CURRENT HUMAN RESOURCES ISSUES & OPPORTUNITIES

1. CURRENT HUMAN RESOURCES ISSUES & OPPORTUNITIES KEN HEARD CHRP HEARD & ASSOCIATES

2. THE ISSUES & OPPORTUNITIES • Recruitment • Performance • Absenteeism • Termination

3. RECRUITMENT • Attracting & retaining talented staff key to success for small businesses • Shrinking labour force and skills shortage • 226,000/yr for past 25 years • 123,000 this decade • 42,000 by 2010 • Near zero by 2016 • Will need to consider both older & younger workers as talent sources

4. RECRUITMENT • Use the usual ads, job fairs, industry publications etc • Add networking, competitors & staff recommendations as sources • Develop proactive orientation & skill building programs • Develop competitive compensation & benefits programs (Incentive and Bonus Plans, Group RRSP Plans)

5. RECRUITMENT • Use Employment Contracts/Letter of Offer including: • Position & Hours of Work • Probationary period – long vs short • Salary review date – use business YE • Bonus & Incentive Plan details • Termination pay if without cause • Confidentiality

6. PERFORMANCE • Need to move employees from: • Satisfaction – how much they like it here • Commitment – how much they want to improve business results • Engagement – how much they want (and actually do) improve business results

7. PERFORMANCE • Use orientation program to explain business products, customer base, and business plans • Instill importance of their role in success of business • Communicate your expectations. • Develop training checklist to train and build skills, confidence

8. PERFORMANCE • Ongoing communication jobs, schedule, customer feedback, new business – build commitment • Use “objective” Performance Appraisal during Probation &annually • Tie annual increases to business YE success & their Performance Appraisal • Use incentives to reward effort, output, commitment

9. PERFORMANCE UNACCEPTABLE PERFORMANCE • Is it “Can Do” or “Will Do” Issue? • “Can Do” – doesn’t have skill/ability • Retrain, reassign, release • “Will Do” – can do but chooses not to • Counsel to identify underlying issues • Gain commitment • Use constructive/progressive discipline program

10. OCCASIONAL ABSENTEEISM • Emergency Leave (10 days yr) know applicable legislation – “proof” • Culpable – no valid underlying issues • Develop points based program to monitor (absences, lates, etc) • Use Constructive (to improve) and Progressive (move to next step) Discipline

11. NON WORK RELATED INJURIES • Similar to WSIB Injuries • Use Functional Ability Forms to determine limitations • Use Return to Work program when applicable • Work with STD/LTD provider if applicable

12. NON WORK RELATED ILLNESSES MEDICAL ISSUES – surgery etc • use Functional Ability Forms for RTW and modified work programs STRESS, ANXIETY, DEPRESSION • $30 billion/year will be #2 by 2020 • Most difficult to deal with • Typical RTW may not be applicable • If affects ongoing employability seek legal advice

13. NON WORK RELATED ILLNESSES ADDICTIONS • Counsel employee • Get agreement to seek help • Refer to appropriate agency • Document participation agreement • Monitor progress • Last chance agreements

14. TERMINATION • Seek legal advice re: with or without cause • Appropriate notice and severance payments • Severance letter & release form • Implications of Employment Contract

15. TERMINATION • Use general terms with others eg. reorganization, change in approach as reasons for termination • Privacy and confidentiality • Brief and to the point • Logistics – time, keys/coat etc no access to workplace after termination

16. TERMINATION • Provide opportunity at later date, after hours for personal effects • Agree on reference to be given • Career counseling services