be back on 2nd January 2018…

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Office parties – a word of ‘festive’ warning!

For HR departments and employment lawyers alike, it is as much a Christmas tradition as turkey and mince pies. Every December we bring out articles on the perils of holding an office Christmas party, so as not to disappoint here are this year’s top tips.
Venue
It’s worth thinking carefully about the venue for your Christmas party. Is it accessible to all? including those with a disability? Can people get home easily? Choosing a venue that might encourage people to ‘drink and drive’ is clearly not advisable. So consider whether you have good public transport links or ready access to taxis.
Invitation list
When compiling the invitations be as inclusive as possible, no one should feel left out. Remember to make an effort to invite those who are currently away from work, whether because of maternity leave, sickness or any other reason. If employees are encouraged to invite their partners along, allow for the reality of unmarried couples and same-sex relationships.

Group people in santa hat at Xmas business party.

Party planning
Think how you can make the party appealing to all. Organising an event based solely around the consumption of large quantities of alcohol will no doubt please some of your employees, but it could well be a turn-off for others. In particular, be sensitive to the religious and other beliefs of your employees; make sure there are plenty of non-alcoholic drink options and any food on the menu contains a vegetarian option.

Also be mindful of any guest speakers or entertainers you choose to use. There is a very well-known Employment Tribunal case circa 1996 that arose out of the booking of the ‘stand-up comedian’ Bernard Manning. You can probably guess what went wrong there!

Discussion topics
When a lot of alcohol has been consumed, people become less inhibited and more likely to say (or do) precisely what is on their mind. As a result, the risk of discrimination and harassment claims rears its ugly head. So make sure people understand that this is a work event and a level of professionalism is still required. Oh, and if you’re the boss, remember that alcohol and conversions about pay rises don’t mix!
The morning after
Make sure people understand whether they are required to be in work the day after the Christmas party. If they phone in sick, carefully consider whether it is genuine sickness or the result of over-indulgence. Then consider whether disciplinary action is required.
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Policy revision?
You don’t need a policy specifically to cover your Christmas party, but it is worth considering whether your existing policies on conduct, harassment etc. are clear about what is expected of employees in this context. Take a look at HR Revolution’s Employee Handbook, it helps set out core Company expectations in terms of general conduct and includes all of your integral UK policies and employment legislation.
Lastly; enjoy, let your hair down and have fun!
Finally, and before we begin to sound too much like the equivalent of ‘Scrooge’, the Christmas party is a chance to come together, celebrate a successful year and thank your colleagues/employees for their efforts. It is also an opportunity to have fun. So having taken some sensible precautions, relax, unwind and enjoy yourself. You deserve it!
If you need any help or advice with any issues discussed above or updating any office policies all found in our comprehensive Employee handbook, why not get in touch HR Revolution and make sure your office Christmas passes without incident.

Give us a call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Your December survival guide…

Well I don’t know about you, but this year just seems to have flown by! There is no denying it – December is here… A slight panic rose in my stomach this morning thinking of all the things I have to do in just a few weeks!! I hope I’m not the only one that is experiencing feelings that seem to put in me in a very odd and slightly snappy mood when really I should be full of festive spirit, skipping around singing falalalala’s in my head!

So how about the rest of the world? Are you stressed, working every hour, trying to do a million and one things at work and at home? So what is the best way to deal with December’s impending chaos… I have a few tips to share with you all to ensure you get the balance and enjoy the best of the festive season!

First thing, stay calm…

Control – If a difficult situation arises don’t lash out, be calm and controlled and take lots of deep breaths take a moment and think about your response, think it through, you will be less likely to say or act in manor you will regret! Be it with a work colleague or a queue of stressful shoppers waiting to purchase the last of their Christmas gifts!

Communicate – We are all guilty of communicating via email, with colleagues or Managers even if they only sit across the desk! Remember emails can be misinterpreted; arrange a meeting, or pick up the phone, talk to each other and you will not be misunderstood! This carries through with home life too, remember it’s good to talk!

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Calm – If someone upsets you at work, try and separate the person from their actions. You cannot stop stressful situations happening, but you can change your attitude towards them.  Think of your success and strengths and this will boost your self-esteem!

Stay healthy – Take time to look after you, you cannot function through illness or tiredness so make sure you eat well and get lots of sleep. We all over look our well being at this time of year, especially as we have such busy lives.  However to function at our best  we need to do all of the above.

Remember to take time and enjoy the festivities, find your Christmas ritual or maybe just believe a little bit!!!

