Using Total Compensation to Attract and Retain Talent in a Challenging Labour Market
As industry employers continue to compete for top talent, it is key to understand, position and communicate what your total compensation package is. But what is Total Compensation and how can business owners maximize their total compensation packages to meet employee needs of both current and prospective employees?
Fall 2022 InnFocus
Vancouver, Coast & Mountains HR Consultant Cindy Conti writes an article about Retaining your Top Talent - Inspire and Motivate for the InnFocus.
Fall 2021 The Quarterly Pour
Manager of Industry Human Resources and Mental Health Ginger Brunner writes an article about Compensation and Retention Strategies for the Quarterly Pour.
Winter 2022 The Quarterly Pour
Senior VP, Arun Subramanian wrote an article about the Importance of Team for The Quarterly Pour.
Spring 2023 InnFocus
Senior VP, Arun Subramanian wrote an article about Managing Workplace Conflict for InnFocus.
Summer 2023 The Quarterly Pour
Vancouver, Coat & Mountain HR Consultant, Cindy Conti wrote an article about Dealing with Absenteeism for the Quarterly Pour.
Innocent Absenteeism is Nobody’s Fault, But You Must Address It
By definition, innocent (or “non-culpable”) absenteeism is not your employee’s fault. “Innocent” absences usually relate to illness or injury—legitimate concerns that the employee cannot control. But what about the effect their missed shifts are having on your business? Is there anything you can do to get these absences reduced to a minimum?
Illness or Injury Leave
British Columbia is once again leading the way as it becomes the first province in Canada to implement a new permanent paid Illness or Injury Leave (also called Sick Leave) program.
Employers’ Obligations to Seasonal Employees
Employers in the tourism industry often employ seasonal employees during peak times. Though the BC Employment Standards Act (the “Act”) does not, for the most part, distinguish between seasonal and permanent employees, there are some important exceptions. Further, even when the Act applies equally to seasonal and other employees, the nature of seasonal employment, often during busy periods, may lead some employers to inadvertently overlook their legal obligations to such employees.
Managing Reward: Why Line Managers are the Vital Link
Hay Group’s research shows that the most successful reward programs work because they have been well implemented, rather than neatly designed. But the job of putting reward programs into action should not be left solely to HR. Instead, organizations need to take advantage of the relationship that already exists between line managers and their employees.