The week's biggest HR stories cover: transitioning to "business as usual"; core employer brand values; how organisations recover post-layoffs; remote bullying risks; and more.

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The Federal Government has indicated what the transition back to "business as usual" might look like, highlighting specific areas that employers will need to consider. And law firm Ashurst has outlined 22 specific 'who, when, what, how' questions for employers.


The authenticity of an organisation's core values comes to the fore during difficult times, with the current crisis set to have a lasting impact on employer brands, says Peak Corporate Solutions director Malcolm Peak. He unpacks the approaches taken by Coles, Woolworths and Telstra.


The HR practices in organisations that have made roles redundant are going to have a major impact on whether they survive the current downturn, new research indicates. "The success of a layoff depends on the surviving staff, who inevitably must work harder as the workforce shrinks and, as a result, organisational performance drops," says UniSA researcher professor Carol Kulik.

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Reduced face-to-face interaction and hasty email communication – coupled with job insecurity, isolation and stress – could see COVID-19 distancing measures heighten the risk of bullying claims, says Kingston Reid partner Christa Lenard.


Many employers have hit pause on disciplinary processes in light of disruptions caused by COVID-19, and procedural fairness will be critical as these recommence, says HWL Ebsworth partner Brad Swebeck.


Amid big increases in application rates and completed assessments, employers can glean valuable insights to help improve the candidate experience, says PredictiveHire CEO Barbara Hyman. Meanwhile wide-scale talent redeployments are allowing employers to unearth previously hidden talent with deep experience and transferrable skillsets, says APG Workforce CEO Glenn Redman.