Skip to content
  • Services
    • Human Resources
    • Resume/ Employment
    • Outplacement / Career Transition
    • Recruitment
  • About
    • Meet Our Team
    • Pricing
  • Blog
    • HR Tips
    • Career Development
  • Testimonials
  • Members
    • Career Transition Support
  • Contact
Kelowna Human Resources

Kelowna Human Resources

Your HR Dept . . . Just When You Need It!

  • Services
    • Human Resources
    • Resume/ Employment
    • Outplacement / Career Transition
    • Recruitment
  • About
    • Meet Our Team
    • Pricing
  • Blog
    • HR Tips
    • Career Development
  • Testimonials
  • Members
    • Career Transition Support
  • Contact
  • Welcome to Kelowna HR
  • Kelowna Human Resources is all about the people side of business.
Follow Us on FacebookFollow Us on TwitterFollow Us on LinkedIn

Recruitment Services

Attract Top Talent

Finding the right candidate that aligns with your company’s needs, values and work culture can mean everything to your bottom line.

Learn More

 

Kelowna HR is all about the people side of business.

We focus on Human Resources – both helping organizations to thrive through excellent people management practices, and assisting job seekers prepare for that optimum career opportunity. With over 25 years of experience providing Career Transition services, we are the Okanagan’s premier Human Resources and Outplacement service provider.

Learn more about Kelowna HR

or click any link below for specific services you are interested in.

Serving Kelowna, West Kelowna, Vernon, Penticton, Kamloops and the Okanagan Valley.

Check out our latest Job Opportunities

https://www.kelownahr.com/wp-content/uploads/2019/03/KHR-Growing-Together.mp4

Human Resources

Outplacement / Career Transition

Resume/ Employment

Recruitment

What Our Clients are Saying

Fantastic Service!!!

The team at Kelowna HR have truly changed the landscape of my corporation. We have multiple entities, from an amusement park to retail liquor outlets, and a full office admin team. Kelowna HR took us full circle from creating talent profiles right through our employee review process. They created specialized workshops specific to our needs and remain a contstant partner for our Human Resource needs. We will continue to work with them and recommend others to do the same!!

Gordon Erickson
VW Developments

Great Team

Elizabeth and Dean have a great team to help with all our HR needs. Kelowna HR has helped me and my small business, Top Grade Tire Recycling, as we grow. They have helped me build with projects from building a policy manual, emergency contact list, job descriptions, and employment contracts, all within a budget that is easier to handle than hiring your own HR on staff. The best part about Kelowna Hr is the relationship isn’t done after you pay the bill. I have gone to them on many small HR related issues that pop up in the year and they offer great council along the way. They are a necessity to all small businesses.

Justin Bullock

Our Outsourced HR Department

Kelowna Human Resources came highly recommended to us. They have provided outstanding service to my company; with 25 + employees in two locations, we were in need of HR services. Kelowna HR is now our outsourced HR department.

President
Kelowna Small Business

Excellent Career Transition Support

I am writing to thank you for the excellent support and advice you gave me as I worked to transition my career to Vancouver Island. Using the techniques you suggested I was able to quickly expand my professional network and develop a target list of companies. I am very happy to tell you that this morning I signed an employment agreement for a position I am excited about with one of my target companies in Nanaimo and I start work in April. I will happily recommend you to anyone I find looking for career services.

Professional
P. Eng

You Will Not Be Disappointed

 

This will attest to my experience with Kelowna Human Resources, and specifically, Elizabeth Neef.

I have had some very challenging situations in regard to hiring and terminating employees over the past six years.  In each situation, Elizabeth provided me with insightful counsel which enabled me to make an informed decision, serving our Company well.

I have worked with other human resource companies in the past who did help me to a degree, but they are not in Elizabeth’s league – she is the best!

I do not hesitate to encourage you to work with Elizabeth Neef and Kelowna Human Resources – you will not be disappointed.

Patrick J. Barry, CFP, CLU, CH.F.C.
Barry Financial Inc.

Always a Pleasure

We have used the services of Kelowna Human Resources on many occasions. They are truly an amazing group to work with; ready and willing to assist with HR Solution and they ALWAYS deliver. We have used them on several occasions for Transition Counseling and have found their team very understanding, supportive and experienced in dealing with confidential and sensitive matters. We will certainly continue to work with Kelowna Human Resources.

Lucy Bleviss
Calona Winery

Exquisite Composition

I highly recommend Shawna Quinn to prepare your resume. Her dynamic personality is reflected in her job resume preparation! Shawna is a bargain at twice the price. Thanks Shawna!

William Rice

Professional & Prompt

Elizabeth and her team are down to earth folks that supported our team with respect and professionalism.

Their expertise in navigating through a confidential and sensitive matter was top-notch.

Elizabeth made herself available even on a long weekend. Thank you so much!

Joanne Epp
Quintet Ventures

Instrumental in Assisting with Our Start Up

Kelowna Human Resources has been and continues to be a great resource in developing and establishing our Human Resources practices.
We will continue to utilize them as our HR Department on demand.

Mike
Greenery Cannabis Boutique

Excellent Service

Kelowna HR – I am writing to thank you for the excellent services that I have received from your team specially Elizabeth Neef and Shawna Quinn. Your advice on how to position myself to my potential employers worked very well along with the action plan to tap my network to secure the opportunity I was looking for. The tools you provided to ace the interview were amazing specially the shadow questions. To anyone looking for career related or HR advice, I recommend availing the firm’s services. I highly recommend Elizabeth Neef as career coach. Thank you once again !!

Finance Professional

Outstanding & Extremely Professional

I was laid off due to corporate restructuring. It was then I was introduced to Kelowna HR. Kelowna HR excelled in teaching, guiding and supporting me with the nuances of marketing, and branding myself and profession to help improve my chances with a new career. Elizabeth and her staff were outstanding and extremely professional. Kelowna HR went above and beyond. I thank them for all of their support and help.

Sheldon McKee

 

 

