An annual subscription is like having an in-house HR expert
You will have access by phone or email to an HR expert who will help you with any of your HR concerns.
Even if you're not sure what is and isn't working, we can help with an evaluation of your human resources practices and let you know what risks you are facing and where to focus your efforts.
Our goal is to leverage your time and money in ...
- Finding and retaining the right people
- Managing people and their work
- Constructing an HR management framework that suits your needs
- Giving you a private, confidential advisor who will help you build an engaged productive workforce
Areas Where We Can Advise You
The key to successful recruiting of new employees is the development of a systematic process for developing job descriptions, generating a pool of candidates and selecting the right candidate. Hiring can be time consuming, but your staff are a substantial investment and when you have limited financial resources it means that hiring mistakes can be a huge financial burden. Additionally,
Performance management is a process by which an organization can plan, monitor and review an employee’s work objectives and overall contribution to the organization. It is much more than just an annual performance review. The fundamental goal of performance management is to promote and improve employee effectiveness. The emphasis is on improvement, learning and development in order to achieve the
A new employee orientation, (sometimes referred to as employee on-boarding), introduces new employees to the organization and their new role. Beyond providing information about the organization’s policies and procedures, an effective orientation should make the new employee feel comfortable, helping them to learn about their role and the organization’s culture and values. Developing and facilitating a new employee orientation takes
Organization must adhere to the existing legislation in the areas of Employment Standards, Human Rights, Employment Insurance, pension or retirement benefits, labour relations and Occupational Health and Safety. Regularly reviewing key government websites and connecting with an HR and/or legal professional can help you ensure that your organization’s employment practices are in compliance with current legislation in your jurisdiction. Issues
A job description is a basic HR management tool that can help to increase individual and organizational effectiveness. The process of writing a job description requires having a clear understanding of the job's duties and responsibilities. A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often
Human resource policies are the formal rules and guidelines that organizations put in place to hire, train, assess, and reward the members of their workforce. These policies, when organized and shared in an easily used form, can serve to preempt many misunderstandings between employees and employers about their rights and obligations in the work place. All too often, when management
Employee engagement is a measure of the commitment and energy that employees bring to work and is a key indicator of their involvement and dedication to the organization. Employees who are engaged are more productive, content and more likely to be loyal to an organization. When organizations put sound HR practices in place, they are more likely to discover that
Employee recognition is the acknowledgement of an individual or team's behavior, effort and accomplishments that support the organization's goals and values. Recognition is not one-size-fits all. Thought needs to go into what would be appreciated by the person being recognized. When you recognize people effectively, you reinforce, with your chosen means of recognition, the actions and behaviors you most want
When most people hear the term compensation they think about "what a person is paid". Although this is true, it is only one aspect of a complex topic. Compensation includes not only salary, but also the direct and indirect rewards and benefits the employee is provided with in return for their contribution to the organization. To determine compensation, organizations should