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HR Analytics

Part 3 of 5: Getting started with people analytics, 10 common questions

In our last two blog posts we covered five of the most common questions and concerns HR professionals raise when considering getting started with workforce analytics. Now let’s move onto two more questions and concerns and how you can overcome them.

 

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Proper HR practices can save needless WSIB claim costs

There are a lot of moving parts when managing a WSIB claim, especially one that has become prolonged or complex. Most employers are aware that ensuring their company is compliant with Health & Safety best practices will likely result in reduced workers’ compensation costs. The same can be said with respect to important Human Resources practices and procedures. The problem is that busy claims managers sometimes lose sight of this while they attempt to juggle all the moving pieces of a claim.

 

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Tax freedom days are here again… Happy days are here again!

According to the Fraser Institute, tax freedom day falls on June 7 this year. From that day onward, employees are finally working for themselves and their family.

 

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Part 2 of 5: Getting started with people analytics, 10 common questions

In our last blog we covered three common concerns and questions HR professionals often raise when considering getting started with workforce analytics. Now let’s move onto two more questions and concerns and how you can overcome them.

 

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Recent Ministry of Labour blitz finds $140,000 owing to unpaid interns

In our article last month, we discussed the growing attention being paid to the issue of unpaid internships in Ontario. Since then the Ontario Ministry of Labour has released the results of a second workplace blitz designed to assess whether employers in the province are in compliance with the requirements of the Employment Standards Act, 2000,

 

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Tempest in a teapot – How to make your employees boil over

A recent news report stated that DavidsTea, and several popular retailers, have been asked by multiple US jurisdictions to provide information regarding the use of “on-call” shifts. According to the article “DavidsTea under fire for scheduling of staff,” the practice of “on-call” scheduling requires employees to call in to the employer prior to shift to confirm if they are required to come in.

 

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Part 1 of 5: Getting started with people analytics, 10 common questions

For many in HR, getting serious about workforce analytics represents a change to the way things have been. To help navigate this change, we’ve put together answers to 10 of the most common concerns and questions we get asked by HR professionals as they are looking to get started with workforce analytics. In this blog, we’ll cover three of these concerns/questions. Stay tuned for our follow-on blogs that will cover the remaining seven.

 

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Hiring human resources staff member v. a human resources consultant

As Human Resources (HR) Consultants, we have often been posed the question: Why should we hire you rather than just hiring an HR employee?

 

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The case of the damaged company vehicle: Employer ordered to pay unpaid wages, travel costs, and fee

In the matter of Step Energy Services Ltd. v. Joe Palmer, the employer appealed an Order of an Employment Standards Officer that required the employer to pay $3,397.22 for unpaid wages that the Officer concluded was owing to the employee.

 

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Three CHRO hot topics- 3 of 3

This 3rd Hot Topic is: We need to get a better understanding of manager impact.

 

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Employee motivation as the key to higher retention rates

Employee morale and employee retention go hand in hand.  If employees do not feel motivated at work, they will most likely start to look for new jobs elsewhere.

 

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Three CHRO hot topics – 2 of 3

In this second blog topic, we’re going to look at CHRO Hot Topic #2: There’s a shift underway in the Engagement space. From what I can see, there are a number of forces at play in the engagement industry.

 

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Three CHRO hot topics- 1 of 3

I recently met with about 15 Talent & HR Executives over the course of a few days. While there were many fascinating conversations, there are three themes that really stood out for me:

 

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When is it time to hire independent HR consultants?

A friend recently told me about his (manufacturing) workplace where most of the equipment is broken, production lousy and new employees last “sometimes four hours, sometimes a week” but rarely longer than that. He reported that the business owner had recently woken up and hired an independent consultant to take a look and make recommendations for the business. I don’t know if this company has any HR personnel, but many small to medium companies do not have dedicated HR personnel, save and except for payroll, and may have a general manager or owner who is oblivious to what goes on the shop floor. So what are the warning signs of a workplace that needs attention?

 

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