Recent News
Bullying and Harassment – Is Your Organization in Compliance?Bullying and Harassment – Is Your Organization in Compliance?
April 6, 2021In 2013, WorkSafeBC updated its Occupational Health and Safety (OHS) policies within the Workers Compensation Act that deal with workplace bullying and harassment. These changes addressed the specific duties of an employer in order to support the health and wellbeing of employees.  Since then, bullying and harassment has become a prominent subject of concern, both in the media and within the private contexts of the workplace. Issues such as the “Me Too Movement” and “Black Lives Matter” have stirred an awakened sense of sensitivity, and more recent events including the $1.1B RCMP bullying, harassment class action suit continue to draw attention toward issues of toxic work environments. Although most organizations would admit to having compassion and awareness of such issues, many are not up to date on their policies and procedures to align with this. According to the 2013 Workers Compensation Act amendments, employers are expected to have thorough protocols in place to address these issues, and to ensure that their staff are aware of and educated on these policies. The definition of workplace bullying and harassment, according to the Act, “includes any inappropriate conduct or comment by a ‘person’ towards a worker that the ‘person’ knew or reasonably ought to have known would cause that worker to be humiliated or intimidated.” Employers, then, are expected to address this “hazard” by taking reasonable steps to minimize the risk. Of particular note regarding these duties are the following: Employers must develop policy statement with respect to workplace bullying and harassment not being tolerated.Employers must develop and implement procedures for workers to report incidents and complaints, including contexts where the employer (or person acting on behalf of the employer) is the alleged harasser.Employers must develop and implement procedures regarding how they will deal with incidents and complaints. Employers must inform workers of the policy statement.Employers are expected to train supervisors and workers on appropriate procedures and responses.Employers must perform annual reviews of their statement and policies. Ensuring your practices and policies regarding employee bullying and harassment are up to date is not merely important to safeguard against legal liabilities. Your employees are your most valuable asset, and making them feel safe begins with setting up systems that support their confidence and sense of security. Your credibility as an organization is important to protect, and even more so is the well-being of your workforce. Taking the time to evaluate and update your current policies can sanction the security and productivity of your team. Are your policies up to date? Call us now to discuss your organization’s current bullying and harassment policies and find out how we can help. Kelowna Human Resources offers workshops on bullying and harassment protocols, best practices, and current compliance standards. Safeguard your employees and your organization against bullying and harassment risk. Contact us today 250-826-2989 dean@kelownahr.com [...] Read more...
Employee Wellness in a Post-COVID WorldEmployee Wellness in a Post-COVID World
January 11, 2021It’s tough to argue that the challenges of the past year, specifically in light of the COVID-19 pandemic, have caused disruptions to our lives, both in the workplace and at home. Uncertainty is at an all-time high, many organizations have had to make significant modifications to the workplace, and individuals are experiencing varying levels of physical, mental and emotional distress. Investing in the wellbeing of employees is becoming increasingly more important, and wellness programs are gaining more and more popularity. This can be attributed to the fact that happy, healthy, highly motivated employees are proven to be more productive, focused, and engaged. Statistics from the  ITA Group reveal that workplace wellness programs can result in 28% less sick days and 26% less health costs.  In a post-COVID world, wellness is at the forefront of our culture. We have all had to make significant sacrifices in the name of well-being, but in protecting our society during the pandemic, other considerations have not been as readily addressed. These include the difficulties that have come with less social interaction, heightened levels of anxiety, and reduced opportunities for exercise. Each company has unique circumstances, and these distinctive contexts come with their own challenges. Elevating your organization’s attention and response to employee wellness issues comes first from understanding the experiences and concerns of your team. Without investigating the issues and offering opportunities for confidential communication of these concerns, you may be missing out on the ability to resolve problems or offer support that could, in turn, prevent disengagement, absenteeism, or more serious health risks for your employees. Employee Wellness Surveys are an excellent way to gather information regarding the real experiences your team may be having during these challenging times, and can offer valuable guidance in elevating your strategies to support your staff. Consider the following benefits to launching an Employee Survey today: It will ensure your employees feel valued, heard, and engaged, and enhance a sense of trust.It will highlight key areas that you can take action on to improve wellness strategies.It will allow your team to feel connected, sharing experiences that may help them normalize and adapt to changing conditions, navigating the crises and guide long-term success.It will support data-driven decisions, giving you confidence that you are making choices that reflect real-time scenarios.It will help inform future action plans, offering a process to mitigating challenges associated with change that come up as your organization evolves. Make sure you are protecting your most valuable assets – your employees! Now is a perfect time to address the challenges of a changing world so that you and your team are positioned for health and success as we move forward. If you or your organization are interested in enhancing your wellness strategies in ways that are most beneficial to your unique circumstances, contact us today to discuss how we can facilitate an effective survey that sets you up for success. Contact us today 250-826-2989 dean@kelownahr.com [...] Read more...
5 Reasons it’s Valuable to Attract Top Talent5 Reasons it’s Valuable to Attract Top Talent
October 6, 2020Most organizations would offer the opinion that having Top Talent on board is a valuable investment, but when it comes to cutting costs or reprioritizing organizational focus, recruitment isn’t always given the credit it deserves. Although companies always want to make sure they attract and retain people that can help the organization function at its best, bringing in the best of the talent pool can be more than just a bonus to the team. Consider these reasons why attracting the right talent can benefit your organization: Cost Reduction: The average cost of one bad hire can be up to $15000 (Career Builder). Turnover can be a huge expense to any organization, and if you are able to recruit and onboard Top Talent successfully, you can save significant dollars on overhead in the long term. Moreover, high-level talent can also bridge the gap between inefficiencies in your team and systems. Those that bring excellence to the organization often offer opportunities to optimize areas that may be performing at a less than ideal level, maximizing resources and fine-tuning operations. Productivity: Studies have shown that high performers can be 400 percent more productive than average ones (Herman Aguinis and Ernest O’Boyle Jr., “The best and the rest: Revisiting the norm of normality in individual performance,” Personal Psychology, Volume 65, Issue 1, Spring 2012, pp. 79–119, onlinelibrary.wiley.com.) Business studies come up with similar results demonstrating that (especially in highly complex organizations), having Top Talent on board can increase productivity dramatically, enhancing business performance and success.  Brand Credibility: When you attract leaders in your field, you build a reputation of value. If Top Talent is motivated to come on board with you, others will take notice, and this nurtures a sense of value in your brand as an employer. This, in turn, helps attract further talent that can bolster a culture of excellence. Company Culture: According to Cubiks, 90% of recruiters have rejected a candidate based on their lack of cultural fit. 25% of candidates said that finding a better company culture is among their top reasons for looking for a new position (LinkedIn). When there are strong team leaders on board that can relate to a culture, demonstrating excellence in their areas of expertise, it raises the bar across the team and encourage more contributions from the rest. When exciting things are happening in your organization, there is an energy that is created among your teammates that can create a culture of innovation and engagement. Top Talent can inspire others to excel, and push themselves to be their best. Transformational Change: Staying ahead of the curve and ensuring leadership within your industry doesn’t just come from owner decisions. Having intelligent, innovative talent on board can be a catalyst for transformational change – in a good way – bringing new insights and ideas to the forefront of strategic decisions that can help keep your company on the edge, taking valuable risks and creating leading edge offerings. Attracting Top Talent is not an easy feat, and with a constant “war for talent” showing itself in industries across the board, having effective recruitment strategies is crucial. Successful recruitment takes into account a wide variety of factors, to effective job descriptions and research, to marketing plans and employer brand strategy. At Kelowna HR, we have built a reputation for comprehensive, market-responsive recruitment practices that attract the right talent to the needs of organizations, aligning objectives with high level talent.  If you or your organization are looking to maximize your talent pool and enhance the success of your efforts, we’d love to assist in ensuring you are drawing in the best of the best to your company. Call us today to discuss your recruitment needs. 250-826-6964 dean@kelownahr.com [...] Read more...
The Value of an Effective Employee Engagement StrategyThe Value of an Effective Employee Engagement Strategy
