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8
Dated: 09-17-2015
The economic situation and global competition have had a great impact on the framework of today's human resources departments. These factors have also had serious effects on employment and the motivation levels of employees. This is pushing HR managers to set new goals and new priorities in their strategies, it is part of their role as intermediates between staff and top management to identify a balanced solution that would be beneficial for all parties
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8
Dated: 09-17-2015
What is the biggest challenge for Canadian businesses today? A shortage of skilled workers, according to a recent survey of executives prepared for the Canadian Education and Research Institute for Counselling (CERIC). What are those executives doing to address the skills gap? While 71 per cent agree that employers have a responsibility to provide employees with career management programs – which may include tailored training and career planning – just 29 per cent actually offer them.
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8
Dated: 09-17-2015
Team building is promoted in every workplace and employees are expected to become active team players. Retreats, parties and special events are planned to foster cohesion and support among workers from all departments and positions. Everyone in solidarity behind the organization and its mission. Sounds great, and it may be effective for management and executives, but hourly employees don’t buy it. Here’s why:
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8
Dated: 09-16-2015
A common phrase in any industry is that an employee does not quit because of the organization but rather a poor manager. The implications of a poor manager can yield some rather unsavory consequences for the organization. Often times managers are hired based on experience and this does not always mean that they understand leadership theories or self-evaluation techniques. Training new managers can be helpful to reinforce good practices and company standards.
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