Your recruitment process should be as diverse as your employees. At HRG we pride ourselves on finding the best quality candidates every time by listening to you, and understanding your requirements and your business.
Training is an essential element to successful organizations. Training builds capacity in employees, processes, and organizations as a whole. HRG can determine what your training needs are, as well as design and deliver customized training to suit the unique needs of your organization.
Labor relations is a complex area, with many moving parts, but is essentially the way in which employers and employees work together. Assistance in this area can positively shape your workforce, ensure a healthy organization, and mitigate your organization’s financial and legal risk.
Job Descriptions and Evaluations:
An accurate and clearly written job description provides a foundation for effective recruitment, performance management, capacity building and career development. Accurate job descriptions provide employees with a clear picture of what job functions they are expected to perform.
Government Compliance and Legislation Updates:
Can’t keep up with the changes to government regulations and requirements? HRG can help by providing information, updates and interpretation of the BC Employment Standards Act; Canada Labour Code; Human Rights legislation; Occupational Health and Safety Regulations; and the Workers’ Compensation Act.
Employee Policies and Handbooks:
Human Resource policies are the driver of organizational success. Effective policies can minimize risk and organizational conflict. Employees’ value policy as it ensures consistency and manages expectations.
Performance Planning and Review:
An effective performance plan and review process links performance to the goals and objectives of both the organization and individual employees. A well-defined plan will identify developmental opportunities for your staff and will put both employees and your organization on a track for success.
Conflict Management/Change Management:
For every conflict there is a price to be paid. This can be at the individual level through psychological stress or poisoned working relationships. This can also come at a cost to the organization through increased recruitment, hiring and administrative costs, drawn out formal dispute settlements and inferior workplace performance.
Effective management of destructive conflict can save time, effort and resources, and create healthy and successful organizations.