February 14, 2019“Employee Engagement” is a pervasive buzzword in today’s conversations about the bottom line of organizations, and yet many business owners and HR professionals struggle to agree on exactly how to define it. Human Resource Management expert John Gibbons explains engagement as “a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work.” In this definition, engagement is not merely another word for job satisfaction, but a reference to actions and behaviours influenced by an individual’s attitude toward their workplace. From an employer’s perspective, ensuring a high level of employee engagement can have monumental effects on the productivity of teams and, in turn, the profitability of their business. Additionally, a highly engaged workforce can influence brand positioning and corporate reputation, and can enhance internal and external views of the value the organization provides. Some of the benefits of improving employee engagement: Higher levels of productivityDecreased healthcare costs (increased individual wellbeing)Higher retention/ lower turnoverLess absenteeismIncreased employee loyaltyIncreased customer satisfaction/ profitability Many methods are used to qualify the level of engagement of employees, including the collection of data sets like unexcused absences, overtime, turnover, project completion timelines, participation in company initiatives or wellness programs, and performance evaluations. However, typically the most effective evaluation tool that assists management in assessing the engagement of their team is gathering input and feedback directly from their team.  Recently Kelowna HR conducted its own investigation on Engagement trends relevant to local small businesses in the Okanagan. To see the results of the survey, please use the following link: Kelowna Human Resources Employee Engagement Trends Report The results of our study suggested that while many organizations felt they had strong engagement practices, they were still unsure of how their employees felt about their satisfaction, compensation, direction or workload. Although many had some insights into their own practices, admittedly nothing compares to direct input from staff. Employee Engagement surveys are an excellent way to collect and analyze key factors that contribute to employee engagement at an individual level, taking the guesswork out of understanding staff perspectives. These surveys should be conducted on a regular basis to assess the current climate of an organization, and to compare results to previous studies or data in order to make informed strategies for improvement.  Kelowna Human Resources specializes in Engagement surveys that allow management to gain valuable insight into the expectations and attitudes of their employees, and our experienced Human Resource experts are highly qualified in advising on strategic courses of action that respond to the unique needs of each company’s workforce. Ensure your team is passionate, engaged and committed to nurturing a profitable and productive organization. Contact us now and see how we can help define the best strategies for your team. Elizabeth@kelownahr.com 250-826-6964 [...] Read more...
6 Reasons to Invest in Outplacement Services6 Reasons to Invest in Outplacement Services
March 22, 2018Career Transition and Outplacement Services At some point, all companies face the unpleasant task of letting someone go. Restructuring, employee performance issues, and downsizing are all potential “growing pains” of an evolving organization. In all cases, the motivating factor for change is the bottom line. So how does a company that is looking to fine tune their resources justify the “cost” of offering Career Transition (or Outplacement) services to departing employees? By understanding that quality Outplacement is always an investment, not an overhead.   Investing in employees is key to a profitable business, and it’s essential in all stages of the employment cycle. Corporate reputation, work culture, and productivity are all nurtured when employees feel taken care of. They work harder for you when they feel their team is respected, and they may continue to advocate for you outside the workplace, even after leaving. Building rapport from the first day to the last is crucial, and even if you are releasing an employee, it doesn’t have to mean negative consequences to them or to your company. External consulting services that provide high quality Career Transition services to departing employees can translate a potentially painful “ending” into new opportunities, and ensure that the departure can be beneficial to all involved.   Here are 6 reasons that Outplacement Services are a valuable investment:   Build or maintain a powerful employer brand: You’ve worked hard to develop a professional brand, and that extends to your reputation as an employer. When you offer transitional support to exiting employees, you showcase your organization’s leadership in employee advocacy and commitment to a positive work culture. Reduce legal liabilities: Reactions of departing employees vary greatly, and sometimes the legal ramifications of terminations can be treacherous. Hiring an external consultant to ensure employees are receiving the right compensation from a legal standpoint can save potential stress and dollars through litigation, and offering additional Career Transition services can iron out potential issues from distraught employees that could otherwise retaliate. Enhance future recruitment and retention efforts: Finding the right candidates to fit a position and a work culture can be a daunting process, and it can be further complicated by issues that arise from terminations. When an exiting employee is taken care of, it eases the concerns of potential recruits, and mobilizes internal staff to take on new responsibilities. Build internal trust and relationships: Your team is your most valuable asset, and when there is transparency, empathy and support from the top down, regardless of circumstances, internal relationships are stronger and loyalty is prevalent. Strengthen confidence in delivering the message: Delivering a termination message with poise and grace is a skill, and external Outplacement consultants offer expertise in how to effectively prepare for and deliver the message on notification day. From crafting a confident script to choreographing the elements of the delivery (When will you deliver the message? Who will communicate with them? Where will the meeting take place? What needs to be provided to the employee and what needs to be collected?), having a proper strategy can help add value to the event and enhance the confidence in your management that they are an effective part of the corporate strategy. Assist in a quicker career transition: This is two-fold; an exiting employee that receives Career Transition services is more likely to find new employment faster than without, often enhancing their own professional lives through support they would not normally receive otherwise (many professionals will never do a career assessment on their own, learn about the job market, or develop a professional resume), and a departing employee that goes back to work before the end of their package can save the previous organization in compensation.   Of course, there is also the human desire to take care of others. No one wants to leave an employee without support, especially when that person has been a long time member of a corporate “family”. Career Transition services allow individuals to leverage the opportunity of leaving an old position for new opportunities, to develop themselves both personally and professionally, and to have ownership over their own lives when it seems as if their power has been taken away from them. Change is inevitable, in our personal lives and our professional ones, but with the right support change can be a powerful, positive opportunity for growth. Outplacement services are a crucial piece in ensuring your organization moves forward from terminations with a positive focus.   Looking for Career Transition and Outplacement support? We are the Okanagan’s premier Outplacement providers. Our Career Transition specialist has over 25 years of experience providing superior support to exiting employees and organizational management in the termination process. Call Elizabeth today to book a free consultation. 250.826.6964 elizabeth@kelownahr.com [...] Read more...
When Hiring a Professional Resume Writer is a Good IdeaWhen Hiring a Professional Resume Writer is a Good Idea
January 29, 2018  We live in a DIY culture – one where YouTube allows us to learn in a weekend how to install a kitchen sink, cook crème brulee and find 10 new uses for toothpaste (did you know it helps get rid of bruises?). Most of us are at least relatively competent with word processing software, and we know the basics about how to present our work history on paper. If not, there’s always YouTube, or a million other resources to teach us how. So is that’s the case, why would anyone hire a professional to write their resume? After all, we know ourselves and our job histories better than anyone. The truth is, you can write your own resume, and some are very successful in doing so. However, the value in having your resume professionally written can be significant in certain contexts, and perhaps significant enough to make or break a key opportunity.   When hiring a professional is a good idea: You don’t know where to start. You’ve never written a resume before, and although you have a vague idea of the kind of information needed, you have no idea how to put it on paper. A good resume writer will know what questions to ask to ensure you have the most comprehensive picture of your employability.  You aren’t confident with computers. Not all professions require you to sit behind a computer screen, and even if they do, most of us aren’t aware of the tools and tricks available with many word processing programs that give your document the appropriate layout for maximum marketability.  You don’t have “a way with words”. You don’t have to be a poet to write an effective resume, but understanding how language works in translating crucial information is key to writing a strong resume. Writing powerfully often means making choices about how to state things concisely, authentically, and in a way that communicates your message to your specific reader (ie. your potential employer).  You have a unique work history. Perhaps you have been out of work for some time due to personal reasons, or you left an impressive position because of conflicts with management. How do you reconcile this on a resume so it doesn’t throw up a red flag? Professional resume strategists have been trained to use a variety of techniques to take the emphasis off of areas of perceived weakness in your document and emphasize your strengths.  You don’t have the time. We are all busy, and even if you are resourceful and can navigate your way through YouTube like a pro (hello crème brulee), writing your own resume isn’t something you have the time for – or, perhaps, the desire to do. After all, writing a professional resume requires research, creativity, focus, and revisions. Professional resume writers often have resources available and experience that expedite the process, and offer the added bonus of saving you the time spent on stressing about whether or not you’ve done a good job. You aren’t getting results. The online application world can be a black hole, sucking up resumes and spitting them out into databases with hundreds of other applicants, making it difficult to gain visibility.  Professional resume writers know this, and should have an understanding of how to present the content of your resume so that it gets picked up by tracking systems and sent to the “A” pile (the ones that get the interview). Moreover, if you are lucky enough to apply directly, either through email or in person, having a well-crafted, easy to understand, pleasing to the eye document will give you a crucial advantage. And if it’s a job you really want, it’s often worth every penny.   If you are confident writing your own resume, go for it! There are endless resources on how to put it together effectively. If, however, you feel like you’re struggling, or lacking the confidence to put something together to send out into the world, professional writers are here to help.   Talk to our Certified Resume Strategist today! 250-826-6964           [...] Read more...
Outplacement and Career Transition Services – Breaking Up is Hard to Do!Outplacement and Career Transition Services – Breaking Up is Hard to Do!
