Extract from Jim Gill’s article “4 Best Practices When Conducting an HR Investigation”
HR Investigations tend to happen quickly, with the triggering event setting things into motion and demanding some kind of response almost immediately. There is also a desire to resolve the issue in short order. However, when things are moving this fast, errors can arise. This is why having repeatable processes in place is of key importance.
With that in mind, here are 4 best practices for conducting an HR Investigation:
Develop an Investigation Plan
The seriousness, complexity, and potentially delicate nature of internal investigations demand careful planning and organization. “Winging it” or taking an ad hoc approach to an investigation is not a viable approach. Therefore, once an investigator has been assigned to a matter, they must create a plan for each facet of the investigation.
That plan should begin with an information-gathering stage that encompasses all potentially relevant data sources. This could include, as noted above, not only personnel files and emails but also project notes, text messages, and messages within collaboration applications like Slack.
The investigator should also make a preliminary list of who should be interviewed and the timeline for doing so—but bear in mind that this list will likely evolve as information is collected.
