Human resource systems
Effective human resource systems, including effective and reasonable performance management processes, can help prevent or control workplace harassment.
Performance management processes
Performance management processes can:
- provide timely and accurate feedback about job performance in a reasonable way
- identify a person’s strengths, and training and development needs for current and future positions
- set mutually agreed goals and competencies
They can also be used to identify and address behaviours or managerial styles that may contribute to workplace harassment.
By having these systems in place workplace harassment can be prevented as performance is monitored and managed, enabling issues to be identified and resolved.
More information on human resource systems is provided in Section 8.3 of the Prevention of Workplace Harassment Code of Practice 2004 .
Open communication systems
Forms of workplace harassment such as spreading false, malicious rumours, and withholding important information can prosper in workplaces with poor communication systems
To help prevent these forms of workplace harassment:
- Encourage good channels of communication, for example, through regular staff meetings.
- Consult and discuss with workers issues that may affect them, particularly during periods of organisational change or restructure.
- Encourage ‘open door’ management styles.
- Implement transparent decision making processes.
More information on open communication systems is provided in Section 8.3.2 of the Prevention of Workplace Harassment Advisory Standard 2004 (now known as a Code of Practice).
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