November 22, 2017  One of the most difficult tasks that a company faces is to let an employee go.  It is stressful for the management team, human resources, and the employee. Ensuring severance is paid to labour standards and above is only one consideration in the process. Providing outplacement and career transition support to departing employees offers a humane approach to organizational change, and significantly improves the transition process for all involved.   Employee outplacement is the process by which an organization supports a terminated employee’s transition through paid assistance. As part of a departing employee’s leaving package, employers should include career transition services with a professional coach, ideally for 1, 2 or 3 months. These services cover a wide range of areas, including career assessment, resume and cover letter building, networking advice, interview coaching, and job search assistance. Moreover, proper career transition services offer individuals an opportunity to rebuild their professional brand, building vital networks and resenting themselves to unknown markets.   In addition to practical skills and strategies for career development, career transition services prepare individuals emotionally for the next steps. Developing the skills to navigate the competitive job market and understanding how to leverage their unique assets gives departing employees a renewed sense of confidence to find their next best choice.   It is also beneficial to have a professional career transition coach there for the termination meeting. As an impartial third party, a coach can give the employee a sense of support, knowing that they have not been “abandoned” or isolated. The coach can act as a sounding board in the midst of unexpected change, and talk about next steps so the leaving employee knows what to do next.   Career Transition Services offer the following benefits:  To the employer – Builds trust and improves morale – employees left behind see that the organization cares about its employees, even in the face of change. This in turns helps morale and productivity. Acts as good PR – career transition support sends a powerful message to clients that even in adversity the organization cares what happens to its people. Decreases potential legal costs – career transition services reduce potential lawsuits and motivates employees to find new jobs faster, decreasing unemployment compensation claims.   To the employee – Emotional support – outplacement coaching services offer leaving employees deal with moments of fear, anxiety, anger, sadness, relief and excitement, by having a trusted professional to speak with one-on-one. Skills and guidance – building a cohesive professional brand and developing the tools and documents to support a successful career transition gives employees a renewed sense of value and confidence in their contributions.   Kelowna HR is the leading Okanagan provider of Career Transition Services. We assist your employee in preparing and presenting themselves in the best possible light to potential employers. We are highly skilled and experienced in helping our client plan and progress through each step to find and be ready for the next opportunity.   With proven process and individualized coaching that ensures your employee is met with success, Kelowna HR is a valuable part of an effective outplacement strategy. Contact us today to find out how we can make a tough business decision into a valuable opportunity. [...] Read more...
How Effective is Your Onboarding Strategy?How Effective is Your Onboarding Strategy?
April 25, 2017Onboarding can be a confusing term. For many, onboarding is confused with orientation – the early process of educating new hires about their role within an organization – and is often given superficial treatment because of this. Although effective orientation is crucial to initiating new talent successfully, it is only a small piece of the onboarding process. To truly achieve the benefits of onboarding, a program needs to effectively acclimate, guide, and develop new hires over months, not days. In fact, onboarding that contains effective orientation, performance management, and development has a significant, positive impact on new-hire engagement.   Did You Know? In a recent study conducted by McLean & Company, analysts found the following: Only 43% of respondents currently view their onboarding efforts as effective. To complicate matters, non-HR respondents are even less impressed, with only 23% rating onboarding as effective. About 70% of new hires make the decision to stay at or leave an organization within their first six months. Data shows that for every 10% increase in orientation, performance management, and development effectiveness, new-hire engagement increases by 6.3%, 5.9%, and 5.6%, respectively.   For onboarding programs to be effective, they need to address 3 key areas: orientation, performance management and development. Onboarding is a continuation of the candidate experience. If you wait until the employee’s first day, you miss the opportunity to build on the excitement generated during sourcing and selection – often stalling the new hire’s enthusiasm and their acclimation. Also, adult learning principles are a key consideration when designing onboarding content because they dramatically increase retention in both the short and long term.   “If you wait until the employee’s first day, you miss the opportunity to build on the excitement generated during sourcing and selection – often stalling the new hire’s enthusiasm and their acclimation.”   Consider These Questions How long is your onboarding process? Do you dedicate a few days to completing paperwork, reading manuals, and teaching about company values to new hires? Or do you have a system in place for welcoming, guiding, and developing new hires through a 3-12 month process? Do your new hires feel adequately engaged and socialized in your work culture? How much clarity do your new hires have regarding the expectations and opportunities within their roles? Are your new hires able to clearly communicate your brand and values? Are they sufficiently motivated to achieving company goals?   If you are unsure regarding any of these questions, you may be missing valuable opportunities to build engagement, drive productivity and increase organizational commitment. To avoid early disengagement and premature departure, considering the virtues of an effective, agile onboarding plan.   Need help? Our experts have a wealth of experience in designing effective, customized plans to ensure new talent is acclimatized and engaged. Contact us today for more information. Ph: 250-826-6964 [...] Read more...
Develop an Agile Talent Acquisition StrategyDevelop an Agile Talent Acquisition Strategy
March 31, 2017There is growing recognition of the critical role talent plays in organizational success. In fact, Talent Acquisition ranks as the second-most important HR service area. Organizations are increasing resources to attract talent – the budget for talent acquisition continues to grow for the third year, making it the top HR spend. Recruitment Challenges in Today’s Market Talent acquisition is struggling to deliver. A PwC study found that 93% of CEOs believe that the way organizations attract talent needs to change. Growing retirement numbers and a shrinking workforce are making it even more difficult to attract talent in an already tight labor market. Not only that, but the skills and jobs needed to compete in the future are unknown – talent acquisition specialists will have to hire for new, unfamiliar roles. To top it off, technology is quickly changing the face of talent acquisition – recruitment specialists must be able to rapidly adopt new approaches. Insights on Successful Talent Acquisition Top talent is limited, expensive, and may not actually provide the anticipated value. Instead, take the time to identify and acquire the right talent for your organization. Recruitment is one of the most quantitative areas of HR. Use data to make evidence-based decisions, improve process efficiency, and acquire the right talent. Talent acquisition is comprised of four elements: branding, sourcing, assessment, and internal talent mobility. It is important to take the time to evaluate each of these elements and iterate. This allows the Talent Acquisition Department to remain agile and consistently adopt the most impactful approach. Our Recommendation Develop a talent acquisition strategy that is anchored in consistency, but has the agility to adopt new approaches by: Reviewing the selection and hiring structure to set the team up for success. Evaluating talent acquisition elements (branding, sourcing, assessment, and internal talent mobility) to maximize impact. Examining current technology to increase functionality usage. Iteratively applying process improvement principles to the hiring funnel workflow to eliminate waste and increase efficiency. Investing in an agile recruitment strategy can pay off in dividends. How is your organization currently handling its talent acquisition process? Call now to assess how you can increase the success of your team right from the start. Powered by McLean & Company [...] Read more...
Succession Planning – How Ready Are You For Change?Succession Planning – How Ready Are You For Change?
March 24, 2017Change is inevitable. There is no question that one of the key factors to a successful operation is having valuable talent performing in the right roles. You’ve worked hard to build an effective and aligned workforce, but what do you do when those key players suddenly fall ill, decide to change fields, or retire? Is your company adequately prepared for change? Think about the following questions: What percentage of your workforce will retire in the next 5 years? Do you have a well-developed middle management workforce that can take on the roles of top players? How confident are you that key roles could be successfully fulfilled internally? Is your key talent currently mentoring other staff on crucial corporate policies, procedures, values and standards? How many members of your team are able to communicate and promote core values of your organization to sustain workplace culture and goals in a period of change? In a world where businesses are evolving more rapidly than we are often able to keep up with, having a strategy for managing change is crucial. Often times organizations approach job succession as the problems arise, “flying by the seat of the pants” and filling roles as they open up with little forethought. And for some smaller enterprises, thinking about who might fill roles down the line falls low on the priority list next to other more immediate organizational challenges. But there are significant consequences to handling change in this way. First and foremost, a business relies on its people to promote company goals and values, so losing a valuable contributor to a corporate mission can wreak havoc on a bottom line. And with issues such as baby boomer retirement, economy shift, the disappearance of many middle management positions and a younger manager workforce, some companies may be facing the risks involved with losing multiple key players at once and not having adequately skilled workforce at the ready. That means significant potential loses in knowledge, productivity, relationships and opportunities. “Planning is bringing the future into the present so you can do something about it now.” – Alan Lakein So what exactly is succession planning? And how can it help mitigate the risks involved with change? Succession planning is essentially identifying key roles within your organization and ensuring that knowledge is successfully transferred to incumbents so that those roles continue to be filled with the same effectiveness. Advantageous succession planning should involve the following: Analyzing key roles, current incumbents, and potential successors to help assess and identify key role incumbent risk factors as well as potential successor readiness. Planning for the transfer of critical knowledge held by key role incumbents. Defining formal transition plans for employees in at-risk key roles and their successors, leveraging your workforce and succession planning outputs, knowledge transfer strategy, and selected flexible work arrangements. The extent of which an organization should invest in succession planning is different for each situation, but all businesses, no matter how small, can benefit from proper planning. Even emerging companies should consider strategies that will ensure the stability and sustainability of their operations and culture. Smooth transition leads to profitability and trust, and a little planning can go a long way. Want more information? We’d be happy to answer any questions you have on how to create an effective succession plan for your organization. [...] Read more...
