More HR Solutions
Employment (Recruitment & Selection)
Your most important HR job is to attract, select and retain your human capital. Is your turnover too high or are you having difficulty sourcing good candidates? Has your organizational effectiveness or competitive advantage been compromised?
Let PeopleRight work with you to assess your employment and retention program. We can strategize with you to ensure you are better positioned to attract and retain the best candidates.
We can help you with all aspects of the employment cycle, including job advertisement or posting, resume screening, interviewing and referencing.
Let PeopleRight work with you to assess your employment and retention program. We can strategize with you to ensure you are better positioned to attract and retain the best candidates.
We can help you with all aspects of the employment cycle, including job advertisement or posting, resume screening, interviewing and referencing.
Pay Equity
We specialize in the implementation of pay equity programs to ensure compliance with the Ontario Pay Equity Act. This includes:
· Development, modification and evaluation of job evaluation/comparison systems,
· Development and/or evaluation of job content collection instruments,
· Development of a communications strategy,
· Development and/or evaluation of rating procedures,
· Training of job evaluation committee members,
· Representation at labour negotiations of plans and components;
· Representation and negotiations of plan selection,
· Assistance with maintenance of pay equity programs,
· Expert testimony and representation before Ontario Pay Equity Review Services, Hearings Tribunal, and boards of arbitration.
Salary & Benefits (Compensation)
Is your compensation strategy supporting your organizational goals and strategic directions? Are you competitive and aware of the impact it may be having on employee retention? Is it driving the performance you expect and need? Let PeopleRight review your compensation program to maximize its value to you and your employees. PeopleRight can assist with developing or modifying a program, write job descriptions, conduct market surveys and salary benchmarks, administer your job evaluation program and assess your compliance with Pay Equity legislative requirements.
HR Start-Up or Supplementary Support
Are you a new or growing organization considering your own in-house HR Resource? It is incredibly difficult to have one or two HR generalists carry all of the expertise required with the ever growing complexity of HR. PeopleRight can assist in getting your in-house HR function established and providing continued support through coaching and mentoring. We ensure your basics are covered, legislatively compliant, and that you have tools and resources in place to grow your HR function and organization. Even if you only require expertise in certain areas or don’t have the necessary resources (full or part-time) to support the needs of the organization, PeopleRight can fill that void with competence. By relying on PeopleRight for this critical support you ensure you focus more on your core business and strategic requirements.
HR Audit
An HR audit is an intense and objective look at the organization's Human Resources (HR) strategy, including policies and practices. It is a proactive approach necessary in supporting organizational goals and risk management. In some cases it could be a reactive response to an event or complaint from a government or other agency ensuring compliance with employer responsibilities and employment rights. In all situations it's good management practice and can be seen as a valued exercise by all employees. The objective review of the organization's current state will determine whether or not specific practice areas are adequate, in compliance and/or effective. The results obtained from this focused and intense review will provide decision makers (owners, managers, etc.) with the information necessary to decide what policies or practices need to be revised and/or improved.
An HR audit generally consists of:
1. An evaluation of the company's operational HR policies, practices and processes, with a focus on key HR department delivery
areas (e.g., recruiting and selection, employee retention, compensation, employee benefits, performance management,
employee relations, training and development, etc.).
2. A review of current HR indicators (e.g., number of unfilled positions, number of days to fill a new position, turnover, employee
satisfaction, internal grievances filed, number of legal complaints, absenteeism rates, etc.).
3. A review of HR forms used, policy manuals, and appropriate employee notifications
4. A review of the HR strategy and its alignment with the organization’s strategic directions and goals.
The results of an HR Audit can benefit the organization by providing information that will allow it to strategically position itself to
increase production, improve service and employee morale as well as decrease turnover and other risk of complaints, fines, and
settlements.
Consider having PeopleRight conduct an HR Audit for your organization.
HR Policy & Procedures Development
PeopleRight can help you develop competitive and effective HR policies and programs to help motivate and retain your employees.
Regardless of the size of your organization, it is prudent to have sound HR policies in place before you need them. We have extensive experience in HR policy development, from the ground up, and with updating and re-structuring existing policies.
Sound human resources policy development is vital for an organization to provide a framework for effectively governing its employee relations. PeopleRight creates human resources policies and procedures that are uniquely tailored to your company’s culture and goals. Policies can also be condensed into a handbook form for your employees.
Our carefully written and legally researched human resources policies and procedures instruct both management and employees as to what is expected of them. It is the best way to avoid misunderstandings and potential legal issues.
Supervisors are more likely to consistently apply policies and procedures—and employees are more likely to adhere to them—when they are clearly communicated in writing and are made widely available. In addition, results-oriented policies and procedures will help you avoid many common human resources problems such as low morale, turnover, and absenteeism.
An HR audit generally consists of:
1. An evaluation of the company's operational HR policies, practices and processes, with a focus on key HR department delivery
areas (e.g., recruiting and selection, employee retention, compensation, employee benefits, performance management,
employee relations, training and development, etc.).
2. A review of current HR indicators (e.g., number of unfilled positions, number of days to fill a new position, turnover, employee
satisfaction, internal grievances filed, number of legal complaints, absenteeism rates, etc.).
3. A review of HR forms used, policy manuals, and appropriate employee notifications
4. A review of the HR strategy and its alignment with the organization’s strategic directions and goals.
The results of an HR Audit can benefit the organization by providing information that will allow it to strategically position itself to
increase production, improve service and employee morale as well as decrease turnover and other risk of complaints, fines, and
settlements.
Consider having PeopleRight conduct an HR Audit for your organization.
HR Policy & Procedures Development
PeopleRight can help you develop competitive and effective HR policies and programs to help motivate and retain your employees.
Regardless of the size of your organization, it is prudent to have sound HR policies in place before you need them. We have extensive experience in HR policy development, from the ground up, and with updating and re-structuring existing policies.
Sound human resources policy development is vital for an organization to provide a framework for effectively governing its employee relations. PeopleRight creates human resources policies and procedures that are uniquely tailored to your company’s culture and goals. Policies can also be condensed into a handbook form for your employees.
Our carefully written and legally researched human resources policies and procedures instruct both management and employees as to what is expected of them. It is the best way to avoid misunderstandings and potential legal issues.
Supervisors are more likely to consistently apply policies and procedures—and employees are more likely to adhere to them—when they are clearly communicated in writing and are made widely available. In addition, results-oriented policies and procedures will help you avoid many common human resources problems such as low morale, turnover, and absenteeism.