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