1 Stop HR

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5 Tips to close HR Compliance Gaps

We run into many companies that are not sure if they are compliant to ministry requirements when it comes to their HR.  As a business owner, this is something that can cause a lot of stress.  We hear all the time of businesses being “caught” by the ministry and having to pay huge fines.  These fines sometimes cause the business owner their business and many times, the businesses were not aware of what they were missing.  At 1 Stop HR, we help businesses by completing an HR audit on their business.  Our audit identifies these gaps and produces a plan to address and close them.  So in our experience, what are our top 5 tips to help businesses in this respect?

  1.  Address any required ministry training
    • Every provincially regulated business will have mandatory training requirements in Ontario
    • Some training must start as soon as the first employee, volunteer or student is hired
  2. Post mandatory ESA/Ministry posters
    • This is such an easy one to do, but is so often missed and can result in hefty fines
  3. Have a comprehensive employee policy manual which includes mandatory policies
    • Ahh the employee policy manual, it is a lot of work, but completely worth the effort, certain policies are mandatory and,  it can protect your employees and your business
  4. Ensure your Health and Safety is up to snuff
    • Think you don’t need health and safety in your office?  Think again…
    • Have a comprehensive health and safety manual in place and ensure your employees are trained
  5. Get your Documentation in order
    • From employment agreements, to employee issues, to performance reviews and everything in between – ensure you have documentation, know how to document properly and do it often

This is just a start, but so very important.  Non-compliance does not just mean the potential of a fine, but could also mean Human Rights claims, Law Suits and more.  Don’t be negligent.  Need help?  Contact us.

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Beginners Guide On Peer-To-Peer Recognition Programs

A happy workforce is a productive workforce, as most managers and HR professionals know. In recent years, several startup companies have grabbed attention by using some unusual methods to create a happier workforce. They’ve experimented with unorthodox ideas such as unlimited vacation time. These companies have also established more flexible workspaces and gone overboard with perks such as in-office climbing walls and coffee shops. Although there’s something to be said for these ideas, the reality is that not all companies have the resources to implement them into their workplaces. However, even if your company doesn’t have the ability to adopt one of these radical ideas, you still have all the raw materials at your disposal to create a happier and more productive workforce. Peer-to-peer recognition programs can be the tool you need to unlock the potential that already exists within your workplace for more engaged and happier employees.

The factor that makes peer-to-peer recognition so powerful and effective is the fact that recognition simply means more to people when it comes from someone in the same position. When an employee feels appreciated by co-workers who have the same experiences, that appreciation carries more weight and is more likely to be a positive influence on that person’s work going forward. They also have a higher degree of effectiveness than other types of recognition or incentive programs because people who are lauded by their peers are more likely to pay it forward and reciprocate when they see another peer go above and beyond the call of duty.

Creating and implementing a peer-to-peer recognition program can be a powerful way to tap into the potential already contained within your most important resource. As long as such a program’s procedures are clearly defined, the rewards fully understood and everything properly communicated, a peer-to-peer recognition program can drive greater employee engagement and reduce turnover significantly. The following guide explains how peer-to-peer recognition can work toward higher employee engagement and details how it can be implemented. Follow it, and your office environment can be a lot more connected and productive.

Author bio: Carl Martens is a resident catalyst for change at Award Concepts. After graduating with a degree in sales and marketing from DeVry University, he has become an advocate for his clients. Martens is dedicated to working closely with his clients to understand their organization and develop and deliver custom recognition programs.

Peer-to-Peer Recognition Guide from: Award Concepts recognition award ideas

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10 Ways To Destress Your Employees

Stress in the workplace is something that should concern every employer. Not only can stressed employees become disgruntled and less interested in their work, but it also can have serious health impacts on those employees. Employees who are stressed at work may look for more reasons to take time off from their jobs. The result of all those “mental health days” is lost productivity and the prospect that employers may have to replace some of their most experienced and tenured staff. Although stress is an inevitable fact of life in any job, it’s in an employer’s best interests to take steps to mitigate stress and help their employees cope with it more effectively.