Give HR Revolution a call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Three signs that your business isn’t ready for the festive rush…

The decorations, tinsel and chocolate tubs are filling up the shops.  There is no way to avoid it, Christmas is most definitely on its way.. and it offers some wonderful opportunities for businesses, but if you are not prepared, you could find yourself hugely disappointed come January when you’re taking a look at your figures and assessing how your operations shaped up.

So how do you know if you are ready?  Below, we’ll take a look at three important indicators that you’ve still got some serious work to do.

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You haven’t started recruiting your Christmas staff

Maybe you’re planning on getting started with your festive recruiting as soon as possible.  You already know that it’s a really important task, but you just can’t seem to find any spare time to give it the attention that you know it deserves.  Before we get into anything, it’s vital that you don’t panic, that isn’t going to help you and it’s not going to help your business.

You don’t have a back-up plan

Even the most inexperienced business owners realise that Christmas presents its own unique challenges and opportunities, so they get to work creating a plan that will help with them to get the best results possible.  The problem is that this is often where the preparation ends, you need to ask yourself whether you’ve got a Plan B and whether you know what to do if things don’t work out the way you first imagined.

What will you do if your new recruits decide that the role isn’t for them, and leave you in the lurch? What if your management team comes down with a nasty bug and can’t get to work? What if your Christmas party turns into a disaster that could do some serious damage to your business’s reputation?  Hopefully, these things won’t happen, but you don’t want to find yourself in a situation in which you have no idea how to pick up the pieces.  Having compliant Employee Handbook will help you manage your staff effectively, take a look at HR Revolution’s ready to use handbooks.

4 reasons an employee handbook is a must in any business

You haven’t made customer service training a priority

High levels of customer service are essential at any point in the year, but now is the time to make sure that it is firmly at the top of your agenda.  There are numerous reasons for this, you’ll hopefully have more customers coming through your doors and you need to ensure that standards aren’t gong to slip, as well, you’ll probably have the opportunity to impress prospects for the very first time.

Refresher training should be rolled out so carry out an audit of where you are right now, and where improvements can be made.  You don’t necessarily have to invest huge amounts of time and money.  It’s about establishing your current position and working out where you want to go next.  HR Revolution will be happy to carry out a full HR Audit of your business, click here to read more. (Free when you mention “Festive rush” normal audit price £750).

Of course, you now have an option, do you want to do all of this on your own or do you want to call upon some expert help? HR Revolution have a wealth of  HR experience and can work to tackle the issues you may face by providing you the HR solutions you need to overcome them. Have a look at our Outsourced solution below…

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If you’ve recognised that you need to make improvements, you are already in a great position for making sure that you really raise the bar this Christmas, acknowledging that there’s work to do is the very first step and HR Revolution can help.

Call +44 203 538 5311, email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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4 reasons why small businesses should invest in HR…

When starting up a business, spending money on HR initiatives and policies can easily slip to the bottom of the to-do list. The general focus is to drive immediate returns, and so it can take time to see a real return on investment of HR. As a result, HR is being thrown in the mix with ‘business admin’ and is reduced to a mere box-ticking exercise.

In place of an effective HR strategy, small business owners frequently try to encourage friendly and informal relationships, working under the implied promise of trust and  casual compliance with ‘this is the way that we do things around here’.

Many of the start-ups that began life this way, in a burst of enthusiasm, optimism and sheer hard graft, do not make it past their fifth birthday. Unfortunately, relying on their inherently goal-orientated and collaborative start-up culture to support people management requirements is not an effective plan for growth and longevity.

Small businesses need to strike the balance between managing ground-breaking innovation and challenging the status quo, with ensuring that they have streamlined processes in place that pave the way for long lasting growth. HR is not there to squash these cultural ideals, it’s there to form the foundations on which a successful business can grow and thrive.

So why should small businesses invest their time and money in HR from the beginning and ensure they get a return on their investment? Here are four reasons why small businesses should invest in HR.

1. HR adds value

Small businesses see little, if any, distinction between the strategic and transactional elements of HR. As a result, it is systematically undervalued and under resourced. And yet there is plenty of evidence to show that strategic HR delivers real dividends – especially among disruptive companies that are challenging the status quo. Netflix is a good example of fresh thinking about people management and how centralising and prioritising the employee experience can deliver exceptional results. This innovative culture has been a key factor in the company’s success.

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2. Small businesses are leaving themselves vulnerable

With their relaxed attitude to people management, small businesses are leaving themselves exposed to claims that they may struggle to defend in an Employment Tribunal. By investing in HR and developing policies and best practice they will have a fundamental framework to fall back on.

Employee handbooks are essential in today’s workplace as they help set out core Company expectations in terms of general conduct and integral UK policies and employment legislation, take a look at HR Revolution’s employee handbook template designed to cover everything your business requires to remain compliant.

