Today we’re going to look at some of the biggest issues in human resource management.

Whether you own a small local business or a global corporate group, enforcing your company policies and trying to address the day-by-day human resource issues your business faces are tasks that require plenty of communication and cooperation.

Not every organisation has an HR department—often it’s up to you, the boss, to oversee your HR operations. Differences in business mean that HR has its own look and feel in each company.

But no matter what your HR team looks like, you need to be ready for problems in human resources.

So, here are three current HR issues, and strategies for you to tackle them.



Sometimes people break the rules. It just happens. Unpleasant behaviour in the workplace will forever be one of the contemporary issues in HR.

You can’t prevent every act of misconduct before it happens (unless you’re inside the film Minority Report), but you can have rules and policies ready for times when someone’s behaviour falls below what you expect.

When you come upon an allegation that could lead to a disciplinary sanction, you should have clear policies in place that outline your business’s position. Detailed policies and a clear and fair procedure will give you a stronger chance of avoiding an employment tribunal.

Your disciplinary procedure should include:

  • An investigation to find any facts or evidence that support, or go against, the allegation (including witness reports).
  • A written invitation to your employee under investigation, in which you invite them to a disciplinary hearing. In this letter, include all evidence you plan to rely on, and give them time to prepare a defence.
  • The disciplinary hearing, in which you go through the evidence and let your employee offer their defence. Remember, your employee can bring a colleague or trade union representative with them. You should keep a written record of the hearing.
  • A letter to your employee to reveal the outcome of the hearing—e.g. no further action, a written warning, dismissal. Remember that your employee has the right to appeal your decision.
  • Always attach documents such as letters to an employee’s personnel file.

Sometimes you may find it’s necessary to suspend your employee while you investigate to make sure they don’t hamper your investigation (such as by deleting files) or repeat their misconduct. If you decide this, then you should make sure that you suspend your employee on full pay.

With BrightHR’s HR software, you could keep all of your employees’ personnel files in secure and unlimited cloud storage—and don’t worry, you can restrict access so that people only see what they need to see.



Let’s face it, your staff love payday. Whether it’s once a week or once a month, it’s a day when they see that their hard work leads to rewards—and keeps their Netflix subscription alive.

And we’ve all heard the “horror stories” of companies that suffer a payroll glitch the night before payday.

When your staff turn up the next morning and they’re without their pay, or they’ve got a smaller pay packet than they should have got, their morale drops. They’re upset, angry, worried—and HR have to face these sour emotions.

Keeping staff calm and ensuring them that the company isn’t falling apart is just another of those HR management issues.

While your accounts team do the actual making of payments, it’s usually up to HR to keep track of:

  • Staff salaries.
  • Benefits.
  • Bonuses.
  • Attachments of earnings.
  • Tax forms.

If any of this data requires a change for one employee or another, it’s often HR’s job to let the accounts team know.

Many companies now use a payroll software, through which HR and accounts can speed up a lot of processes, while also reducing the risk of error.

In addition, make sure your staff can view your company policies regarding salaries, bonuses, etc. Always keep policies in the company handbook, and email staff the handbook when they join the business.

If you update a policy, give everyone a new copy.

Health & safety


Your company has a duty to record health and safety information in the interest of safeguarding your staff. For that reason, it’s definitely on our list of important HR issues.

When a health and safety matter crops up, you need to prove that your business did all it could to identify hazards, reduce risks, adapt to your staff, and maintain regular risk assessments of your entire workplace. This is a legal obligation.

Information you could record includes:

• Any medical conditions an employee has.
• Any courses or training an employee completes.

You should also always make sure that you record when an employee is absent or working off-site.

Need help?


Sometimes the vast maze of human resource management issues and challenges is too much of a drain on your time and you feel like you’ve got an HR to-do list.

Well, BrightHR customers can use our award-winning HR software to speed up plenty of HR processes every day—and you could too from only £3. Planning around human resource problems has never been easier.

Give us a call on 0800 783 2806 to book your free demo of BrightHR and beat HR issues every day.

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