Outsourcing HR Can Be Critical to Your Bottom LineOutsourcing HR Can Be Critical to Your Bottom Line
March 6, 2017Historically HR doesn’t get much spotlight compared to other departments in terms of its impact on the profitability of an organization, but this trend is changing, and companies are starting to realize the ultimate value human resources have on their bottom line. After all, people drive the profitability of every endeavour, and investing in people means investing in the success of a business. Outsourcing HR functions is often the best strategy for many businesses that lack the resources or infrastructure to handle these complex tasks in-house. With human resources “on demand”, many companies can manage their HR needs as they come up, without having to commit an internal, non revenue generating department to the process. So how exactly does investing in HR services benefit profitability? Talent Management Attracting the right talent, retaining valuable people, allocating those resources effectively, and developing their skills is a complicated process that takes skillful planning and execution. If done correctly, the right people in the right roles, performing at their best, increases efficiencies and evolves business, creating an environment for meeting and beating organizational goals. Building effective strategies such as succession planning ultimately protects a company from the losses that can incur during times of transition as well, ensuring strong leadership and a committed workforce keeps the gears turning. Risk Management Professional HR firms know the ins and outs of employment law and compliance, ensuring companies can control liabilities and mitigate risks. Remaining up to date on current best practices, legal obligations, and employment trends is crucial to preventing complications and the losses associated with those potential issues. Corporate Strategy In order to achieve corporate goals, many factors have to align, and that includes processes on how to manage people. Each organization has its own unique strategy, and it often takes a professional to understand how to align that strategy with policies on how to effectively develop, organize, and motivate the people responsible for carrying out that strategy. If aligned, the team will seamlessly work toward objectives and increase profitability with minimal effort. Efficiency When people are motivated they can achieve incredible things, but employee motivation isn’t accidental. Many factors are involved in successfully motivating a workforce and developing a productive work culture. HR consultants know how to leverage the assets and eagerness of a team by ensuring they are properly compensated, appropriately acknowledged, and given enough room to develop and contribute, so that efficiencies are created through high performance and skill application. HR outsourcing means companies can effectively monitor and manage efficiencies without having the administrative burden of taking it on full time, and the expertise required to streamline strategies effectively.   Improving your organization’s profitability can be as easy as setting up an employee engagement program, or creating a manual that sets the expectations of a work culture for peak performance. Whether its the need for a more effective recruitment strategy or an HR overhaul, outsourcing HR can be a simple, cost effective way to boost your bottom line.   Kelowna HR is the Okanagan’s leader in providing HR services just when you need it. Call today to discuss how we can assist in your HR needs. 250-826-6964 [...] Read more...
Career Transition Services Take the Stress Out of Career ChangeCareer Transition Services Take the Stress Out of Career Change
February 28, 2017Is it Monday again already? Will today be the day they let me go? Can this be all there is? Sound familiar? Career change can be motivated by many reasons – sudden, unexpected transitions in organizational structure, dissatisfaction with current work culture, or simply the desire to be challenged in an entirely different role can inspire us to dust off our resume and consider our options. However exciting a concept, career transition can also be daunting, and many unsuccessful career changes are due to a lack of clarity, planning and knowledge of critical factors like industry trends or best practices in professional presentation.   Career Transition Services make all the difference.   If you have been considering a career change, you’re likely feeling a bit overwhelmed. But luckily for career changers, Career Transition Services are excellent tools to navigate these muddy waters without the fear and stress often associated with “starting over”. Skilled career coaching professionals can meet you “where you are” in your career, identifying your own unique position, evaluating goals and helping you define a clear path that makes sense to your circumstances.   But I’ve been working in this job my whole career. I have no idea what else I’d be good at. Most of us have talents and interests that cross over various boundaries. You may have spent a decade working with numbers but have always wanted to try motivating people. Maybe you’ve been in physically demanding work for too long and your body is telling you to find a desk job. Whatever the reason, changing positions or even industries is not impossible, and professional coaches can help you with your career assessment, characterizing your strengths, pinpointing your passions, and assessing your “market readiness” so you can ultimately realize your goals.   I know what my strengths are, but how do I make sure a potential employer knows them, too? It may be obvious to you that you’re a shoe-in for a position, but that doesn’t automatically mean a recruiter does. Presenting yourself in the best possible light is crucial to finding that dream job. Career Transition Services can help you with the personal branding process, developing valuable marketing documents and creating social media profiles that showcase your unique value.   I have a resume, but how do I get noticed? There’s so much competition out there. Having a professional resume and cover letter that you are proud of is important, but a career change often involves more than just sending in one application. Good Career Transition Professionals are also personal marketing specialists, and they can provide methodologies to the job hunt that uncover hidden opportunities and ensure your visibility in the marketplace.   I haven’t had a job interview in years. I’m not sure I’d even know what to say. Job interviews are intimidating, and selling yourself, especially when you’re not used to it, can feel uncomfortable and scary. Nailing a job interview often comes down to confidence, and trained career coaches can help you hone your interviewing skills so that you can walk into that interview with poise and conviction in your capabilities.   As the Okanagan’s leading provider in Career Transition Services, Kelowna HR’s team of highly skilled professionals have a proven track record of success in leveraging our client’s assets, boosting their confidence, and setting them on a meaningful professional path. Our proven process and individualized coaching ensures that your “brand” puts you ahead of the competition.   It’s time you make that career dream a reality. Call now for a free assessment and find out more about your Career Transition program.   Please contact Elizabeth Neef at elizabeth@kelownahr.com or 250-826-6964. Your career dreams are waiting. [...] Read more...
7 Reasons to Update Your Resume NOW7 Reasons to Update Your Resume NOW
February 15, 2017“You write resumes? I haven’t updated my resume in years. I’ve been meaning to do that.” I can’t tell you how many times I hear this. And it seems to make sense – why update a resume unless you need to use it? For most people, a resume is something we only consider when applying for a job, and often times it is a mad dash to gather information, hunt down contacts, and otherwise scramble to try to present yourself in the best possible light when that position opens up. Avoiding a scramble is one good reason to keep an updated resume, but it’s not the only one. As “the most financially important document you will ever own” (Martin Yate), polishing up that resume now might be more valuable than you’ve considered. Boost your confidence – If you haven’t promoted yourself in a while, it can be a gratifying process to analyze and acknowledge the successes you have had in your life and the strengths you bring to a professional setting. Find a common thread – When we put together a resume, we are essentially constructing a story about who we are, where we’ve come from, and where we want to go. Often during this storytelling we find common threads we didn’t previously consider – themes that can act as guideposts for future decision-making about our careers. Be prepared for the “worst” – Job security isn’t what it used to be. It’s rare these days that individuals stay with one company for their whole career, and with constant mergers, acquisitions, births and deaths of organizations, and shifting company roles, it is better to be prepared for sudden, unexpected change. Present your expertise – There are many opportunities to portray yourself as an expert in your field – meetings, conferences, journals– and in order to pitch your presentation to managers, editors or organizers, having a document that validates your proposal is key. Be ready to collaborate – Whether you are actively looking for ventures or interested in the potential of picking up some side work, having an updated resume can be a crucial piece to finding partners to put that project together. Be prepared for new opportunities – If there’s a sudden opening for that sought-after position at work, or the boss has hinted at the potential for a raise, what better way to tip the scales than to present a polished, professional document that exemplifies your worth and distinction. Make yourself visible – Recruiters can’t find you if you’re not visible, so updating your resume and posting it in places where you can be seen, even if you’re not actively looking for a new job, can open up opportunities you didn’t know were possible.   Updating your resume is always worth it, even if you’ve never needed one before. We live in an age of opportunity, and it can’t come knocking if there isn’t a clear sign as to where the door is. Maybe you’ve been putting it off because it just seems too overwhelming – what layout is the most effective? What keywords are valuable for Applicant Tracking Systems (ATS)? How long should it be and what is the most important information to include? Skilled professional resume writers have the knowledge and experience to extract the most valuable information about your professional identity and create meaningful marketing documents that get you noticed. Remember, having a resume that makes you feel confident in your professional presentation is an extremely valuable asset. So dust off that old resume, or start from scratch, and finally put together that personal, professional advertising piece you’ve always wanted.   Need help? Our professional writers are here to assist you in creating an authentic, distinctive resume. Call today for a quote. Call now: 250.826.6964 [...] Read more...
