Often as HR practitioners we recognize the need to remind client managers and employees of the need to be properly prepared – to have a plan that will help them achieve desired outcomes.  Too often, we as HR practitioners fail to follow our own advice!  Today’s labour market presents many challenges that were not part of the historical equation when it comes to risk management. For example, consider how much effort goes into the following decisions:  how best to manage social media in the workplace, determining whether to out-source HR functions to service providers in the marketplace, or evaluating whether zero tolerance is a sufficient corporate statement in managing the impact of workplace bullying on individuals, leadership, and company reputation.  

There is a significant need to stop talking about planning; it is far more important to take time to put the plan in order and make a commitment to re-visit it often.  In our role of providers of advice and guidance, it does not bode well for Human Resources to be at a loss on how to proceed.