Fortunately, there are a number of strategies employers can utilize to reduce stress levels in the workplace, and many of them are relatively easy and inexpensive to implement. For example, allowing and encouraging employees to take brief breaks to step away from their desks or workstations to take a walk and clear their minds can give them an opportunity to refocus and recharge. Even a few minutes away from the crush of their tasks and responsibilities can help employees attack their jobs with renewed vigor. It’s also helpful to create a culture within the office that encourages employees to share their concerns with management. Keeping an open line of communication between management and employees can go a long way toward helping to ease stress levels in the workplace. Healthy bodies also cope with stress more effectively, so providing nutritious snacks and/or instituting a fitness break for employees to practice stretching or other light exercise can make a significant difference in alleviating stress.

If you’re looking for other ways to help your employees deal with workplace stress more effectively, consider the following infographic. It contains these and many other tips to help lessen stress levels in the workplace and teach employees some coping strategies that have proven to be successful. Your employees’ stress isn’t just their problem — it’s yours, too.

Infographic provided by The Jacobson Group, an insurance recruiting firm in Chicago.

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5 Interview Tips for Answering Interview Questions

Many candidates dread the interview process and become a pile of nerves as soon as their name is called.  Ok, maybe even way before their name is called – like when the call comes in to book the interview!  We get it!!  Interviewers know this and are used to this.  We know that for most people, the interview is an uncomfortable time. It is always good to do your homework ahead of time and to ensure you prepare by reviewing interview tips and tricks, etc.

Looking for some quick interview tips to help you with answering the questions?  Check  out 5 below:

  1. Do your preparation ahead of time. Look for the common interview questions and have lots of answers prepared.
  2. Ensure to work your top accomplishments and impressive items into your answers.
  3. Stick to the point. Often we see interview candidates go off on tangents and even ask to have the question repeated after they have been talking for a solid 5 minutes.
  4. Don’t hog the interview, if the interviewer has stopped making notes, they probably have what they are looking for – they will ask you for more examples if they need them.
  5. Wrap up your answers. Think about your answer like a very short story.  A story starts with a quick intro, the points and then wraps up by rounding off the question.

Think about being on the other side of the table.  You are there to find out if the candidate is indeed the best fit for the role.  You want to have a positive experience with the candidate, be engaged and see a natural fit.  Ensure you now -as the candidate- show the interviewer that you are this fit through your thoughtful detailed answers.

Practice, practice, practice.  Be positive, smile when you answer and give eye contact.  You can do it!

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Does your Learning and Development Environment Need an Overhaul?

Here is a recent article from our Monthly Newsletter:

Hearing a lot of talk about “growth opportunities” when you are interviewing candidates?  Are you talking about it to your employees?  Let me guess, you think you provide great growth opportunities within your working environment, but do you really?

Here are a few things to ponder…

Do your managers work with their employees to talk about career planning?

Do your managers help your employees create a plan to support employee career paths?

Do you have an education policy that assists with continuing education costs?  And do you encourage your employees to make use of it?

Do you have an onsite “library” with an abundance of material that could enhance knowledge?

Do you provide lunch and learn sessions?

Do you have subject matter experts that come into the office from time to time to share knowledge?

Do you have a peer mentoring program set up?

Do you allow and encourage internal applications to available positions?

Do you have a succession management plan in place?

Do managers touch base with their employees to discuss training needs, gaps or desires?

Do you set learning goals and reward successful achievement of the goals?

This is just a start, but if you find that you do most of these, you are heading in the right direction.  I would then ask you “What more could you do?”  And, “Where can you gain an edge over your competitors when it comes to this subject and attracting/retaining your people?”

If you are shaking your head “no” then you my friend have some work to do.  The majority of employees or job seekers are looking to grow their skill set.  They are looking for employers that support and encourage this.  Employers that do well are ones that recognize this, that value the increase in knowledge of their people and are actively looking to encourage and support learning and development.

Email us with your thoughts or questions.

What can you do today that will impact tomorrow?

Learn More About US

1 STOP HR was founded by Christie Ferguson, CHRP CHRL Christie is a certified Human Resources Professional & Leader with many years of hands on HR expertise.

Contact US

Tel: 226-750-3160
Email: info@1stophrconsulting.com

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