Engage Millennials in the WorkplaceEngage Millennials in the Workplace
December 14, 2016Millennials are taking over the workplace and it’s sooner than you think. By 2025, millennials will comprise 75% of the workforce. Due to demographic shifts, including more experienced Baby Boomers retiring, it is essential for businesses to engage Millennials now so they are able to fulfill talent shortages in the near future. Developing a strong leadership pipeline and expertise are key to business continuity.   The Complication: Unfortunately, many organizations are not prepared to attract, engage, and retain Millennials because they continue to use management practices that are off target. Only one in three employees are engaged in their role, costing organizations billions of dollars in productivity. Neglecting to engage Millennials will result in talent shortages, turnover expenses, and a damaged reputation. A misperception exists that Millennials are completely different from other generations and therefore are impossible to understand and engage. Consider these: Managers today frequently complain about the challenges of managing Millennials, yet rigorous empirical studies show that Millennials differ little from previous generations at the same age. Millennials driven by the same factors as other generations. Leverage these similarities to develop an engagement plan which will motivate a multi-generational workforce, including the Millennial segment. The differences that do exist, create opportunities for HR to enhance their performance.   “Neglecting to engage Millennials will result in talent shortages, turnover expenses, and a damaged reputation.”   The Resolution: Using Kelowna Human Resource’s Employee Engagement Framework, organizations can improve Millennial engagement at both the job and organizational levels. Millennials had a different upbringing than the Baby Boomers and Generation X; however, much of what they demand in the workplace will engage the entire workforce, not just their demographic. Improved Millennial engagement will result in an increase in the attraction and retention of high-performing Millennial employees.   Want to know more about how Kelowna HR can help improve your Millennial engagement and increase your organization’s efficacy? Contact us now to discuss your situation and goals.   Ph: 250-826-6964 email: elizabeth@kelownahr.com   Powered by our research partner McLean & Company [...] Read more...
Develop an Employee Ambassador ProgramDevelop an Employee Ambassador Program
December 7, 2016Organizations have realized the power of social media and are increasingly using it as the channel of choice for communicating and promoting the employer brand. Employee ambassador programs are a top emerging social media trend as organizations shift from talent acquisition to talent attraction. Our Recommendation Build an employee ambassador program that suits the needs, culture, and trust level of your organization. The challenge is that corporate communications and digital strategies are usually owned by individuals, teams, or departments outside of HR. Without HR involvement in employer branding, organizations run the risk of promoting a brand that is misaligned with the employee value proposition (EVP). Without the skills, resources, or ownership, it is difficult for HR to build a strong social media presence and take their social media use to the next level. Kelowna HR’s Insights Social media is a powerful tool to communicate and promote the employer brand and organizations are increasingly recognizing its potential. Organizations generally use social media as a means of recruiting potential talent and/or for consumer marketing; but initiating an employee ambassador program is increasingly becoming a top social media priority. While social media changes HR’s role, HR does not have to become a marketing expert. Instead, they need to collaborate with those who have the right skills and knowledge. With the active promotion of your employer brand by employees, organizations extend their reach, provide an authentic voice to organizational life, and ultimately promote the organization.     Leverage the power of Social Media to effectively promote your brand in a strategic way. Contact KHR now and find out how we can help make the process easy and effective. 250-826-6964 elizabeth@kelownahr.com   Powered by our research partner McLean & Company [...] Read more...
Develop a Strong EVP to Attract Top TalentDevelop a Strong EVP to Attract Top Talent
November 30, 2016Develop an accurate, aligned, and aspirational EVP to reinforce your talent management strategy and differentiate yourself from key competitors. Your organization’s reputation as an employer is critical to attracting and retaining top talent; however, many organizations fail to actively manage their brand internally with current employees, and externally with potential applicants. Creating an accurate and engaging EVP and employer brand to highlight the unique features of your organization will differentiate yourself from competitors. Kelowna HR’s Recommendation The first step is to create an accurate and engaging employee value proposition (EVP) as the foundation for your employer brand. If the EVP does not resonate with employees, you risk doing damage to your reputation both inside and outside the organization. ·       Highlight the unique features of your organization in the EVP to help differentiate yourself from competitors, support recruitment, and increase retention by emphasizing people-organization fit. The marketing department can help with the development of your promotional strategy to emphasize these features in an interesting and exciting way. ·       Aim to achieve alignment between the EVP, employer brand, and the corporate brand as your ultimate branding goal. The more aligned you are internally and externally, the better your word of mouth will be. A strong employer brand is linked to lower recruitment costs, better organizational alignment, and increased employee engagement. In the age of social media, opinions are communicated quickly and freely. Organizations must actively manage their brand internally with current employees and externally with potential applicants to ensure the reputation they have represents the true employee experience. Our Insights ·       Creating a compelling EVP and employer brand is about honesty and transparency. Every organization has positives and negatives; rather than sugar-coating, focus on presenting a realistic picture of the employee experience to attract people with the right fit. ·       Tailor your communication style to your desired audience; by using a customized marketing strategy, you create a personal connection to the brand with a lasting impact.   Powered by our research partner McLean & Company [...] Read more...
Create Flexible Succession Plans to Prepare for Both Expected and Unexpected GapsCreate Flexible Succession Plans to Prepare for Both Expected and Unexpected Gaps
November 16, 2016According to the 2016 HR Trends & Priorities Survey, using talent pools for succession planning was rated in the top half of emerging trends for the year, and was the most impactful implemented trend year over year. However, succession planning was tied as the least effective HR area out of 30 areas in the same survey. Traditional succession planning is no longer an option for organizations that operate in a high-change environment. The alternative of flexible succession planning using talent pools can be difficult to implement, with a number of barriers to success.   Kelowna HR’s Insights In order to implement flexible succession planning, ensure that you have the proper HR key practices in place and that you have the support of a committee to conduct planning with. Identify key gaps to plan for by tying them to your business strategy and initiatives. Develop talent pools to close key gaps by mapping them back to the gaps, setting minimum requirements, populating them with employees, and managing the progression of employees as they develop in the pool. Manage the plan by ensuring you communicate to the proper audience and frequently assess both employees and the plan to ensure you have the most up-to-date information to select a final successor. Developing a successful succession plan is key to addressing looming skill gaps, developing employees, and building organizational bench strength.   Need help? Call us at 250-826-6964 to discuss your organizational needs.   Powered by our research partner McLean & Company [...] Read more...
Instill a Mindset of Personal AccountabilityInstill a Mindset of Personal Accountability
November 9, 2016“No matter how tough a game they may talk about performance, when it comes to holding people’s feet to the fire, leaders step back from the heat.” – Overfield, D. & Kaiser, R.   Driving personal accountability in our teams and in ourselves leads to greater individual, team, and organizational performance. It can also boost creativity and innovation, strengthen manager/employee relationships, increase employee engagement, and reduce turnover.   In order for a culture of personal accountability to exist, employees need to feel in control of their actions and clearly understand the expectations and scope of their roles.   Despite its many widely-known benefits, managers struggle to instill a mindset of accountability in their employees. This deficit may be a result of two issues that require attention: lack of knowledge and/or lack of will.   To address this deficit, managers must understand how and when to encourage autonomy and how to empower their employees to take success into their own hands. Thorough manager training can and should provide exactly this type of information.   Many organizations struggle to find the time or the appropriate knowledge to adequately train their managers to promote accountability, and often find that outsourcing this kind of training has numerous benefits. Kelowna HR’s management training program for fostering employee accountability will: Articulate of why personal accountability matters. Enable of managers to identify strengths and opportunities related to accountability and set relevant goals. Cover the various elements of an accountability mindset. Guide managers through instilling a mindset of accountability within their teams. Plan post-training initiatives to reinforce training concepts.   Our Insights: Accountability improves employee performance, development, interpersonal relationships, trust, empowerment, and engagement. This holds true regardless of level, business function, or individual personality type. Accountability is naturally associated with consequences, both positive and negative, but should be an avenue to foster positive relationships, develop key competencies, and learn from mistakes.   Consider the future of your organization and foster a culture that is fueled by personal accountability. Call us for details as to how we can help you today. Ph: 250-826-6964   Powered by our research partner McLean & Company [...] Read more...
