Imagine that your company is expanding and adding a new position, or taking on a new project for a client or customer that will require a different type of work than was previously performed by those in your organization. How do you ensure that the person you hire or assign to do the job has the skills and qualifications necessary? How do you define the responsibilities of the new or modified position in order to minimize the chance that the employee becomes confused about what they should be doing? Ever had an employee retort, “That’s not in my job description,” when you broach a new task? Creating a new job description or updating an existing job description to encompass the specifics of the new role should be the first step you take towards preventing these problems.
Topics: HR Management
The new year brought new compliance deadlines for organizations in Ontario, both large and small, under the Accessibility for Ontarians with Disabilities Act (AODA). The new set of requirements adds to existing obligations as Ontario moves towards its goal of full accessibility. As always, maintaining compliance is an objective that all organizations in Ontario should strive to achieve. With this newest batch of requirements, updating your organization’s policies and procedures should be achievable with minimal disruption to your operations. Many employers have likely already implemented at least some of the practices that are required by the guidelines, but even for those that are on the ball, it is always a good idea to check the requirements when compliance dates roll around.
When you hear the phrase “internal promotion,” you might experience thoughts of a raise in salary, improved job perks, and an important-sounding job title. Or, if you’ve been a manager promoting someone below you, you might have a slightly different reaction. Although internal promotions can bring many benefits for both individuals and organizations, they do not come without their drawbacks.
Social recruiting is arguably the most popular way that HR uses social media to its advantage. It means attracting and sourcing qualified candidates through social media (for example, Facebook, LinkedIn, and Twitter). Ultimately, it is about growing networks, building lasting relationships, and finding higher-calibre candidates. It gives the people responsible for recruitment a more interactive way to engage active job-seekers and connect with passive talent in the online communities that they frequent the most. Using social media lets you reach beyond your network and attract potential candidates with targeted or non-targeted advertising and automated job feeds.
Payroll mistakes, no matter how small, can be costly to any business. Error-free payroll requires immense organization, time management, and knowledge of federal and provincial requirements. Unsurprisingly then, government agencies and ministries find that payroll mistakes occur regularly due to disorganization and poor housekeeping, which causes employers to pay less than they should to their employees, the government, or both.
With the holidays fast approaching, many employees are looking forward to enjoying some time off. Some employees may even look forward to working over the holidays for the extra pay. Of course, legislated (sometimes called statutory, public, general, or paid) holidays are important, as they allow employees to rest and relax or celebrate various important events without a loss of pay.
Holiday parties are a staple for many, and the workplace is no different. These parties are an occasion for merriment, and a break from the hectic pace of the holiday season. However, they can also be a time for drinking, which represents certain risks to employers. Alcohol-related incidents and fatalities occur every year, with dire consequences that reverberate beyond the accidents themselves. Through countless repetitions, Canadian courts and lawmakers have emphasized the extraordinary duty of care hosts owe to their guests; and while some owe more than others, employers certainly have great responsibility to their employees whenever alcohol and the workplace mix.
Organizations conduct regular performance reviews as a way of managing and improving employee and organizational performance. Performance reviews provide managers an opportunity to speak with their employees one-on-one about their individual performance, career goals, and future direction with the company. In the process, management can provide feedback, suggest improvements, make informed decisions, identify training needs, and validate personnel changes. However, despite their proven usefulness, both managers and employees are often apprehensive about performance appraisals.
Topics: Performance Management
Managing employee attendance is one of the most difficult tasks employers and HR face. Many workplaces allot employees a few days to be used in case of illness or injury. In some jurisdictions, workplaces must provide these days, but in others sick days are not regulated by legislation. When workplaces provide sick days, they are typically intended to be used when an employee feels they cannot go into work due to illness or injury.
"BYOD strategies are the most radical change to the economics and the culture of client computing in business in decades."
- DAVID WILLIS, VP, GARTNER
As mobile technology becomes increasingly accessible to the general public, smartphones, portable computers, and tablets have become ubiquitous in the millennial workplace.