performance management
July 29, 2016 Marcia Scheffler Employee Relations, HR and Technology, HR Policies and Procedures, HRMS, Human Resources, Training and Development
If your organization wants to stay competitive and improve employee engagement, you don’t want to be the last ones sticking to your outdated annual performance appraisal and ratings system. The options available to transform your system are multiple, depending on your size and budget. The best systems incorporate one on one discussions between managers and employees, continuous goal setting and innovative technological solutions with incredible employee interfaces often available on a mobile platform.
annual performance reviews, continuous performance management, Employee performance, employment law, evaluating employee performance, HR systems, HRIS, performance management, performance management software
January 18, 2016 Clear Path Employer Services Employee Relations, HR Policies and Procedures, Human Resources, Recruiting and Hiring, Training and Development
The new film Star Wars: The Force Awakens is shattering box office records around the world. In addition to being an exciting thrill ride, we noticed a number of intriguing HR lessons in the film that can be applied at every workplace.
blind adherence, Due diligence, Effective hiring techniques, Effective managers, employment law, HR lessons, innovative solutions, leadership, Management style matters, performance management, Power of diversity in the workforce, risk of exposure, Star Wars: The Force Awakens
October 6, 2014 Alison J. Bird Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, HRMS, Human Resources, Human Rights, Payroll, Recruiting and Hiring, Training and Development, Wages and Compensation
Given the increasing number of older employees who are choosing to remain in the workplace and the (near) elimination of mandatory retirement, it is increasingly important for employers to ensure that they are engaging in appropriate performance management of older workers. However, employers must make sure that its performance management is carried out in a way that does not trigger liability for age discrimination.
age discrimination, Age Related Discrimination, discrimination, elimination of mandatory retirement, employer’s performance management of an older worker, employment law, objective performance standards, older employees, older workers, performance management
May 16, 2014 Employer Advisor, McCarthy Tétrault LLP Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Analytics, HR Policies and Procedures, HRMS, Human Resources, Payroll, Recruiting and Hiring, Training and Development, Union Relations
As spring is upon us, it is an appropriate time of the year for an organization to perform an audit of its human resources process. HR audits ensure regulatory and organizational policy compliance, while proactively pursuing internal efficiencies and excellence. Regular and systematic audits demonstrate due-diligence to regulatory bodies (e.g. Ministry of Labour) and promote a proactive, preventative approach to HR issues, subsequently reducing risk and liabilities.
Best practice, Due diligence, employee engagement, employee’s personnel file, exit interview, exit process, HR audits, HR issues, HR manager, human resources audit, human resources process, increased productivity, internal policies, Joint Health & Safety Committee, Ministry of Labour, new or updated policies, organizational policy compliance, performance management, risk and liabilities, Spring cleaning, termination
May 9, 2014 Stringer LLP Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Privacy and Security, Recruiting and Hiring, Standard for Employment, Training and Development
The AODA Employment Standard deadlines are not as far away as they may seem. The Employment Standard is one of five accessibility standards under the Accessibility for Ontarians with Disabilities Act, 2005. It outlines accessibility requirements employers must meet throughout the employment life-cycle.
#firstref2014, 2005, 2014 Ontario Employment Law Conference, Accessibility for Ontarians with Disabilities Act, accessibility requirements, accommodation needs, AODA Compliance, AODA Employment Standard, career development, deadlines for compliance, Employees with disabilities, employment life-cycle, employment relationship, First reference, individualized accommodation plans, Ontario Employment Law Conference, performance management, recruitment, redeployment, Stringer LLP, The Employment Standard, workers' compensation obligations, workplace emergency response information
February 27, 2014 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, HR Policies and Procedures, Human Resources, Payroll, Privacy and Security, Source Deductions and Reporting, Training and Development, Union Relations
Three of the most popular articles this week on HRinfodesk deal with 2013 personal tax returns; progressive discipline and performance management; and surrendering computer for metadata analysis during a workplace claim.
collective agreement, employment law, employment relationship, federal income tax, forensic analysis, HRinfodesk, Labour Law, metadata, metadata analysis, Newsletter, performance management, personal computer, personal tax returns, progressive discipline, termination, unionized environment, workplace claim
February 24, 2014 Marcia Scheffler Employee Relations, HR Policies and Procedures, Human Resources, Payroll, Recruiting and Hiring, Training and Development, Wages and Compensation
It’s been hard to miss the Olympics, and face it, who would have wanted to miss the exhilarating, elegant and extreme gold medal performances of the 2014 Sochi Olympics! Canadian athletes came out on top of the podium in multiple events including the nail-biting women’s gold medal hockey final and Alex Biloudeau’s flawless repeat gold medal run in moguls skiing. Russia had some incredible performances in figure skating from both an aging star and an emerging one in the team skate event. Both Canada and Russia performed very well in the 2014 Sochi Olympics.
2014 Sochi Olympics, Broad human resources issues, compensation plan, Corporate culture, corporate social responsibility, Corporate Values, culture of the organization, Fostering transformation at the organizational level, HR issues, leadership, organizational behaviour, organizational development, organizational practices, performance, performance management, sustainable business initiatives, training and development, workplace culture, workplace organizational behaviour
April 10, 2013 Stringer LLP Accessibility Standards, Conferences, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Customer Service, Standard for Employment, Training and Development
Recently, some of our clients received a notice from the government reminding them to file an Accessibility Report. This was an eye opener to employers who have let the Accessibility for Ontarians with Disabilities Act (AODA), Customer Service compliance deadlines slip through the cracks. Some simply forgot to file. However, others were reminded they have not yet implemented all the Customer Service Standard requirements.