Use Flexible Work Arrangements and Time Off to Attract and Retain Top TalentUse Flexible Work Arrangements and Time Off to Attract and Retain Top Talent
November 2, 2016 Read more...
Transform the 9 Box Talent AssessmentTransform the 9 Box Talent Assessment
October 26, 2016Talent assessment is the starting point for successfully developing and managing organizational talent at all levels. The 9-box talent grid is the gold standard for assessment, and when used appropriately, provides consistent and objective standards with which to fairly assess employees. The problem is that the 9-box can easily become a tick-box exercise that hinders employee development. It loses its efficacy when the assessments used to fill out the grid are inaccurate, when biases are not corrected, when managers use different standards for assessment, and when the 9-box is not translated into development opportunities that connect to organizational goals. Transform the 9-box into a strategic tool by improving the quality of assessments that go into plotting employees on the grid, making group calibration a regular priority, and creating development plans that bring out the best in every employee.   KHR’s Insight The success of the 9-box depends crucially on what comes before and after: assess employees accurately before plotting the grid, and create development plans for every employee afterward to bring out their best contribution to your organization. Move toward open, honest, and collaborative talent assessment. Invite employees to work together with managers and to assess themselves, and discuss potential and growth opportunities so that employees feel empowered to act, rather than apprehensive about being assessed.     Unsure of how to transform your assessment strategy? Contact us today to discuss how we can help you use this crucial tool for assessing and developing your team. Powered by our research partner McLean & Company [...] Read more...
HR Delivery Models of the FutureHR Delivery Models of the Future
October 19, 2016zvj86wwp19 [...] Read more...
How to Manage Addiction in the WorkplaceHow to Manage Addiction in the Workplace
July 26, 2016As an employer, you are likely aware of your responsibility to protect your workforce from discrimination. The Canadian Human Rights Act (the Act) prohibits discrimination on several grounds, including disabilities such as mental illness and addiction. On a provincial level, the BC Human Rights Code (the Code) specifies similar duties under its jurisdiction – mainly that employers are expected to take all reasonable steps to avoid poor treatment of employees based on a personal characteristic.   So what if this characteristic is a substance abuse problem? Although mental illness and addictions are classified as clinical disorders, the cultural stigma behind these conditions often complicates our understanding of how to properly manage them within a workplace context. Disruptions to productivity or workplace culture are examples of costs that can incur from retaining employees with addictions, but it is important that employers understand the nature of the illness and explore the best ways to accommodate the employee or assist in treatment.   Situations involving employee substance abuse are often dealt with on a case by case basis. The very nature of the illness makes it difficult for some employees to come to terms with the disorder, complicating how they can manage it. Some employers will also struggle with confrontation due to fear of a negative reaction.   Although each situation has its own challenges, there are important things to consider when dealing with employees with addictions.     Establish Mutual Trust and Respect: Keep lines of communication open with your entire team so that they will feel comfortable coming to you with any professional or personal challenges they may face. Having an established level of trust makes it infinitely easier to confront any issues that may arise from symptoms of addiction or any other ailment. Educate Yourself and Your Team: Explore information regarding the particular addiction or illness you are confronted with. Gather educational materials or resources including local support groups or treatment facilities. Make these resources available to all of your employees. Know what treatments may be offered by your insurance company. Understand Your Rights and Responsibilities: Before taking action, it is important to know where you stand legally. Although there are legal and moral grounds to accommodate your staff, it is also important that you maintain the wellbeing of your entire company. Undue hardship for the individual or the organization are considerations when making decisions on how to act, including factors such as cost, health and safety. Speak to a lawyer and investigate legislation and policies that apply to your situation. Take Action: If you are concerned about a possible substance abuse problem, do not hesitate to act. Ignoring the signs can often lead to much more complicated issues both for the individual and the organization. Organize a private meeting where the employee can feel safe discussing their condition, and make sure to be clear about your concerns, your company’s policies, and the resources you have gathered in support.   Check out the following resources for assistance and consult an HR professional if you have any questions or concerns regarding best practices. HR consultants are trained in mitigating the murky waters and can help guide employers to manage challenging situations for the benefit of individuals and organizations. (See Termination of Employment)    Addiction Resource https://addictionresource.com   American Society of Addiction Medicine http://www.asam.org/   BC Alcohol and Drug Referral Service 1-800-663-1441   BC Human Rights Clinic http://www.bchrc.net   BC Mental Health and Addiction Info Line 1-800-661-2121   BC Mental Health and Substance Abuse Services http://www.bcmhsus.ca   Canadian Human Rights Commission http://www.chrc-ccdp.ca/eng   HealthLinkBC 8-1-1 http://www.healthlinkbc.ca   Here to Help – Mental Health and Substance Use Information http://www.heretohelp.bc.ca [...] Read more...
9 Principles of Great Leadership9 Principles of Great Leadership
July 20, 2016Leadership is a skill, and although it’s argued that some are born with this innate ability, anyone can develop the art of leading with effectiveness and confidence. Whether you are a natural or are learning how to manage others from the ground up, developing these skills is a process that requires time, desire and understanding. Arming yourself with the right knowledge and applying it appropriately is key to helping individuals and organizations be their best.   Be brave: Leadership takes courage. Effectively managing teams does not always earn popularity points and can often involve dealing with uncomfortable situations. To be effective, a great leader must be able to recognize potential problems and deal with them immediately and with self-assurance. Hesitancy in decision-making can compromise the level of trust your employees have in your ability to pilot the ship.   Be humble: While it is vital to act assertive, it is equally important to be flexible and open. Acting humble means accepting your mistakes and learning from them, as well as being open to other’s contributions. A great leader recognizes their own faults and uses the strengths of those around them, making sure to give credit where credit is due.   Be fair: Fairness means administering the same principles and values consistently in all aspects of management. Treat all employees equally. Apply the same rewards and disciplinary actions whenever possible. Let your team know they are on the same level so they can be confident in your expectations.   Be honest: Be straightforward when dealing with staff. Don’t try to manipulate or hide information that could potentially empower the team. Reveal enough about yourself so that your staff can relate to you. Being human in your team’s eyes can be a powerful tool for earning respect and trust.   Be genuine: Integrity is essential to respect. Know the values of your organization and be intimately familiar with your own moral code so that you can act in accordance with this. Always be true to who you are and allow space for individuals to express themselves in the same honest way. A workplace that fosters authenticity gives team members the opportunity to contribute in a meaningful way, leading to more effective and efficient work.   Be open: Having a plan is important, but always be adaptable and flexible when it comes to management. Don’t get too stuck on your own ideas and listen with open ears to any contributions from your team. Keep the lines of communication open so that your staff knows they can come to you with issues and ideas.   Be trusting: Give your staff the benefit of the doubt whenever you can. Micromanaging and hovering over projects gives teams the sense that there isn’t confidence in their abilities. Autonomy and trust motivates individuals to pursue goals and feel that their efforts are appreciated and recognized.   Be a mentor: Offer guidance, instruction and knowledge whenever possible. Not only will this arm your team with tools needed to be more effective workers, but it positions you as an authority, earning credibility and appreciation.   Be inspiring: Be enthusiastic and positive in the workplace and it will catch on like wildfire. Teams want to be inspired, excited by their work and driven to a common goal. Communicate your organization’s vision with passion and encourage eagerness, enjoyment and positive energy.   Skill development takes practice, dedication and desire. Commit to these principles in your management practices and you’ll see what a team that’s happy, engaged, and driven looks like. And an effective team is the only way to achieve true organizational success.   Interested in more on leadership? Check out these amazing TED talks. [...] Read more...
8 Ways to Train Yourself for a New Career (Even if You’re Working)8 Ways to Train Yourself for a New Career (Even if You’re Working)