3. It will come back to haunt you if you don’t

The value of HR is often downplayed in the early stages of a business and this can come back bite them, just look at Uber. And they are not alone. There has been no shortage of news stories revealing issues within larger businesses that could have been avoided if even the most basic of HR procedure was in place. Unfortunately, these companies thought about it too late and it rebounded back on them ten fold because by this time they are no longer a small start-up.

4. Managing HR admin is a misuse of individuals’ skillsets

As a small business, you probably don’t have a dedicated HR person – this is typically because at this early stage, survival is the biggest business priority. As a result, the management of HR administration such as approving holidays, managing sickness, and approving expenses, is landing in the laps of busy senior employees by default.

According to recent research, CEOs of small businesses are spending, on average, eight hours a week on all HR-related tasks. That’s more than office or operations managers who spend seven hours a week and might more realistically be expected to spend time on administrative activity. To put that into perspective, the median average cost of CEO time spent on HR equates to £18,700 each year and is an absolute misuse of individuals’ skillsets.

This is where HR Revolution can help you save valuable time and money by automating your all consuming HR tasks…  with breatheHR, an online HR information system starting from as little as £9 per month.

It has been shown that dedicated HR software saves small businesses, on average, four hours a week on HR admin with the use of software that can assist you with your day-to-day tasks.  Take a look at breatheHR below and manage your people, not paper!!

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Summary

It’s no longer acceptable for small businesses to allow HR due process to fall by the wayside, prioritising new business over their people management. In the current business economy, where 40% of businesses fail within the first five years, enthusiastic entrepreneurs need to change their tact. Whilst your investments may not bring about immediate returns, your return on investment will be clear when your trained, supported and rewarded employees grow with you.

Call +44 203 538 5311, email: info@hrrevolution.co.uk or visit http://www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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A version of this blog first appeared on breathehr.com

Holidays over – our back to work survival guide!

Outsourced HR

Why is it that when children go back to school in September they get about a week’s worth of half days to ‘ease them back in’?  Ok I’m probably exaggerating and I might be a bit bitter (definitely!), but my point is; they get a nice steady transition period to help them adjust to the harsh reality of going back to school. However, workers are faced with the reality of returning to work with no settling in phase!!!.  So if your going back to work with an error 404: ‘brain not found’ message, fear not, I have put together this back to work survival guide to help you get through it.

Be an early bird

If your first day back after a holiday falls on a Monday, then I feel for you, I really do. As if Mondays aren’t bad enough, this is a workers’ worst nightmare. However, I always find that getting up early, eating a proper breakfast then heading off to work early is a good way to set you up for having a productive day.

Also, being in work early before your co-workers descend on you with queries that they’ve been building up whilst you’re away, gives you the chance to acclimatise into work mode. It also means you get the peace and quiet you need to remember your computer password that has completely slipped your mind!

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Tackle your emails head on

Inevitably, when you return from annual leave, even if its just one day, you’ll return to email Armageddon (why is it that everyone has questions for you when you’re not there?). First you should scan through and delete anything that is not critical, is that latest 20% off Gap clothing offer really something you need to look at right now. Then, when you’re down to a manageable number read and respond in chronological order. You’ll need some method to the madness or it just will never end! Top tip: when someone responds to your reply, DON’T immediately respond to them. Get through the rest of your remaining unread emails before you start engaging in conversation and get pulled away from your email-ocalypse.

Catch up on the goss

Returning to a busy office with lots to do and lots to catch up on after spending your days relaxing on the beach without a care in the world, can leave you feeling discombobulated. You’ve been ‘out of the loop’ and when it comes to the world of office goings on you’ll have missed a ton of gossip and activity.

Schedule a tea break with your colleagues to catch up on all the news you’ve missed whilst you’ve been away.

Regroup

It’s only natural to return to work after a holiday and feel a bit like workplace deadwood. You’ll be reminiscing about what you were doing this time last week and you’ll be easily distracted and when you’ve got a mountain of things to tackle at work, it’s sometimes really hard to get back into the swing of things and you’ll be struggling to get motivated!

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When this happens, regroup and remind yourself of what you’re trying to achieve at work. Giving your work some meaning will give you the boost to get stuck back in. You might be working towards a bonus, promotion or working hard to save for something special. Reassess your goals and see where you’re at with them, plan your next steps in achieving them and crack on and succeed.

Don’t let your holiday spirit be put out

We all get a boost from taking time off of work to relax and recharge, so don’t let returning to the office instantly crush your joie de vivre. Everyone in the office will want to hear you gush over what you got up to, it’s their duty, so revel in it. Show off your holiday pictures, pass round the holiday sweets and keep your holiday spirit alive just a little bit longer.

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