As you move higher in an organisation, success depends less on departmental expertise and more on understanding and shaping the company’s direction.

Practical ways for HR professionals to shift from administration to strategic people and culture partnering.

Redundancy is painful for both employer and employee. While losing a job isn’t the worker’s fault, the process impacts dignity, confidence, and workplace culture.

New hires often get higher salaries than loyal, proven employees due to status quo bias, market pressures, and midpoint salary systems.

Avoid hot-cold management cycles—address issues early, fairly, and consistently for better results.

Are you a talent hoarder? The pros and cons of keeping overqualified employees, building flexible talent pipelines, and planning for future capability needs.

Handling long-term employee medical absences is one of the toughest challenges for HR and managers.

How to handle difficult employee representatives: keep meetings on track, stop reps derailing decisions, filter irrelevant outside agendas, and ensure the manager remains the decision-maker.

Employee representatives aren’t just obstacles—they can support communication, defuse tension, and help guide employees toward resolution.

People take personal grievances not just for money, but to be heard, seek fairness, and restore dignity.

Swearing at work: Offensive behaviour, bad habit or just another form of punctuation?

Workplace conflicts hinge on perceived harm, social norms, intent, and fair accountability.

The value of a salary is more subjective than you think.

Don't rely on interviews alone—use triangulation to reduce bias and make smarter hiring decisions.

Understand the HR Organisational Structures: Functional, Divisional, Matrix, and Agile.

Support Person vs. Representative: What’s the Difference in Workplace Meetings?

The Resource-Based View (RBV) is a strategic business theory focusing on internal resources and competencies as key to sustainable competitive advantage

Employees in disciplinary meetings may adopt a "fight" strategy—denying allegations, challenging fairness, or deflecting blame—often driven by stress, inexperience, or belief they’re right. Does this work?

Advice on managing long term absence.

Som key principles for fair disciplinary action in the Workplace