At Work: Human resources - My top tips - Vivienne Laurie, HR manager, Enham

Input from staff is essential At Enham, we value the insights of those who work for us. Staff are provided with regular opportunities to provide input. We consider feedback to be very important. Regular staff meetings, personal development reviews and surveys allow our employees to provide us with helpful perspectives.

It's important to adapt: I started working for Enham, a disability charity, eight years ago, and our working environment has changed noticeably since then. Not only is the legal framework in which charities operate changing, the services provided by the charity are also developing continually.

We have put together personal development reviews and training schemes that will help our staff to develop the skills they need if they are to adapt to a changing work environment.

HR managers should never make assumptions: People react in different ways. Our workplace practices and services for disabled people therefore place a strong emphasis on the importance of the individual. Everyone's unique.

Adapt your organisation to the needs of the individual: Our organisation must be responsive to emerging initiatives and innovations. During my time at Enham, we have introduced workplace practices such as flexitime and compressed hours, which allow staff flexibility in their work-life balance.

Get HR qualified: There are a number of different avenues through which people can become involved in people management, and HR departments can be made up of people from a variety of backgrounds. I began working in HR before gaining a Chartered Institute of Personnel and Development qualification, but getting the qualification improved my ability to do my job.

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