July 12, 2016You’ve finally decided that you want a change. Your job isn’t fulfilling you in the way you’d like, the future prospects in your industry are unstable, or the options for advancement in your company are unreliable. Whatever the reason, you’re considering a new career and thinking seriously about the next step.   But a new career means training and education, and that means investing time and resources that might seem unrealistic. After all, you still have bills to pay, and taking off months (or years) to go back to school just isn’t an option.   Luckily that doesn’t necessarily mean giving up on the dream. These days there are a variety of options for those looking to re-educate themselves and prepare for a career shift. Consider the following:   Read: Seems simple enough, but you can really learn a lot from reading the right stuff. Business books, industry textbooks, blogs and professional articles can all offer valuable instruction on how to succeed in a particular field. Leverage a hobby: You may already know more than you think about how to do a job you are interested in, particularly if you are interested in pursuing a personal passion or hobby. If you are already taking photos, landscaping your backyard, or developing personal workout routines, assess your skill set and identify your current knowledge. From there you can take stock in where the gaps are to become as proficient as possible. Joining a hobby group is a great way to network and develop your skills at the same time. Online courses/distance education: Gone are the days when a university degree had to be attained in a university. Whether you are interested in a quick lesson in urban planning or a graduate degree in Psychology, there is a plethora of options online for a quality education from the comfort of home (or the office, for that matter). Study for free: Though the accreditation is not always as reputable as a paid college course, online options exist that offer quality instruction for free. Sites like coursera.org, alison.com, careermash.ca and careerprocanada.ca offer technical and academic courses without cost to students. Also check out ztcollege.com (Zero Tuition College) for some inspiration, or find videos on YouTube or TED talks. Night classes: Even if you have to keep your day job for the time being, you can still attend classes in the off hours. Colleges, universities, technical schools and independent educators all offer educational options beyond the 9-5 schedule. Find a mentor: Receiving one-on-one guidance from a professional is an excellent way to get trained, and often one of the most effective. It may be as easy as asking your neighbour to show you how to identify parts and problems under the hood of your car, or your brother to teach you the elements of computer coding. Volunteer: You may not be qualified yet for a paid position in your field of choice, but some businesses and institutions welcome volunteers to aid in the workload and, in turn, train them for a future in the profession. Build a portfolio: Putting a portfolio together of your accomplishments, whether personal or professional, can not only highlight what you already know, but can be a great way to get in the door to a new venture. Setting up a blog online showcasing your writing talents, for example, gives you an opportunity to acknowledge your expertise, as well as an excuse to learn new concepts and skills. In this way, you can market yourself while developing your craft.   Once you’ve developed some new skills the trick is then marketing them appropriately to potential employers. Four years in college doesn’t necessarily qualify you above someone who has taught themselves code though other channel, but you might need to convince a recruiter of this, first. Make sure you are telling a compelling story with your resume and cover letter, and consider professional assistance. You’ve read, studied, prepared, practiced – now you just need to get in the door. Watch Fifty Shades Darker (2017) Full Movie Online Streaming Online and Download [...] Read more...
Easy Steps to Motivate Your Team After the Long WeekendEasy Steps to Motivate Your Team After the Long Weekend
July 4, 2016  It’s Monday, and the word has a slightly (more) bitter tinge to it when it follows a long weekend. Canada Day in the Okanagan was a celebratory success, with festivities and fun ranging from car shows and acrobatics to musical performances and fireworks. For those of us lucky enough to take the weekend off, it was summer’s most popular excuse for three days of rest and relaxation. And for those of us back to the grind this morning, it can be summer’s toughest day to refocus. Leading a team on the mend from a long weekend can be a challenge, especially when there’s actual work to be done. Here’s a few simple tips to motivate your group and get things back on the right track. 1. Share stories – If your employees went zip-lining and are dying to talk about it, let them. Allowing some space for reliving the events of the previous days vents that excitement so that there is an opportunity to mentally move forward (and, no, this doesn’t mean you have to share all the details of your own adventures). 2. Set specific goals – Help your staff define clear goals for the upcoming week and strategize how to accomplish these goals. Make sure the tasks are challenging, but don’t overwhelm them right off the bat. Prioritize and structure things so that they feel manageable and engaging. 3. Create some competition – Everyone enjoys games, and giving your team opportunities to compete against one another to solve a problem or complete an assignment adds a spark to any undertaking. Consider rewards for something tactile to chase after, but make sure you are transparent about all incentives. 4. Host a brainstorming session – Getting your crew together talking and sharing ideas is not only an opportunity for reinforcing a united atmosphere, but also a great way to get creative juices flowing. Brainstorming sessions can make individuals feel like their ideas are valued and that they are an important part of the team, motivating their efforts. 5. Promise something good – Give your employees something to look forward to so they can refocus on the future. Plan for an event or activity soon that they can eagerly anticipate, taking some of the sting out of the end of the party. Not everyone in your organization will have had an unforgettable weekend, but it was a weekend nonetheless, so momentum will need a kick start. Just remember that, as a leader, it is important to set the example. Come in to work with a clear head and enthusiasm and this will inevitably catch on. Workers want to be engaged with their tasks, so give them the opportunity and encouragement to do so. It will pay back in dividends. [...] Read more...
How to Find Work in Canada’s “Worst City to Find a Job”How to Find Work in Canada’s “Worst City to Find a Job”
June 28, 2016Earlier this year the BMO’s Labour Market Report Card indicated that Kelowna was Canada’s “worst city to find a job”, falling 31 (out of 33) spots in the course of a single year. With population growing and unemployment rates rising, many job hunters in the Central Okanagan are finding the task of employment seeking daunting at best.   Living local and out of work? That doesn’t necessarily mean you have to move to Oshawa (currently Canada’s best rated city for employment) to get back in the game. Exploring your options and preparing for the future are constructive ways to navigate the turbulent waters. Using your predicament as an opportunity to re-evaluate professional goals can be a great idea. And understanding labour trends in the area can aid in moving forward in a successful direction.   How exactly does one accomplish this? There are a lot of places you can start, but knowing what you want, in an ideal world, is valuable. Performing self-assessment tests (ex. Myers-Briggs) help to define personality types and, essentially, match those characteristics to ideal careers.   It would be wonderful if this is all it really took to find the perfect career, but realistically our “dream job” isn’t always posted online waiting for us to bite. Knowing what the labour market looks like both now and in the future gives us a clearer picture of which of those potential careers, matched to our personalities, would be the most advantageous to pursue.   For example, say you’ve been working in the oil industry for years and suddenly find yourself out of work. The future of oil is fragile, along with employment possibilities, so you are considering making a career change. But all you’ve ever done is the same kind of work. You take a self-assessment test and find out that your personality type is suited to a service position – sales, hospitality, tourism, health care. You find a short list of jobs that excite you, but all require a certain level of training and commitment in order to pursue. What’s worth the investment?   Well, if you are in fact living in Kelowna, recent data collected by the Central Okanagan Economic Development Society suggests the following: The Central Okanagan’s major industries are agriculture/viticulture, tourism, retail trade, manufacturing, forestry and construction Emerging industries include film, aviation, health care and technology Specifically, occupations that are expected to have significant growth and job openings in the future include software engineers, health care professionals (specifically in management), industrial electricians, administrative clerks, manufacturing managers and information systems consultants   A career coach is an excellent resource if you are feeling overwhelmed by the task. Career coaches offer guidance in defining personal goals, target options that are viable in today’s market and developing a plan to pursue objectives that are feasible given your circumstances (ex. training outside of working hours, work experience opportunities, etc.). Most importantly, a good career coach is intimately familiar with the region in which you are looking for work and therefore able to suggest appropriate paths to finding an ideal local position. After all, there’s a reason growth is so high in Kelowna – it’s a beautiful place to live. And it can be an amazing place to work, too.   Check out Kelowna HR’s Career Coach services. [...] Read more...
Tips on Avoiding the Costs of High TurnoverTips on Avoiding the Costs of High Turnover
May 27, 2016Replacing an employee comes with a high price tag. Experts estimate this cost to average 30 to 150% of their annual wages. For demonstration purposes, using a 40% replacement cost for an employee earning $20/hour, calculates to $16,000 . . . per employee! How many staff members did you replace last year? Want to avoid these decreases to your bottom line? Consider the following: Pay attention to your employees – communicate regularly with staff regarding their needs and offer flexible solutions to problems and concerns Set compensation and benefit packages that have the appropriate value – review HR industry standards and keep updated on trends and changes in expectations Get employees engaged – allow for contributions in decision making and keep communication lines open to ensure staff feels like they re valuable members of a team Hire right from the start – take the time to find the best candidates possible at the onset, making sure their skill sets and personalities fit the position and the company culture Promote positivity – make sure to offer rewards and praise when your staff is doing a good job (a little acknowledgement goes a very long way) Conduct appropriate evaluations – performance reviews, if done right, are important to keeping staff on the right track and giving them solid guidelines of expectations so they feel confident in what they are doing and how they are contributing Establish opportunities for growth – your employees want to succeed, and that helps you, too, so encourage skill development, coaching, training and challenging projects to keep them engaged and motivated A happy worker is a productive worker, and a healthy work environment full of flexibility, encouragement, open communication and opportunity for contribution and growth are essential. [...] Read more...
Welcome to Kelowna HRWelcome to Kelowna HR
July 23, 2015 Read more...
Kelowna Human Resources is all about the people side of business.Kelowna Human Resources is all about the people side of business.
July 23, 2015 Read more...

Contact Us

Kelowna Human Resources
Kelowna, BC
250-826-6964
elizabeth@kelownahr.com

Copyright. All rights reserved.
Powered by WordPress | WEN Associate by WEN Themes
Kelowna Human Resources iconLogo Header Menu
  • Services
    • Human Resources
    • Resume/ Employment
    • Outplacement / Career Transition
    • Recruitment
  • About
    • Meet Our Team
    • Pricing
  • Blog
    • HR Tips
    • Career Development
  • Testimonials
  • Members
    • Career Transition Support
  • Contact