It’s the start of another year, and for me, a great time to resolve to commit to writing my bi-weekly blog, “Your Employee Matters!”

With all that’s going on in the world of workplace investigations, discrimination cases, compliance, and a record number of EEOC filings, I doubt I’ll have any trouble at all coming up with relevant topics and news accounts of particular note and interest. I’d like this blog to be interactive, so please feel free to join the conversation and comment on anything that’s posted. I’d also love it if you like us on Facebook at https://www.facebook.com/#!/hracuity. That way, you’ll be the first to know when a new blog post hits this page!

We’ve just finished analyzing and compiling the results of HR Acuity’s 2011 Employee Relations and Workplace Investigation Survey. This year, more than 500 mostly mid- to senior-level Human Resources professionals participated in the survey. The conclusions are compelling but certainly not surprising. When organizations have processes and accountability in place for documenting and tracking employee issues and investigations, they see results. After all, don’t consistent processes and metrics drive success in all other areas of an organization, such as sales, marketing, and operations?

The good news is there are a number of survey respondents who are doing this. The vast majority, however, are not. So that naturally begs the questions, “Why isn’t everyone doing this? What are the barriers that are keeping them from adopting protocols to protect themselves, their employees and their reputations?” Thoughts?

To obtain a complimentary copy of the survey results, go to http://www.hracuity.com/information.php?p=2012survey.