HR Toolkit

Whether you manage a small team of 1 – 3 employees or operate with 100+ employees, you need the right employees with the right combination of attitude, skills, knowledge and abilities for your business. The right employees will complement your existing business culture and positively impact your bottom line.

Busy employers who are short-staffed quite often find themselves jumping into the hiring process as an immediate need arises to fill a position. Take the time to plan the steps in your recruitment. Determine your recruitment goals, review your job descriptions, or create them if they don’t exist.

Consider people-finding strategies and explore options you may not have previously considered, hone your interview techniques, and follow through with candidates from the job offer stage to accepting the offer.

An effective onboarding program supports your recruitment efforts. Research shows that a successful onboarding reduces employee turnover, increases productivity and boosts morale which will initiate a positive working relationship with your employees and improve your bottom line.

Conducting a well-planned orientation program to onboard your new hires will pay many dividends for both you and your new hires. Yet, surprisingly orientation is often conducted in an unsystematic fashion. Orientation programs can run anywhere from an hour or two to several days in length. There are typically two components to an orientation program: a general introduction into the company, its culture, values, vision and policies, and a departmental or job-specific orientation when the employee actually starts work.

Are there parts of your onboarding program that can be done virtually? Decide if this is possible before the new hire comes into your workplace.
This is your time to ensure that you set up your new hire for success!

Effectively managing your employee’s performance has considerable rewards, including increased productivity, lower turnover costs, motivation of highly skilled employees, improved communication between employees and their managers. It also helps to build employee effectiveness and works to ensure that their own goals and that of the overall business are being met. Managing your people well is essential to the long-term success of your business.

Managing performance can be one of the hardest parts of an employer’s role, but it can also provide an incredible opportunity to provide employees with constructive feedback that can help them define a successful career path in their work and careers for both the short and long term.

Providing employees with honest feedback and direction promotes efficiency and increases morale in the workplace, and is something an effective leader does on an ongoing basis. However, there may be occasions when employee performance issues arise.

Here you will find tools, resources, and tips to assist you in managing your employees’ performance.

Dealing with employee departures, be it voluntary or involuntary, can be difficult and stressful. The departure can have a drastic effect on team morale, and there may be significant costs involved in replacing the departing employee. Generally, there are 3 employee departure scenarios:

1. Voluntary termination or Resignation
2. Involuntary termination of employment by the Employer with or without cause
3. Layoff from employment by the Employer due to shortage of work

As employees learn, grow, and develop, they may eventually choose to leave to follow a career path outside of their current workplace. In some circumstances, an employer may have to make staffing changes for unpleasant reasons related to financial difficulties, employee performance or behavioural issues. Regardless of the reason for an employee’s departure, it will likely cause a disruption to the current work environment if not handled appropriately.