Human resource management

8 SIMPLE STEPS TO HIRING DESCRIBE THE JOB AND PROVIDE A FEW DETAILS ABOUT YOUR COMPANY. WWW.PEIHRTOOLKIT.CA WRITE AN ADVERTISEMENT. THIS IS USUALLY A SHORT SUMMARY OF THE JOB DESCRIPTION. POST THE JOB ON COMPANY BULLETIN BOARDS AND EMAIL (SHARE WITH CURRENT EMPLOYEES AND INVITE THEM TO SHARE WITH THEIR NETWORK). POST THE AD WHERE YOU ARE MOST LIKELY TO FIND THE IDEAL PERSON FOR THE JOB. INCLUDE INTERNET SITES AND JOB BOARDS. SCREEN APPLICATIONS TO MAKE A SHORT LIST FOR INTERVIEWS. CONDUCT INTERVIEWS AND BACKGROUND CHECKS. MAKE A DECISION. PREPARE A LETTER OF OFFER OR EMPLOYMENT CONTRACT. 1 2 3 4 5 6 7 8 OFFER THE JOB AND WELCOME YOUR NEW EMPLOYEE!

·          Conflict Management and Crisis Management ·          Course name Employee Relations Management ·          Course name Organizational Development and Change management ·          Course name Performance Management and Career Management ·          Course name Strategic Compensation ·          Course name Strategic HRM ·          Course name Training & Development ·          Course name Work force Diversity  

POLICIES & PROCEDURES What You Need To Know The following employment related legislation is the legal foundation for provincially regulated employers: Employment Standards Act Human Rights Act Youth Employment Act Occupational Health and Safety Act Workers Compensation Act Privacy Act Depending on the nature of your business, other pieces of legislation may also apply to your workplace. At a minimum, employers need to comply with all legislation.  Many employers will have internal policies and procedures to communicate rights, roles, and responsibilities on a number of different matters, including those required by legislation. Policies identify the broad principles/standards for expected workplace action, behaviour, and/or compliance.  The procedure may outline step-by-step instructions, such as templates, forms, or simple visual aids. Policies identify “what” the standard is while a procedure addresses “how” the standard is implemented. A large number of HR-related matte...

Job Description Template   Organization Name:    _________________________________________________   Title of Job:                    _________________________________________________   Date:                              _________________________________________________   Prepared by:                  _________________________________________________   Supervisor:                     _________________________________________________   Main Responsibilities  (why this job exists)   Describe in one or two sentences what this position is expec...

Sample Letter of Offer   {Company Return Address}     {Applicant’s Address}   {Date}     Dear {Name}:   {Name of Company} is pleased to offer you the position of {job title} effective {effective date}. Your orientation will begin on that date. We are confident your skills and experience will be a great asset to our company, and we hope you find working with us a satisfying experience.   As per our discussion in the interview, the rate of pay for the position is {$ amount} per {year, two-week period, week, hour}. Vacation pay of {%} is {included in the annual salary; added to weekly payroll; paid at time of vacation}. You will be entitled to {# days} vacation leave and {# days} of {specify name of leave} per year. Your normal hours of work will be {# hours} per week, with the regular work day being from {start time} to {finish time}. A {# months} month probationary period will apply.   Please sign the copy of this letter and return it to indic...

Interview Rating Form   By now you have screened out the candidates who did not meet the basic requirements for the position and have interviewed the most likely applicants.   In order to objectively choose the best match for your company, you can refer to the notes made during the interview process to compare the persons interviewed.   From the interview you were able to gain information on a number of points: •          Overall impression: How the person handled himself or herself. •          Future plans and goals: Person who have goals or ambitions for the job are usually higher performers than those without goals or ambitions. •          Communication: If it is difficult to communicate with the person in an interview, he or she will likely have difficulty working with others or communicating with customers (if applicable). •     ...

What can a workplace do? Workplaces can help by having an infection control plan which includes: Having an infection control plan. Providing clean hand washing facilities. Offering alcohol-based hand sanitizers when regular facilities are not available (or to people on the road). Providing boxes of tissues and encourage their use. Providing disinfectant wipes, especially for use in common areas. Cleaning surfaces more often, such as door knobs, handles, stair railings, bars, desks, phones, kitchens, shared computers, cash registers, elevator buttons, and restaurants tables/menus. Reminding staff to not share cups, glasses, dishes and cutlery. Be sure dishes are washed in soap and water after use. Removing magazines and papers from waiting areas or common rooms (such as tea rooms and kitchens). Considering cleaning a person's workstation or other areas where they have been if a person has suspected or identified with an infection. Making sure ventilation systems are working properly...

MANAGING THE WORKPLACE SUBSTANCE USE AND THE WORKPLACE What You Need To Know The term “substance use” refers to the use of drugs or alcohol, and includes substances such as cigarettes, illegal drugs, prescription or medically authorized drugs, inhalants and solvents. Ways that problematic substance use may cause issues at work include: any impact on a person’s judgment, alertness, perception, motor coordination or emotional state that also impacts working safely or safety sensitive decisions after-effects of substance use (hangover, withdrawal) affecting job performance absenteeism, illness, and/or reduced productivity preoccupation with obtaining and using substances while at work, interfering with attention and concentration illegal activities at work including selling illicit drugs to other employees, psychological or stress-related effects due to substance use by a family member, friend or co-worker that affects another person’s job performance. Why You Need To Know Employers have ...

What You Need To Know Workplace Bullying and Harassment Employers and employees have a shared responsibility to create a respectful workplace. Unwanted behaviours in the workplace can range from offensive remarks to violence.  You need to know that workplace bullying and harassment is defined as any inappropriate conduct or comment by a person towards a worker that the person knew, or reasonably ought to have known, would cause that worker to be humiliated or intimidated. All of these apply to social media as well. Examples of bullying and harassment include, but are not limited to: Verbal aggression or insults; calling someone offensive names Spreading hateful gossip or rumours about a person Damaging or destroying a worker’s belongings or work equipment Sabotaging a person’s work Making personal attacks based on someone’s private life and/or personal traits Engaging in harmful or offensive initiation practices Engaging in targeted social isolation Certain aspects of workplace beh...