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Organisational redesign is a strategic process that focuses on reviewing an organisation’s structure, processes, and people to effectively integrate and implement its strategy. This transformative approach aims to align the organisation’s resources with its strategic priorities and growth areas, streamline costs, and enhance decision-making and accountability.

A successful redesign will result in role clarity for individuals and an optimised functional structure that positions the organisation well for future success.

Ensuring an investigation is conducted under the principles of procedural fairness and natural justice is essential in any workplace investigation. Procedural fairness refers to the process by which a decision is made and the rules that must be followed in making that decision. Natural justice, on the other hand, refers to the basic principles of fairness and equity that are applied in decision-making.

There are many benefits to ensuring an investigation is conducted under these principles. Firstly, it ensures that all parties involved are given a fair hearing and that no bias or prejudice is present in the decision-making process. It also promotes transparency and accountability, which is important in maintaining trust between employees and management.

Engaging an external independent workplace investigator can also be highly beneficial. An external investigator can provide an impartial and objective view of the situation and can bring a fresh perspective to the investigation. They can also help to avoid any potential conflicts of interest that may arise if an internal employee is tasked with conducting the investigation.

Why engage The BelRose Group?

Ensuring an investigation is conducted under the principles of procedural fairness and natural justice is essential for maintaining trust, transparency, and accountability in the workplace. Engaging a BelRose Group Guru as an external independent workplace investigator can also provide many benefits, including impartiality, expertise, and the avoidance of potential conflicts of interest. By prioritising these principles in workplace investigations, organisations can ensure that they are promoting a fair and equitable work environment for all employees.

New Work Health and Safety (WHS) laws
The amended Work Health and Safety Regulations prescribe how duty holders must identify and manage hazards and risks to workers’ psychological health and safety.

Organisations need to consider and review approaches to managing psychosocial risks and fostering mentally healthy workplaces. This includes engaging and consulting with workers.

Psychosocial hazards can cause psychological and physical harm. On average, work-related psychological injuries have longer recovery times, higher costs, and require more time away from work. Managing the risks associated with psychosocial hazards not only protects workers, it also decreases the disruption associated with staff turnover and absenteeism, and may improve broader organisational performance and productivity.