2. People Health Audit Frank Newman, C.H.R.L.

3. Newman Human Resources  35 years HR experience  Finance Industry, Pharmaceutical Manufacturing, Semi-Conductor, Oil & Gas  Hired 300 people in 18 months  Plant Start-ups and closures  Jan Arden/Colin James Millennium concert

4. Newman Human Resources  Recruiting, compensation, talent management, HR systems, organizational change  Small businesses  Start-up companies  Fractional HR, special projects, interim management  “Mike Holmes” of HR

5. Learning Objectives for Today  Strengthen your skills in managing the People side of your business:  Annual HR physical  People Health Audit

6. Topics for Today  Key elements of success for small business in HR  Review of People Life Cycle  Understanding HR needs based on maturity (or immaturity) of your business  Conduct a People Health Audit  How to build a continuous People Improvement Plan

7. Why People Leave Companies 1. Compensation 2. Interesting work 3. Boss 4. Lack of Recognition 5. Poor communication 6. Lack of freedom 7. Business Culture 8. Co-workers 9. Working conditions

8. Defining Your Environment  Leadership style  Business Mission & Vision  How Jobs are designed  HR Policies and practices  Working conditions  Business Culture & Behaviours

9. What is Employee Engagement?  When employee are committed to your business and recommend it to others Say  When employees are invested in the future of their business and want to help it succeed. Stay  When employees feel positive about their business and want to perform at their best every day Strive

10. 3 Functions of Leaders

11. Know your People  Understand & connect:  Do I genuinely care about each person on my team?  Do I make an effort to get to know them?  Do I demonstrate care and concern through my day-to-day interactions with them?  Do I take the time to start conversations with my team members?

12. Know your people  Link your business to your people  How is their work valued by the business?  Share business visions and progress  Regular communications  Celebrate successes

13. Know your People  Coach your people  How is your progress on your task? What can I do to help?  What is the biggest challenge you are facing right now? What can we do to resolve it?  What solutions have you considered? How will taking these actions make a difference?

14. Know your People  Support their development:  Provide regular feedback  Provide opportunities to learn  Encourage them to take initiative  Reward success

15. People Life Cycle

16. HR Needs based on business maturity

17. Common People Challenges for Small Business  Attracting & retaining talent  Performance Management  Increasing performance  Resolving Conflict  Compensation  Compliance with policies  Other challenges?

18. People Health Audit  Leadership  People Strength  Customer Relationships  People Planning  Compensation  Recognition  Recruitment & Interviewing  Onboarding  Performance Management  Coaching  Learning & Development  Communication

19. People Health Audit - Leadership  I acknowledge my people regularly  I regularly look for ways to make the work more interesting  I provide freedom for my employees to act and make decisions  I ask for feedback on my performance  I am always conscious of how my attitude impacts my people

20. People Health Audit – People Planning  I plan regularly for People Needs  I anticipate my staffing needs for the next 3, 6, 12 months  I never lose productivity due to staffing gaps  I have succession plans for key roles and people  I know my people risks and have plans to manage them

21. People Health Check - Recruiting  We know how to interview effectively  We know how to ask the right questions from a Human Rights perspective  Candidates are clear on what we offer as an employer  My people are clear on what we offer as an employer

22. People Health Audit - Compensation  My compensation is competitive and allows me to attract the right people  I conduct regular salary reviews  My people know when I will be reviewing their salaries  I have the right incentive plans in place to reward performance and behaviours  I make use of non-monetary tools to reward people

23. People Health Audit - Recognition  Do you formally recognize service anniversaries and other significant events?  Do you regularly practice informal recognition?  Do you allow your supervisors to recognize people “on the spot”  Do you encourage your people to recognize each other?  Do you celebrate business achievements?

24. People Health Audit – Contracts and Contract Employees  Do you have signed contracts for all employees and contractors?  Do your contacts contain:  Confidentiality  Intellectual Property  Notice periods  Post-employment obligations  Acceptable standards of conduct  Non-disclosure

25. People Health Audit - Onboarding  We have a standardized on-boarding process  We use employee mentors to speed up with on-boarding process  We instill new employees with a sense of pride our business  We provide clear “navigation” tools for employees  New employees have a chance to meet the senior managers

26. People Health Check – Performance Management  Do you conduct regular performance reviews with all employees?  Do they have clear performance objectives or metrics?  Do you feel comfortable dealing with poor performance?  Do your supervisors know how to deal with poor performance?

27. People Health Audit - Learning & Development  I have current training plans for all roles  My business has a culture of learning from mistakes  My people know how they can develop  I provide support for additional development  I can develop people without spending money

28. People Health Audit - Policies  My People policies are effectively documented and communicated  I review them on an annual basis  I kept aware of changes to legislation that may impact me  I have policies that I know are out of date

29. People Health Audit - Terminations  Do you have a performance management process that addresses performance and conduct issues?  Do you have a standard practice for handling employee terminations?  Are you getting the best legal counsel before terminations?  Do you have a process for communicating terminations?

30. People Health Audit - Communications  Do you have regular people communication sessions?  Are you/r leaders accessible and visible?  Do you regularly invite feedback, both formal and informal?

31. Continuous People Improvement Plan  Annual SWOT Update  Employee Survey  Communications  Feedback  Listening  Engaging the team  Share the results

32. Common Legal Issues facing Small Business  Inappropriate terminations for just cause  Ignoring workplace harassment including bullying  Terminating sick or injured employees  Calling someone a contractor when they are really not  Overlooking employment standards legislation

33. Where Small Business typically needs HR expertise  Compensation  Legal Compliance  Safety & Health  Motivation  Terminations

34. Conclusion  Engagement is $$ money $$  Be conscious of your role as a leader every day  Use best HR practices every day  Know when to ask for help

35. Thank You!