2013 Ontario Employment Law Conference, accessibility, Accessibility for Ontarians with Disabilities Act, Accessibility report, accessible formats and communication supports, accommodation plans, AODA, Business, Career development and advancement, Customer Service compliance deadlines, Customer Service Standard requirements, customers, deadline for compliance, Disability, emergency response, employment law, feedback process, financial penalties for non-compliance, five accessibility standards, Job posting, lifecycle of employment commencing with the hiring process, notification of temporary disruption, ontario, people with disabilities, performance evaluation, performance management, policies, policies and procedures, practices and procedures, promote accessibility, provide goods and services, provision of goods or services, recruitment process, redeployment, return to work process, support persons, train all employees, use of assistive devices, use of service animals
November 20, 2012 Simon Heath, BA, MIR, LLB, Heath Law Employee Relations, Employment/Labour Standards, Human Resources, Human Rights
The Ontario Labour Relations Board (OLRB) recently cautioned individuals not to make serious allegations of religious discrimination and harassment if they don’t have the proof or the evidence to back up the allegations. In The Brick Warehouse LP v. Awan (2012) CanLii 63787, the OLRB varied an Order to Pay issued by an Employment Standards Officer under the Employment Standards Act, for termination amounts owing.
allegation of discrimination, anti-Muslim bias, constructive dismissal, constructively dismissed, customer complaints, Disciplinary measures, employment law, employment standards act, harassment, Ontario Labour Relations Board, Order to Pay, performance management, performance review, religious discrimination, termination, terminations, written resignation, written warnings
November 8, 2012 Marcia Scheffler Employee Relations, HR Policies and Procedures, Human Resources, Training and Development
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.
annual performance reviews, appraisal form, appraisals, change management, competencies, Dibert strips mocking performance reviews, Dilbert, discover your strengths, employee development, employee strengths, management team meeting, Management training, manager-employee meeting, online 360 review, organizational change, organizational development, organizational development goals, performance, performance appraisals, performance management, performance reviews, Two way communication, wage review
August 27, 2012 Amery Boyer Employee Relations, HR Analytics, HRMS, Human Resources, Payroll, Recruiting and Hiring, Training and Development, Wages and Compensation
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…
critical accountabilities, employment contract, HR issues, Human Resource Management, implementation tools, job description, Job descriptions, key success factors, knowledge, performance management, policy, productivity, skills and abilities, solid business plan, standards of performance
July 5, 2012 Rudner Law, Employment / HR Law & Mediation Employee Relations, Human Resources, Human Rights, Union Relations
When mandatory retirement was eliminated, I noted that this change might create some interesting HR issues for employers of older workers. In the past, employers were often in a position to tolerate declining performance, comfortable in the knowledge that the employment relationship had a fixed “end date.” As a result, they could allow the employee to work out their last few years and retire with dignity.
age discrimination, bona fide occupational requirement, collective agreement, declining performance, employment law, Labour Law, Malik v. New Brunswick Human Rights Commission and Brunswick News Inc., mandatory retirement, older workers, performance management, prima facie discrimination, prohibited ground of discrimination, retire with dignity, retirement, retirement age
June 10, 2011 Christina Catenacci Accessibility Standards, Human Resources, Human Rights, Recruiting and Hiring, Standard for Employment, Training and Development
Now that the Integrated Accessibility Regulation under the Accessibility for Ontarians with Disabilities Act is now law and will come into force on July 1, 2011, let’s take a closer look at the accessibility standard for employment.
Accessibility for Ontarians with Disabilities Act, accessibility needs due to disability, Accessibility standards, accommodation, career development, Career development and advancement, Disability, during employment, emergency response, employment standard, human rights code, job accommodations, job applicants, ontario, performance management, reassignment of employees, recruitment, redeployment, Return to work, selection process
May 18, 2011 Adam Gorley Conferences, Human Resources, Privacy and Security
We’ve written plenty on First Reference Talks about the significant effects—both negative and positive—that online social networking can have on workplaces. Whether its Facebook, Twitter, LinkedIn, YouTube, news or entertainment blogs or what-have-you, employees are using social media, and increasingly they’re doing it on your time. Employers should be aware of the potential value they can derive from social media, as well as the potential risks.
blogs, communication, defamation, employment law, facebook, harassment, Internet, internet policies, LinkedIn, morale, Network Security, Ontario Employment Law Conference, performance management, productivity, security, social media, social networking, social networking policies, Stringer Brisbin Humphrey, termination, time theft, twitter, YouTube
April 7, 2010 Adam Gorley Employment/Labour Standards, Human Resources
As if you didn’t have enough to worry about with the weak economy and trying to hold onto your job: more employers than ever in the United States are offering their employees the benefit of flex hours, but their employees are refusing to take advantage for fear they’ll get the axe! Recent research in the US by the Center for Work-Life Policy has found that fewer workers are accepting offers of flex-time—scheduling their own hours combined with working from home—because they feel the need to be present in the office to make sure their employers know they are working, even if the employees are in fact more productive working on their own schedules.
alternative work arrangements, communication, employee relations, flex hours, flex time, flexible work arrangements, performance management, telecommuting
My employer denied me the right to have a support person present at a meeting with HR regarding an investigation into workplace bullying and psychological... – Feb 02, 2:14 PM
Which is more practical, absolutely no office romance policy or allowed but need to disclose? IMO, the need to disclose, while accommodating, complexity and unnecessary... – Dec 15, 1:39 PM
