LeadershipHQ Magazine June 2015 2nd Edition | Page 12

Good leaders in organisations should
not delegate a working knowledge
of IR laws to HR managers. It is
important that leaders have a
general knowledge of these laws so
that they can conduct themselves
consistently with them, without
the need to be constantly referring
to HR managers. Leaders who do
not have a working knowledge of
these laws may find their day-to-day
conduct will be inconsistent with
these laws and that their conduct
12 | © LeadershipHQ 2015

will become a template for how
other staff conduct themselves. That
will lead to an environment where
management does not have a high
regard for IR laws, a characteristic
that is inconsistent with being an
employer of choice and attracting
high quality staff.
Whilst businesses are to be
applauded for engaging HR
managers and consultants, it is not
always practical to refer to those
mangers/ consultants when making

day to day decisions. In those
circumstances, it is important that
leaders have a working knowledge
IR laws so that they can act generally
in accordance with those laws
and in so doing send a message
throughout the organisation about
the importance of compliance with
legal obligations in the organisation.
A sound knowledge of the laws will
also help leaders know when to
get HR Mangers involved, that is, to
identify what they do not know.