Training and Development
The preamble of the Charter of the French language makes it clear that everyone has the right to live and work using the French language, and that it is the official language of Quebec in government, law, work, education, commerce and business. This preamble is now elaborated to acknowledge that,
Just this past month, the acclaimed Canada’s Top 100 Employers for 2013 list was released and an editorial was featured in the Globe and Mail. (You can see the full list here) Among the ranks were 3M Canada Co., Deeley Harley-Davidson Canada, Loblaws Cos. Ltd., and Winnipeg Airports Authority Inc. The list is diverse, awarding honours to a mixed bag of firms, from Technip Canada Ltd (124 employees) to Toronto-Dominion Bank (43, 850 employees). While the nature and size vary significantly, one factor remains constant across every organization: employee engagement. Human resource development is at the core of every listed organization’s values, and for good reason; human capital is considered their greatest asset.
It is annual performance review time for many organizations! The actual performance review may be a simple rating sheet, a multi-page document, a massive competency check-lists or an online 360 review. Whatever the format of your reviews, it is your entire performance appraisal process, which includes the manager & employee performance appraisal meetings that determines the effectiveness of your appraisal system for your organizational development goals. Scott Adams has dedicated a multitude of Dibert strips mocking performance reviews (scroll to end of article) but for organizations today, performance management still matters.
September traditionally marks back to school for kids, and many employees are also starting new courses and maintaining in-service training requirements. For most employers vacation schedules are calming down, as managers are revving up production, sales, vision and values kick-offs, quality improvement programs, client-centered programs and increased service delivery. Underpinning the organizational capacity to deliver its desired goals is training.
Job descriptions have many uses, the most obvious being to describe key responsibilities and serve as a basis for salary or pay. However, a job description has the potential to deliver far more than this…
This is a follow-up post to my previous post on a business perspective on unpaid internships in the United States.This post deals with more of a Canadian business perspective, and when it comes to internships in Canada, the regulations are anything but clear. There are currently no laws in Canada regulating internships specifically, so provincial employment standards acts are the only form of governance. For the most part, internships in Canada are paid, however in some sectors (media, PR, journalism) internships go often unpaid. In the United States, some candidates are actually paying employers for unpaid internships. Luckily in Canada, things haven’t gone that far. However, Canadians are still fairly unaware of what unpaid internships are all about.
I am often contacted by human resources groups and analysts looking to take their work to the next level and discover the next great insight. Often they are seeking some holy grail or mystic equation that will simply answer the complex questions that human systems create. This is a worthy and powerful quest and one which is moving human resources groups and the organizations they serve into a better and more productive position. Unfortunately…
Policies are crucial to a successful business. Without them, it’s impossible to consistently control and keep track of all the things that happen day to day. It’s great to see others as excited about the topic as we are at First Reference. Last week, Scott Lowe outlined on TechRepublic, “10 things to consider when creating policies.” And it’s not just IT policy he’s interested in.
We’re pleased to present lawyer Andrew Langille of Youth and Work on what the law in Ontario says about unpaid internships. Here, Andrew focuses on the impact of unpaid internships on interns themselves, but organizations and businesses that use or hope to use unpaid interns must pay attention. It is crucial to know whether your intern is legally an intern (and therefore not subject to Ontario’s Employment Standards Act), or actually an employee. And the answer might surprise you.
A closer look at the economic effect of unpaid internships on employers and interns themselves.
The fate of WSIB safety groups program and JHSC certification training following the passing of Bill 160
On April 1, 2012, certain provisions under the Ontario Occupational Health and Safety Statute Law Amendment Act, 2011 (formerly Bill 160) came into force, including the prevention mandate in Ontario and Joint Health and Safety Committee certification training. The responsibility for the prevention mandate and the JHSC certification training were transferred from the Workplace Safety and Insurance Board to the chief prevention officer at the Ministry of Labour.
This week I was helping a colleague figure out what their HR data was telling them and how to put this into a report. The first place to start was the organizational goals and where they wanted to get to.