There are many laws and regulations on a municipal, provincial, and federal level, that regulate how a company operates. To maintain compliance with the law and avoid legal penalties, it is important for companies to be aware of current regulations and laws and how they affect their business.

Organizations should be aware of the Alberta Human Rights Act, Labour Relations Code, Employment Standards Code and Regulation and Occupational Health & Safety.

 We offer:

• A Human Resources Audit: conducting an internal review that determines any gaps in compliance and mitigates any risks for your business
• A Comprehensive Action Plan: provides you with the best course of action to get back within compliance

We offer:

• Quick and Easy access to a Certified Human Resource Professional (CHRP):  Get all of the answers to your questions around legislation, hiring, termination, discipline, etc
• 24/7: because HR issues do not just occur between 9-5 Monday to Friday
• Your Strategic HR Talent team: is just a phone call away at 780-938-2488

The process of filling current talent needs and planning or projecting for future talent needs in relation to core business strategies. Both the HR plan and business plan go hand-in-hand, using the HR plan to determine resources needed to fulfill the business plan. An effective HR plan can better prepare an organization for staff turnover, recruitment, and unexpected last minute hiring needs.

We offer:

• Workforce Plan: Creation of an overall plan that includes a scan of external environmental factors (i.e. industry, demographics, and supply), an internal analysis (e.g. capabilities, key roles, and skills), and a future forecast (e.g. skills, roles, numbers, and timing).
• Recruitment programs and processes for both Internal (recruitment from within) and External (recruitment from outside sources)
• Job design, postings, descriptions, and advertisements
• Job application assessment, interviews (behavioral description interview questions), and employment tests
• Integration: On-boarding programs and processes
• Employee orientation and follow-up
• Integration processes and check-lists (pre-during-post recruitment)
• Retention programs and processes
• Engagement surveys and action plans

Ensuring organizational processes and systems are in alignment with the business strategy, enabling success now and into the future. Programs and processes that strengthen organizational capabilities needed to fulfill the business strategy. These systems cross organizational boundaries and include culture, values, changes, strategic planning, work flow/job design, and communications.

We offer:

• Cultural Inventory: conduct a cultural inventory to determine where a company is now and where they need to get to for continued success
• Value Workshops: conduct value workshops to determine the values that the organization wants to work within
• Change Management: a program that effectively moves the organization in the direction they need to go

Ensuring that the organization has the specific talent it needs at the time it needs it. Workforce needs change over time and this is critical to building continued success. Talent is the engine behind the creation of all value. It is with the individual’s knowledge that the business strategy is realized.

We offer:

• Performance Assessment: Establish if an employee is able to do what (goals) they need to do and how (competencies) they need to do it, if not, what gaps are there that need to be filled
• Development Planning: this is a direct result of the work done in the assessment – create a clear development plan for each individual (three objectives/behaviours/support/specifics)
• Skill Development: training, coaching or job shadowing to develop employee skills – critical to this piece is the development of leaders to help facilitate this on the job.
• Succession Planning: create projection and gaps charts and communicate up/down to help establish a link between succession planning and the needs of the business

Once the essential workforce and programs are in place an effective process for managing performance is needed to ensure that the organization gets the outcomes it desires. This goes beyond compensation and is really about aligning individual goals with organizational goals. It enables individuals to better understand the value they bring to the organization and how they contribute to its overall success.

We offer Reviews and Recommendations for:

• Overall Compensation Programs: not limited to salary, but also includes the direct and indirect rewards, as well as the benefits provided by the organization
• Direct Financial Compensation (wages, salaries, bonuses)
• Indirect Financial Compensation (benefits, leaves)
• Non-Financial Compensation (advancement opportunities, rewards, recognition)
• Performance Management Programs:  these programs should include goals (metrics) and development plans aligned to annual organizational goals
• Competency Models: Creation of competencies that describe “how” employees should complete work. Competencies are created at the organization and individual levels 

Focus on the needs of the individual and managing the relationship between the employee and that of the organization as a whole. Establishes an alignment between the interests of the individual and those of the organization ensuring they are consistent with established values.

We offer:

• Team building Programs: focused around bringing a team together to practice and work together on a task that builds trust and creates an environment that can solve problems effectively
• Communication Programs: enhancing the communication capabilities between coworkers and management staff to increase trust and create an environment that encourages effective problem solving